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Managers are the Bridge Between Employee and the Organization…………

nitinkhindria asked:

Having an understanding on the title it’s important to understand the in-depth meaning of bridge, role and significance of bridge. A structure spanning and providing passage over a gap or barrier is known as Bridge. In an organization we have different hierarchy to play different roles and responsibilities to achieve the set goals. And every individual role and responsibility plays a vital role as bridge to accomplish the set goal. As an employee, you are responsible for building the bridge between meeting your organization’s business objectives and your life’s purpose. As a manager, you are responsible for building the bridge between the bottom line and your employees’ expectations. As a job seeker, you are responsible for building the bridge between your career path and your skills, talents, and interests.

Whatever your position or current situation is, you have business goals, dreams, and a life to live.

In year 1995, I embarked my first pace in the world of professionals. And since then, I experienced my career development with a range of countenance of management, as, sales & marketing executive, crewmember, front officer, event coordinator and manager, HR Manager, Training Manager…

I resolutely deem that our seniors are the one who motivates, inspires, teaches and develop the attitude in us. They are the one who appreciate our work, who care for us, who handle our grievance and put our concerns in front of top management. Honestly speaking there is not many. And if there are any then you may find that they are not favorites of the top management.

X, Y, Z… were the few companies where I rendered my services and I experienced all love to have new talent with them but I also experienced that they were not equal opportunity employer at all. Yes, at the same time I would like to admit that they were much better than many others. Or else I can quote it as’ “The motto of most ambitious employees, whatever their position is, I’ll move up or move on. That’s compatible with the attitude of many success-driven companies, which say to their people, you will move up or you’re out”.

Tell, me where it leads, it doesn’t lead to more dissatisfaction, disregard… and further leads to excessive turnover of employees. How come companies can forget that there is huge cost indulge in recruiting and it’s subsequent processes? And Moreover, I call it negative brand image of the company.

Further, it always knocks me, has our organizations are system driven or man driven with my overall experience it’s more of man driven rather than system and often daily work which you perform in a way becomes a process and ironically later we claimed it as a system. But on other hand, I firmly deem that flowing strategy down to the tactical level motivates your middle managers and builds trust by connecting them more closely to the business. It also ensures quicker ramp-up around corporate goals and objectives as they evolve, improving productivity and results toward those same goals.

Long ago, I applied one mantra to my life “convince yourself if you want to convince others”, which improved my life not as professional but as person too. Managers can’t be the bridge if they are not empowered, convinced and integrated to their thoughts. They must be clear that what organization demands from them and what they expected from their employees, simultaneously, they also must be clear about the expectations of their employees from the organization.

Managers needs to present the picture as it is in front of organization as well as in front of employees to avoid any gray shades, which helps in building trust, value and respect for each other. It develops the transparency and clear goals. It also helps to reduce the employee turnover.

If managers know their significance and act in positive nodes then it creates open culture in organization, which has demand of today’s competitive business environment. So, as change becomes the essential for each business unit, these managers plays incredible role as change managers.

The transition toward high performance work teams results in dramatic changes to the manager’s role. The new leader must be able to adapt to change; provide vision, principles, and boundary conditions; align people toward a purpose; set direction and strategy. As teams take on more and more responsibility, the manager’s focus shifts from controlling and problem solving to motivating and inspiring.

Managers who set high standards or goals and achieve them are great leaders by examples. The ability to tolerate stress and remain poise under job pressures and still maintain a high activity and energy level are contagious.

You should set the example of being accountable for your own activities and performance.

Written by

Nitin Khindria

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nitinkhindria@hotmail.com

nitin.khindria@indoasian.com

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