Less management: Removing unnecessary management layers creates more freedom for employees, makes more space for creativity and innovation, and conclusively, increases engagement and commitment.
Enhancing employee engagement secret #4: Less management
Today’s workspaces
The ever changing landscape of the workforce is something that we, as an HR oriented organization, see on an almost daily basis. Generation Y and millennials have a much different approach to and expectation of work than their predecessors. On top of this, the advances in technology and communication make today’s workplace almost unrecognizable from 10 years ago.
The 8 secrets to enhancing employee engagement
From working with multinational organizations over the past two decades, we have seen that the organizations with the highest engagement and commitment are those that have been able to foresee and act upon the rapid changes in employee expectation, technology and ways of working. More specifically, organizations with the highest employee engagement tend to be those that are less top heavy and that scale back the number of management layers.
Global Employee Engagement Index™
A comprehensive overview of employee engagement with benchmarks from 57 countries with essential lessons for your HR strategy .
DownloadWhen organizations remove management layers, employees feel more liberated. The increase in liberty improves motivation in employees, creates more space for innovation and creativity and ultimately, helps create organizations that are flexible enough to respond to change.
Removing traditional management
In normal circumstances we would always avoid referencing our own organization as a case study, however in this case, we think it is appropriate to do so. After considering the above and years of seeing the negative effects that too much management can have, our organization decided to undertake drastic changes. Sometime ago, Effectory International changed from an old styled, hierarchical, tayloristic organization to a flat structured organization, without managers.
Enhancing employee engagement secret #1
In short, the fundamental basis of our flat organization is that there are no managers and employees are given full responsibility for their own work. Major decisions are taken by teams, and we operate a system of democracy and feedback. Individual employees are encouraged to develop their leadership skills, so that the leadership void left by upper management is filled.
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DownloadEnhancing employee engagement secret #2
We have seen that employees take much more responsibility, and the consciousness of the organization has grown tremendously. Creativity and innovation have flowed, and conclusively, our internal employee surveys show that engagement and commitment has increased.
Enhancing employee engagement secret #3
Admittedly a flat structured organization is an extreme example of less management, but the results have none the less been spectacular. We don’t expect everyone to follow our example but in general, even cutting out one management layer creates positive impact.
The 8 enhancing employee engagement secrets series
- A compelling organizational direction
- Inspiring leadership
- Removing senseless bureaucracy
- Less management
- Value the specialists
- Social innovation
- Transparency and information sharing
- A modern compensation system
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