Employee Engagement – Step2 Organizational Structure

July 30, 2017

Finance and Healthcare

Organizational Structure

Organizational Structure

As we continue in our series of employee engagement, we are now at the topic of organizational structure. This is relatively easy when talking about smaller businesses as there is often few levels of management if any. However, when we start looking at medium and large businesses, we can see a larger and larger hierarchy. In terms of employee engagement, this structure can play a huge role in the growth and retention of employee engagement.

We know that whenever there are employees there needs to be some form of management and, by extension, a management structure to make sure the work is being done properly. At its best, this structure can act to encourage and inspire employees; at its worst, it can lead to frustration and even anger.

A major way to make sure to avoid those negative possibilities is to stay connected. If management doesn’t know what’s going on at other levels, strong leadership will be near impossible. All too often we see companies who fall into the old trap of the one hand not knowing what the other hand is doing. Let’s say, for example, that an employee is given direction from their supervisor. Afterwards, another supervisor gives conflicting direction. This can lead to two negative results: the employee may become confused and end up doing the task at a lower level than they normally could and that employee may lose faith in the competence of management. This would, in turn, lead them to not bother to do their best job as they don’t know if they will be asked to change what they are doing or scrap it altogether. Considering that we are dealing with the health and welfare of other human beings, there is no room for this.

The last thing management ever wants to do is to make an employee’s job more difficult than it has to be. After all, a manager is meant to do the exact opposite of that. All too often, we see very public examples of corporations failing on some level due to a lack of communication or similar problems within their ranks.

In order to build employee engagement, the first step is to make sure that the structure itself is sound; not being too top-heavy so as to make employees feel uncomfortable but also not being so scarce that employees feel like they’re left on their own. The second step is to make sure that systems and procedures are put into place to ensure that there is adequate communication and understanding at every level; the lowest level of management should understand everything that’s happening from the top down. In this way, we can be confident that there won’t be any misunderstood or incomplete direction. Furthermore, whenever there any changes or adjustments within the organization, management at all levels can move quickly and understand the reasons for the changes. This may not seem that important for employee engagement, but when an employee truly understands what is going on within their company and can trust management to run things, they are free to do their jobs better and are happier to do so.

Step3: Leader Empowerment

Author Bio: Judd Humpherys is a consultant in the home healthcare industry. He leverages expertise to drive gains in revenue, reduce tax liabilities, improve operations, development consistent census growth, and comply with all Medicare regulations. Clients attain and sustain outstanding results through the measurement of key metrics and enhanced employee engagement.


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