How To Unite Employees And Management

Graham M. Rand

Too often in business, it feels like there are two sides: One consists of employees, the other of management. There can be many reasons for this, but the most common one is that employees see only as far as their specific work, whereas management oversees the big picture. The best leaders are able to unite teams and help all employees adapt to the latest trends as they occur.

Let’s explore how management can unite the two sides of business.

1. Dealing with change

As mentioned above, CEOs, leaders, and other professionals who manage teams must control the big picture while also ensuring that employees are working to their full potential and staying updated on industry trends.

In many cases, employees focus on the same kinds of tasks every day while management strives to ensure that the business remains relevant to the outside world. As a result, managers often see change as the only solution, while employees’ view is narrower. This is where the two sides split.

To avoid alienating team members, managers should inform employees of their decisions as soon as they are settled. They should also implement changes gradually. It’s normal to resist change, but all relationships need trust to grow in a healthy way.

In the first phase of change, employees will likely be unhappy no matter how much their situation is expected to improve. Managers should take extra efforts to prepare their teams for change. Employees will adapt much more quickly if can see that management cares about the challenges they face. One simple way to do this is to create a platform where the employees can view work-related information.

The last stage of transitioning to a new routine is to ask employees for feedback on the new processes. If employees offer concrete likes and dislikes and constructive suggestions, this can help alleviate change-related stress.

2. Integrate new employees more seamlessly

New employees need time to integrate into any new environment. No matter how knowledgeable an employee is, they will not perform to their greatest capacity on day one. However, managers can reduce this productivity lag by improving the onboarding process.

Joining a new company opens new opportunities, but also new challenges. New employees should understand how the organization’s systems work before they can be expected to understand their place in it.

This is a crucial step that can determine whether a team accepts a new employee. Team leaders must serve as mentors and guide new employees on company culture. For example, managers should explain to newcomers how processes are structured, who to involve in various circumstances, and what the protocol is when something doesn’t work.

Many managers expect employees to take care of newcomers by improvising office tours and offering guidance, but this can deepen the divide between management and employees. Instead, leaders should assume the responsibility of taking care of their teams and ensuring that new employees integrate seamlessly into their new environment.

3. Organize meetings with all departments

When employees work in a single department and see things from only that perspective, they may view change as disruptive rather than helpful. To address this problem, consider scheduling meetings that involve all departments and teams. This can open new perspectives on how the business works and enable employees to see that they are a part of the solution. Each team is important, but it is just a piece of the entire organization.

By seeing how their work contributes to the greater good, employees will understand that changes are a positive thing. Taking time to help all teams see things from a larger perspective will create a stronger professional community.

One way to unite all your company’s teams is to organize weekly or monthly staff meetings  during which team leaders and managers discuss matters that may affect employees’ work. At these meetings, focus on achievements and other positive outcomes and be inclusive to encourage better interdepartmental relationships.

Every company should move in only one direction. Unfortunately, revenue numbers and other key business information is usually more visible to management than to employees, and other related and unrelated factors can further deteriorate the internal structure. By implementing the three steps described above—change management, newcomer integration, and interdepartmental collaboration—you can instill greater harmony in your organization.

For more management strategies that boost business, see IT Leadership: Best Practices For Next-Gen Digital Transformation.

Image source: pixabay

About Graham M. Rand

Graham M. Rand is a freelance writer.