Hate Your “Boss on Paper” but Receive Leadership Elsewhere?

By Michelle Malay Carter on May 26, 2009 

Organization DesignToo Many Managerial Layers Bogs Down the Work
Having too many reporting layers in an organization creates frustration and slows decisions and communication down.? It impedes work.? Considering that humans are wired to work, they get cranky when their work is impeded.

Best Intentions Does Not Always Equal Best Practices
Organizations often add management layers in order to justify increasing the salaries and status of long-time employees.? Good intention.? Poor practice.

Each Reporting Layer Must Add Value
Using a work levels model, all roles on an organization chart should report to a role that falls in the next higher level of work.? When organizations add reporting layers within work levels it will spell trouble.

The “Real Boss” Phenomenon
Quite?frankly, you are not fooling anyone.? The layers being created are experienced as artificial.? Humans have an intuitive sense of who their “real boss” is, and it will be someone whose role is in the next higher level of work (assuming the incumbent’s level of capability matches the work level of the role).

Haven’t you ever heard someone say, well, my boss “on paper” is Susie, but my “real boss” is Joe? This is the “real boss” phenomenon.

Humans don’t resent being led. The resent being expected to submit to a boss who is not capable of being their leader.? This happens frequently within organizations with too many layers.

Regardless of what the org chart says, people will seek leadership from someone who is capable of providing it to them.

Designing for Effectiveness
In my next post, I’ll detail what it is employees are looking for in a real boss, and how organizations can ensure their organizational design provides employees with want they need to get their work done.

I’m OK. You’re OK. Let’s fix the system.

Have you ever reported to an artificial boss? How did it feel?

Filed Under Employee Engagement, Organization Design, Requisite Organization, Talent Management, Work Levels

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