Hello, I’m Your New Manager!!

hello-1502386_960_720

An employee at a multi-unit healthcare facility received a call from one of her managers. The problem was, the woman did not know that there was a new manager. After some awkward questions as to who this person was who was calling, it was revealed that the caller was new to the management team and asking for some information.

The questions that were raised from this brief call highlight some concerns in the organization’s leadership approach:

  • No employees knew there was a need, or posting, for a new manager position
  • No announcement of a newcomer to the organization was made
  • No introduction in person to the new manager’s people was arranged

The trajectory of what will occur as a result of these actions may culminate in the following:

  • Resentment among staff that no internal management postings were made to qualify their candidacy for the open position
  • Discredited trust in the management overall due to lack of transparency
  • Questions on hidden agendas and direction of the company arise and create disengagement
  • A greater “management vs. employee” chasm that divides the team further

The common theme in this organization is that management makes decisions to protect their group and leave the employees to figure everything else out. This management team is notorious for not assisting staff shortages, understanding the true nature of the healthcare duties, and not spending money to fix physical plant needs while spending money on their own management meetings and luncheons.

An organization like this is not focused on the staff or the patients they care for. They are consumed with making their management roles easier – after all, isn’t that what they deserve for arriving at this level?

Great organizations differ from ones like this by exhibiting these best practices in similar situations:

  • All postings are internal, and qualified candidates are properly and objectively informed whether they merit consideration or not
  • Employees that are not candidates are kept in the know during the process, and may even be invited to interview all candidates
  • The newly selected manager is properly announced from the leadership team, touting their experience and prior success
  • The new manager is physically introduced to all facilities, all shifts, and if possible, all employees in order to connect with the staff right away
  • The leadership team also rallies the team around the new manager to encourage everyone to work towards the mutual success of the new manager and the team

Ensure your organization’s success by being transparent and open about new leadership positions. Nothing incurs resentment and disengagement like dropping a new manager onto the team unawares. Focus on building teams, not filling roles.

(image: pixaby)

 

 

Advertisements

About Paul LaRue

My goal - To encourage you to lead & influence others with positive impact.

Posted on August.15.2016, in Connection & Engagement, Culture, Leadership Strategies, Organizational Development. Bookmark the permalink. Leave a comment.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

%d bloggers like this: