Handling & Honoring Senior Managers
Mr. Nandan Nilekani, Mr. Kumar Mangalam Birla, Mr. Sunil Bharati Mittal, Mr. Rajeev Chandrasekar, Mr. Aziz Premji, Mr. Subhash Chandra, Mr. Bikki Oberoi, Mr. Nusli Wadia, Mr. Uday Kotak, Mr. Vijay Mallaya, Mr. Ratan Tata are considered as greatest business icons India has ever produced. All these leaders have transformed their organizations and people to sheer brilliance with the result of relationships. How do you get relationships like that? It’s the result of MBV – Managing by Values. There are three MBV steps: identifying core values, communicating core values and aligning values and practice. All are extremely important.
The Company is not only known by the products and services it sells but is also known by the Managers it has on its pay rolls. They play a pivotal role in making or breaking the organization. These managers namely middle level (sectional head) and senior level (departmental head & above) have had utilized enormous amount of their time, knowledge, skills, experience, expertise, attributes, characteristics and talent at their place of work to take the company where it is now. They have taken out time to think, strategize and prioritize and worked a whole lot harder at each step to bring in the delight one sees in a customer. These Managers slowly and steadily have navigated the ship of uncertainty by following key principles enunciated by their CFO / COO / CEO. What are these?
- Purpose – what does your company do?
- Values – what are your company’s operational guidelines?
- Goals – where is your company headed?
- Roles – who does what?
- Structure – how is your company organized?
In other words, within the defined structure these senior managers articulately perform their roles inculcating values at all levels achieve company’s goals with a clear sense of purpose. They take on challenges into their stride; perform innately, ceaselessly & persistently, work with employees and clients, gets the best of people, conceptualize, innovate and achieve results for the organization. Thus, handling senior managers at work is an art and it is a challenge for any management to retain them in the midst of turbulent business uncertainty.
Handling senior employees- the real wealth of the organization is definitely not an easy task for any business head. If not managed properly, efficiently and cleverly, it might not only prove costly but will slow down the pace of the organization to such an extent that it will affect its reputation and brand.
Following are some of the best universal practices which could be adopted by the Management in handling and honoring senior managers.
- With the kind of experience and expertise these managers have, the head of the organization have to involve these sections of professionals into challenges associated with mergers, amalgamations; acquisitions, takeovers.
- Involvement of managers in strategic decision making process along with accountability and responsibility, to manage day to-day functionality and operations of their department. These managers do not like to spoon-feed and certainly do not like to micro-managed.
- Give them the autonomy to increase in market-share, increase in revenue, venturing into new market, introducing new product line and consolidating the market position.
- Allow them to create something new namely new company, new market, new product or service line) or initiating / executing changes are few other things that excites this bunch of people.
- The senior manager’s innate skills of continuous learning, creative thinking and managing change can reap rich dividends on the minds of the younger employees. By associating them with the other category of employees, these managers feel elated and honored.
- Their commitment to setting priorities and concentrating single mindedly, developing a reputation for speed and dependability, practicing self-discipline in every area of business activity, taking decisions and acting have made them what they are. Respect, manage and handle these senior managers for what they have contributed.
- Utilize these managers as professional advisers for certain specialized projects. Admire their brilliance, capture and utilize them.
- Honor the senior managers by involving them in Executive Training and Development Programs for the organization on a regular basis.
Knowing their experience, educational background, and achievement in terms of results, global mindset and the proven track record of past performance engaging them, motivating them, retaining them is by no means an easy task. In order to attain such goals and opportunities of impregnable magnitude, these managers look for:
- Vision of the organization.
- Vision of the leader or the head of the organization and also his leadership style.
- Scale and magnitude by which the organization has grown in the past 6 to 8 years and their growth plans for the next 6 to 8 years.
Handling these professional managers at work is a different kettle of tea. A particular word uttered by the head of the organization carrying a particular connotation might make the manager take on big challenges giving positive results. Their need, emotions, wants have to be taken care of lest the organization loses its vital limb. These people at this stage are not looking for big industrial experience, expertise, salary, position benefits but treatment meted out to them in terms of respect, adulation, admiration and exaltation by the other categories / sections of employees. The journey in their work place from all wrong to nothing is right to something is right to something is wrong to all right to no wrong over the years make them believe that they are the most valuable group in the organization and necessary professional guidance and direction can not only help the employees to take a quantum leap towards business excellence but create a brand which every organization strives for.
The author of the above said article is written by Mr. Iyer Subramanian, working with Bombay Chamber of Commerce and Industry, Mumbai. E Mail: iyerpdkgnm@yahoo.com Contact: Cell No. 9892523163.
My name is Iyer Subramanian. My qualifications are as under. Bachelor of Arts, Diploma in Personnel Management and Industrial Relations, Diploma in Labor Laws & Labor Welfare, Diploma in HRM, Diploma in Training & Development. I have around 25 years of experience in HR and write for Express Hospitality, Hospitalitybiz, Business Manager regularly on HR. Article Source:http://www.articlesbase.com/human-resources-articles/handling-and-honouring-senior-managers-1154604.html
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