We are always looking to make organizational changes based on old theories. For some organizations they are efficient and effective but some just do not have the right attitudes in order for old theories to foster in a positive manner. If we can give employees job rotation so that they do not get into a “rut”, then why can’t we do the same with management? Given that management would have to change their role every six months, this would keep them fresh, motivated, and thinking in different ways. This would rid the management world of those managers who are just at work for the paycheck. This also fosters an environment for manager/leaders, given that they are hard to come by. These factors are essential in boosting employee morale and output. If employees can refer to the saying “you can’t choose your boss” and then turn around and say “oh, yes I can”, employees will feel a lot better about their places of employment, job responsibilities, and quality of their work.
First off, the order of the draft would be determined by the quality and production numbers, etc. of each department. The department with the highest numbers goes first, so on and so forth. Then, on each management team, including manager(s) and supervisor(s) there would need to be a credential of some sort that is needed in order to be drafted to a given department. It could be a degree, years of experience, etc. Essentially, as the draft keeps occurring every six months more experience would be acquired. But, the credential is needed in the early stages in order for the organization to run effectively. A constant six month job rotation will make managers and supervisors well-rounded. This keeps managers and supervisors thinking in new and different ways in order to solve problems that occur.
Every six months the draft would occur, with the same way of determining which department goes first. Management teams, including supervisors, should know other aspects of the organization and why certain processes are done in a certain manner. Unlike any other fantasy sports game, there will be no trading or benching managers and supervisors. Also, a manager or supervisor cannot be drafted to the same department twice consecutively.
This is new and exciting compared to revamping an old management theory. With old management theories, there are only so many ways to slice the cherry pie without realizing that it is still cherry pie. Organizations today are always pushing innovation and taking risks with new technologies, so why not do the same with their management structures.
At the end of the day, the managers and supervisors across the organization will still hold the power that they do now to ensure that daily processes run in an effective manner and that employees are “healthy”. But, employees will have a better attitude of their employer, managers, and supervisors and most importantly rids our culture of the age old saying “you can’t choose your boss”.
Looking forward, it seems that turnover would decrease because even if a department is unhappy with their management team, the employees in that given department will naturally work harder in order to get their numbers up in order to rank higher in the draft order for the next draft.
Even though some might be unhappy with their current management team, employee morale would be boosted because of the bright future outlook. So many employees are unmotivated because of the bleak and dim future. But with a constant change of managers and supervisors, they have something to work toward beside a paycheck. Rather a higher spot in the draft order and to choose those managers and supervisors whom they genuinely enjoy working with who give them reasons and the motivation necessary to achieve departmental and organizational goals.
This rotation rids management teams of age old managers while attracting and fostering manager/leaders because manager/leaders are the new face of management. We are in a world today that thrives on strong leadership, not just decision making alone.
Send an email to every employee in the organization. Give them the list of managers (including assistant managers) and supervisors in the physical location of the organization. Ask each department to take an early lunch starting at 11:00am and converse amongst your department about pros and cons of working with each manager and supervisor on that list. A list credentials such as timeliness, effectiveness, etc will be issued as talking points. Then by 1:00pm they would need to generate a roster of which managers and supervisors they would choose from most favorable to least favorable. Also to be included would be a final roster of their ideal management team with “x” number of manager(s) and supervisor(s), depending on the organizational breakdown.
After all the rosters are submitted a follow-up email would be sent back to each employee to ask them their thoughts on that activity. That email would be sent at about 3:45/4:00pm to give the employees some time to reflect and converse about the activity. After those thoughts and reflections are emailed back to upper-management, time should be taken to observe the employee responses.
If the results are favorable, then within the next few days send out another email to all employees asking them their thoughts on a real version of the conversations and draft they took part in, but informing them of certain limitations.
If the results are still favorable, then it would be a good idea to put this Draft Management prototype into practice.