‘Change Management’, the key word used so explicitly by the leaders looses it sheen as soon as the real ‘change’ needs to be managed.

As soon as there is a jig right at the top, the mere middle level managers are left at the mercy of the highly-paid consultant’s recommendation to define the road-map of the employee’s future.

The question is do organisations manage change management effectively?

Is it that at the time of restructuring, the concerned employees are given sufficient cooling time to get aligned to the new structure? How is it that the ‘Care’ aspect is forgotten during such times?

Really, do organization’s care when a performing employee’s manager is changed multiple times in a year? Do we give such employees a timeframe to align with the new manager or just trickle down conveniently that it is the manager’s way or the highway.  Another cliché

Even in today’s times when we hear much about the millenia switching jobs so often, is it right for the leaders to continue following the traditional approach towards making decisions sitting inside a plush cabin? Is it right for them to be coloured by the whims and fancies of the few people they choose to interact with?

Is it not time for the leaders to reach out to the middle managers who do the real execution and inculcate a culture of deciding the post-facto attitudinal rating of an employee? How is it that our leaders get so influenced by the incompetent, but ‘I-am-new-in-the-organization’ managers?

When will we eventually have organizations, led by leaders who are thorough withh understanding the dynamics of people management?

There is an interesting concept of measuring the efficacy of a manager on two core parameters, people and tasks. Performing individuals mapped to managers, low on both people management and task related deliveries are the ones who suffer the most. Such managers neither add any value to the individual nor are they capable enough to retain such individuals in the organization through people skills. This is where the mapping of the abilities of an individual with the capabilities of a manager ought to be planned and managed.

So many questions, yet so few answers.