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Other Added - Are You Managing Top-Down or Bottom-Up Or Both?
You can get some answers to this critical question by rating yourself against a composite list of the attributes employees say their bosses should have if both parties are to be successful.(And, by the way, you can rate your boss while you are at it.)The ability to be a good two-way communicator shows up on every survey of desired management qualities. (Despite this fact, most employees give their supervisors and employers only
decided that they were a mistake?
5. Is morale lower than it should be or is desirable?
6. Are your employees under a lot of stress?
7. Is communication broken anywhere in the organization – top-down, bottom-up or
department to department?
8. Is their a ‘here we go again’ culture?
9. Are employees more concerned about the success of their own department than the
success of the entire organization?
10. Are you losing some of your better employees?
11. Are sa
It’s a classic mistake for business owners. They start a business that is focused on their product and not on the credit end of their business.Luckily, a popular new book by Michelle Dunn makes it easy to solve this problem. The book, Become the Squeaky wheel, outlines different types of credit policies that business owners can use to create a customer-friendly credit policy. The goal is to have more customers who pay on time which
What is Top-down management?
- Keeping decision making at the top of the organization
- Setting goals, quotas and direction in the board room or at senior executive level
- Having strategic planning meetings or events that includes only senior management
- Motivating people with fear or incentives only
- Not being willing to listen to lower level employees ideas, suggestions or feedback
- Coaching and reviews are all top-down
- Senior level executives are too involved in the hiring process
- Very little top-down delegation
There’s more but let’s move on.
What is Bottom-up management?
Well we could say the opposite of all of the above to save time but here are a few others.
- Ownership and buy-in of initiatives and projects from lower level employees
- Improved employee performance and effectiveness
- Less wasted resources on activities and programs that don’t last
- More motivated employees
What are the consequences of a top-down style?
- Senior management is not in touch with reality
- Poor employee motivation and performance
- Poor reaction time to the market place and competitors
- Poor customer retention or loyalty
- High sales costs
- Slow growth
- High employee turnover
What are the benefits of a bottom-up style? I’m running out of space so the answer is the opposite of all of the above plus many more.
Are you in touch with whether your management style or your organization is a top-down or bottom-up? Here’s how you can get a fairly accurate picture.
1. Is your corporate direction clear to all employees? If yes, are you sure? How do you
know?
2. Is your culture safe for honest bottom-up feedback or is reality being edited before it
gets to you?
3. Do a lot of decisions, projects, initiatives go bad – sooner or later?
4. Have acquisitions been generally successful over the long term or after time was it
decided that they were a mistake?
5. Is morale lower than it should be or is desirable?
6. Are your employees under a lot of stress?
7. Is communication broken anywhere in the organization – top-down, bottom-up or
department to department?
8. Is their a ‘here we go again’ culture?
9. Are employees more concerned about the success of their own department than the
success of the entire organization?
10. Are you losing some of your better employees?
11. Are sal
You can collect those past due receivables. All it takes is a little planning and a commitment to follow the plan. A sale doesn't take place until the money is in your bank account. Past dues can put a clamp on many aspects of your business as it chokes off its very lifeblood…cash.Your past due problem can be brought under control in a matter of days or weeks, with the proper design and implementation of a collection "system." When I
- Coaching and reviews are all top-down
- Senior level executives are too involved in the hiring process
- Very little top-down delegation
There’s more but let’s move on.
What is Bottom-up management?
Well we could say the opposite of all of the above to save time but here are a few others.
- Ownership and buy-in of initiatives and projects from lower level employees
- Improved employee performance and effectiveness
- Less wasted resources on activities and programs that don’t last
- More motivated employees
What are the consequences of a top-down style?
- Senior management is not in touch with reality
- Poor employee motivation and performance
- Poor reaction time to the market place and competitors
- Poor customer retention or loyalty
- High sales costs
- Slow growth
- High employee turnover
What are the benefits of a bottom-up style? I’m running out of space so the answer is the opposite of all of the above plus many more.
Are you in touch with whether your management style or your organization is a top-down or bottom-up? Here’s how you can get a fairly accurate picture.
1. Is your corporate direction clear to all employees? If yes, are you sure? How do you
know?
2. Is your culture safe for honest bottom-up feedback or is reality being edited before it
gets to you?
3. Do a lot of decisions, projects, initiatives go bad – sooner or later?
4. Have acquisitions been generally successful over the long term or after time was it
decided that they were a mistake?
5. Is morale lower than it should be or is desirable?
6. Are your employees under a lot of stress?
7. Is communication broken anywhere in the organization – top-down, bottom-up or
department to department?
8. Is their a ‘here we go again’ culture?
9. Are employees more concerned about the success of their own department than the
success of the entire organization?
10. Are you losing some of your better employees?
11. Are sa
Remember That Brand? Well It’s Back! One would have to travel to the back woods of the Appalachians or perhaps to the cave dwellings in the Southwestern canyons to find anyone who has not heard of Viagra. Viagra, the market-leader of male erectile dysfunction prescription drugs, continues to occupy valuable space in the mind of the male consumer. What is so enchanting about an erectile dysfunction pill? How does Viagra have such appeal when
- More motivated employees
What are the consequences of a top-down style?
- Senior management is not in touch with reality
- Poor employee motivation and performance
- Poor reaction time to the market place and competitors
- Poor customer retention or loyalty
- High sales costs
- Slow growth
- High employee turnover
What are the benefits of a bottom-up style? I’m running out of space so the answer is the opposite of all of the above plus many more.
Are you in touch with whether your management style or your organization is a top-down or bottom-up? Here’s how you can get a fairly accurate picture.
1. Is your corporate direction clear to all employees? If yes, are you sure? How do you
know?
2. Is your culture safe for honest bottom-up feedback or is reality being edited before it
gets to you?
3. Do a lot of decisions, projects, initiatives go bad – sooner or later?
4. Have acquisitions been generally successful over the long term or after time was it
decided that they were a mistake?
5. Is morale lower than it should be or is desirable?
6. Are your employees under a lot of stress?
7. Is communication broken anywhere in the organization – top-down, bottom-up or
department to department?
8. Is their a ‘here we go again’ culture?
9. Are employees more concerned about the success of their own department than the
success of the entire organization?
10. Are you losing some of your better employees?
11. Are sa
One of the most common mistakes that I see with employers and recruiters, is taking a person’s r?sum? at face value. This is particularly fatal when it comes to hiring sales people. Why? Sales people are masters of the spin. When I see a r?sum? that comes to me full such spin (for example increased pipeline by 82%, doubled bookings, tripled revenue, etc), and I don’t see absolute revenue or booking figures, I become highly suspicious. T
1. Is your corporate direction clear to all employees? If yes, are you sure? How do you
know?
2. Is your culture safe for honest bottom-up feedback or is reality being edited before it
gets to you?
3. Do a lot of decisions, projects, initiatives go bad – sooner or later?
4. Have acquisitions been generally successful over the long term or after time was it
decided that they were a mistake?
5. Is morale lower than it should be or is desirable?
6. Are your employees under a lot of stress?
7. Is communication broken anywhere in the organization – top-down, bottom-up or
department to department?
8. Is their a ‘here we go again’ culture?
9. Are employees more concerned about the success of their own department than the
success of the entire organization?
10. Are you losing some of your better employees?
11. Are sa
It means businesses are shifting their boundaries from domestic to international ones. The rapid growth of business globalization rises some questions to research. One of them is why business is becoming global? The main and important causes for the recent business globalization are: increase in global competition, rapid increase and expansion of technology, liberalization of cross border movement and development of supporting services. The
decided that they were a mistake?
5. Is morale lower than it should be or is desirable?
6. Are your employees under a lot of stress?
7. Is communication broken anywhere in the organization – top-down, bottom-up or
department to department?
8. Is their a ‘here we go again’ culture?
9. Are employees more concerned about the success of their own department than the
success of the entire organization?
10. Are you losing some of your better employees?
11. Are sales lagging behind a previous year or years?
12. Is it difficult to hire new really good people?
Can your organization be both top-down and bottom-up?
Yes. And here are some of the benefits.
1. The blending of top–down corporate needs with bottom-up accountability
2. Combining the creative ideas of lower level employees with the vision of senior
management
3. Improved decision making
4. Faster problem solving
5. Beating the competition
6 . Delighted customers
As you can tell I like lists. The simple reason is that from my experience most people would prefer this bullet approach. If you want more dialog I can supply you with dozens of resources. I have over 750 articles on a variety of management, leadership and supervision topics. Just call me and we can discuss customizing a program for your management team.
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