They say people leave managers not organisations but I have experience where people like their job, get on with their colleagues, think their line manager is ok but are unhappy with the organisation. They are cynical about senior management believing they are remote and out of touch, believe HR policies are harsh and inflexible, that the organisation is more concerned about its image than addressing issues and puts cost savings and ,”efficiency” above customer care and employee safety. This is not a disaffected individual but a disaffected workforce.
Typically senior management is in denial about the extent and negative impact of a disaffected workforce. They dismiss feedback from employees surveys and reports of low moral as a consequence of unpopular but essential cost cutting measures and efficiency initiatives. Some even consider their unpopularity and the short term unhappiness of the workforce as evidence that they are not shying away from the difficult decisions.
They don’t deny there have been issues in the past around poor or bad practice, a failure to act on concerns, that complaints have not always been treated as seriously as they should but measures are now in place to address this. “ No point in raking over old news or beating ourselves up in public”. They do however recognise that their messages are not always conveyed in the way they would expect.
Front line managers have a tendency not to own decisions made by the senior management team preferring to say,” senior management have decided”. This has been raised with middle management.
Harsh and inflexible HR policies are not the best way to deal with a workforce that is seen as resistant, complaining, critical , uncooperative, distrusting , negative and disgruntled workforce. Senior management need to effectively address the issues of trust and communication.
