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Why Traditional Management Doesn’t Work Anymore

not workingTradition is great, except when it fails miserably.  Traditional management was great once, but the time has come to look for new and more beneficial methods.  It is easy to pass blame around when something goes wrong, but reworking your management system may be your solution.  Article author Bruno Collet suggests seeing what your employees need to improve their own work may be the best new method of management:

Knowledge workers need autonomy, not supervision. There is no recipe to produce a solution that involves knowledge components such as innovation or creativity. Instead of telling workers what to do, managers have to take a supporting role by nurturing an environment where workers can excel in relative freedom.  Workers don’t just want a job, they want a meaningful job. Workers want to feel that their contribution is valued by the customer and by the organization.

A top-down approach to employee management simply does not cut it anymore.  In fact, you run the risk of insulting or disengaging your employees by treating them like they are under a ruler.  Although you do want to be sure that your employees respect you and will follow company policies, you do not want employees to leave because of management issues.  The employee may love the company, but if they feel over or under managed, work and the organization as a whole will suffer. Collet recommends constantly reviewing marketing feedback to see which management methods are working for other organizations.  Better yet, creating market change yourself, if possible, is ideal when considering how to manage your team, organization, and money.  Finding that perfect balance of tried and trusted traditional methods and new ideas will aim your employees and organization down the right management path.

About Matthew Kabik

Matthew Kabik is the former Editor of Computer Aid's Accelerating IT Success. He worked at Computer Aid, Inc. from 2008 to 2014 in the Harrisburg offices, where he was a copywriter, swordsman, social media consultant, and trainer before moving into editorial.

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