How to Recognise When the Employee-Management-Organisation Trinity Isn’t Working – And What Can You Do About It?

How to Recognise When the Employee-Management-Organisation Trinity Isn’t Working – And What Can You Do About It?

As a factory manager or owner, one of the biggest challenges is to recognise when the internal dynamics of your organisation are out of balance and the employee-manager-organisation triangle is not working properly. This balance is essential for efficiency, effectiveness and maintaining harmony in the workplace. When this balance is disrupted, it can have a negative impact not only on performance but also on employee engagement and organisational culture.

But how can you tell if there’s a problem? And what can you do to redress the balance? Let’s take a look at the steps to identify problems and how AgadoPro-Academy can help you solve them.

Signs That the Trinity Is Not Working

1. Dissatisfaction and reduced employee motivation

• Symptoms: workers become disengaged, absenteeism increases and productivity falls. Complaints about working conditions or management style are common.
• What does it mean? If workers do not feel valued or do not receive clear direction, it is a sign that the relationship between managers and workers has broken down.

2. Management overload and inconsistency

• Symptoms: managers are micromanaging, they have no time for strategic issues and decision-making is slow or inefficient.
• What does it mean? This may indicate that there is a lack of a clear structure or a proper system of delegation and that employees do not have enough autonomy.

3. Communication and organisational breakdowns

• Symptoms: information flow is slow or incomplete, contradictory instructions are frequent and there is no transparent performance appraisal system.
• What does it mean? There are systemic problems in the organisation that hinder cooperation.

4. Staff turnover and internal conflicts

• Symptoms: there are frequent drop-outs, internal conflicts and integration difficulties. New employees leave quickly.
• What does it mean? The organisational culture and leadership do not support long-term employee engagement.

What can you do as a leader to solve?

1. Assessment and diagnosis

Solving problems starts with an accurate diagnosis. To do that, you need an honest, objective picture.

• Ask stakeholders: conduct employee satisfaction surveys and management reviews.
• Examine the data: look at statistics on absenteeism, turnover and performance indicators.
• Work with a consultant: An external expert, such as AgadoPro-Academy, can help you objectively assess the situation and uncover the root causes.

2. Implement an efficient system

A well-functioning performance control system helps to establish clear frameworks and clear responsibilities.

• Clarify responsibilities and roles: all employees must know why they are responsible.
• Structured communication: organise meetings, feedback and information flow.
• Performance assessment and monitoring: use clear indicators and targets.

3. Develop leaders and employees

Training managers and developing staff is essential to solve problems in the long term.

• Training and coaching: AgadoPro-Academy ‘s tailor-made training courses help managers develop skills such as empathic communication and effective delegation.
• Providing opportunities for development: you can increase staff motivation and engagement through training.

4. Build a supportive organisational culture

A positive organisational culture is the foundation of the triple bottom line.

• Building trust: create an environment where problems can be discussed honestly at all levels.
• Bringing in external help: AgadoPro-Academy consultants can help to ensure that all levels communicate openly and that barriers to cooperation become transparent.

Why is it worth hiring an external expert?

In many cases, solving internal problems from within is difficult because managers and employees are emotionally involved. A consultant:

• He sees the situation objectively: It helps reveal the roots that are not always visible to insiders.
• Provides honest communication: employees and managers prefer to share their real opinions with an external expert.
• Facilitates change management: an external partner effectively coordinates the implementation of new systems and the transition period.

AgadoPro-Academy not only helps you to identify problems, but also provides support in the overall change management and the necessary training.

AgadoPro-Academy Solutions

AgadoPro-Academy ‘s team of experts will help you not only to identify the problems of the employee-manager-organisation triangle, but also to solve them effectively.

• Assessment and analysis: we will provide a detailed diagnosis of the current situation.
• Systems development: we help you build a transparent and efficient performance control system.
• Personalised training: our training programmes develop leadership skills and motivate employees.
• Support during change: we will guide your organisation through the entire change process.

Closing Thoughts

The imbalance in the employee-management-organisation triangle not only has a negative impact on organisational performance, but also on culture and satisfaction. As a leader, it is your responsibility to identify problems early and create the necessary changes.

With the support of AgadoPro-Academy, we not only help you to recover, but also provide you with the tools for long-term sustainability. Don’t let your problems get worse – take action early and bring balance to your organisation!

Attila Jezsó

Got a question? Contact us and together we will put together a tailor-made development package. We’ll even support you on the spot with consultants and coaches to make the change a success!

Contact

Come and join us and follow us on social media!

• Facebook
• LinkedIn
• YouTube
• Instagram