Organizational Change by Joseph Tramontana
Organizational change management is leading an organization, team members and individuals through better future outcomes. One way is through a flatter organization where higher levels of management are reduced and combined. In simple terms, senior level managers are required to expand their skills, management and leadership. If we were using education as an example, instead of having a Director of Elementary and Secondary Education you would have one position responsible for both.A flatter organization over time will reduce costs, speed up decision making, communication and team building. A flatter organization is achieved by expanding the roles and responsibilities of senior level management. Senior staff must be made accountable along with combining higher level jobs.
Factors to consider are how fast the flattening of the organization should occur. The best approach is a well thought out plan. Of course, you would not want to combine positions in fields that are totally unrelated. In the example above you certainly could combine two educationally related positions. Certainly the philosophy of managing from the center and implementing a flatter structure could happen immediately. The other factors to consider is implementation. Is the process going to occur throughout the organization or just in certain areas? How much input will employees have in the process?
Flattening or delayering an organization will not be immediately popular with the employees. Therefore, it is recommended to solicit employee feedback, emphasize team building, and the cross-functional aspects. The process itself is full of potential landmines. Managers and subordinates will have to perform more work with no additional compensation. Monitoring employee performance will be extremely crucial. Organizational Change Management aligns and integrates teams and manages employee change through feed back and measurable performance.