Power
Some departments feel that they are more important than others
Sometimes a department can feel they are more critical to the organisations success than others. This can cause them to make big demands on other departments or not complete the agreed booking/ordering/scheduling processes properly or on time, leaving other departments to run around and fill in the gaps and chase essential information.
Not understanding impacts
If a different teams don’t communicate their real needs and priorities well, decisions can be made which hugely impact other departments without discussion or agreement. This generally sets up resentment and is clearly unhelpful to an organisation.
Staff management issues
Allowing poor performance to continue can have a surprisingly wide impact within any organisation. Sometimes we find organisations who support and maintain staff in roles in which they are clearly not performing well. When queried, managers will say they are keen not to upset colleagues. From our experience, we frequently find that most of the surrounding staff keenly notice the poor performance and can feel very annoyed that it is tolerated, whilst they are expected to perform well (on a similar salary!). Strong, decisive, well researched clear management is generally welcomed and highly praised by staff.
The feeling of powerlessness in the face of change
Staff may feel reminded of their lack of power or influence within their organisation by being presented with a Fait Accompli about significant change. Where staff feel that decisions have been made which significantly impact on their roles, particularly if they question or actively disagree with the decisions that have already been made, it only serves to prove to them their lack of importance and power. The impact of this is fundamentally demoralising and (from our experience) many years later has not been forgotten.
