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Article Check - Are You Managing Top-Down or Bottom-Up Or Both?
Excerpted from The Truth About Getting your Point Across...And Nothing But the Truth.Notre Dame football coach George O’Leary resigned five days after being hired, admitting he lied about his academic and athletic background. O'Leary claimed to have a master's degree in education and to have played college football for three years, but checks into his background showed it wasn't true.Veritas CFO Kenneth Lonchar was fired becaus
1. Is your corporate direction clear to all employees? If yes, are you sure? How do you
know?
2. Is your culture safe for honest bottom-up feedback or is reality being edited before it
gets to you?
3. Do a lot of decisions, projects, initiatives go bad – sooner or later?
4. Have acquisitions been generally
Affiliate programs are a great way to make money online and some can be lucrative, but most have a payment structure that requires big sales in order to make big money. For example, if you are an affiliate for a company that pays a three percent sales commission, sales of $3,000 would generate a commission of $90. It would take almost 34 individual $3,000 sales to earn $3,000 a month in commissions.It may be better to look for compani
What is Top-down management?
- Keeping decision making at the top of the organization
- Setting goals, quotas and direction in the board room or at senior executive level
- Having strategic planning meetings or events that includes only senior management
- Motivating people with fear or incentives only
- Not being willing to listen to lower level employees ideas, suggestions or feedback
- Coaching and reviews are all top-down
- Senior level executives are too involved in the hiring process
- Very little top-down delegation
There’s more but let’s move on.
What is Bottom-up management?
Well we could say the opposite of all of the above to save time but here are a few others.
- Ownership and buy-in of initiatives and projects from lower level employees
- Improved employee performance and effectiveness
- Less wasted resources on activities and programs that don’t last
- More motivated employees
What are the consequences of a top-down style?
- Senior management is not in touch with reality
- Poor employee motivation and performance
- Poor reaction time to the market place and competitors
- Poor customer retention or loyalty
- High sales costs
- Slow growth
- High employee turnover
What are the benefits of a bottom-up style? I’m running out of space so the answer is the opposite of all of the above plus many more.
Are you in touch with whether your management style or your organization is a top-down or bottom-up? Here’s how you can get a fairly accurate picture.
1. Is your corporate direction clear to all employees? If yes, are you sure? How do you
know?
2. Is your culture safe for honest bottom-up feedback or is reality being edited before it
gets to you?
3. Do a lot of decisions, projects, initiatives go bad – sooner or later?
4. Have acquisitions been generally s
You have complete control. Unlike public relations efforts, you have final word in determining where, when and how often your message will appear, how it will look and what it will say. You can target your audience more readily (working mothers, new home purchasers, small truck owners) and aim at very specific geographic areas. You can be consistent through advertising that presents your company's image and sales message over t
- Not being willing to listen to lower level employees ideas, suggestions or feedback
- Coaching and reviews are all top-down
- Senior level executives are too involved in the hiring process
- Very little top-down delegation
There’s more but let’s move on.
What is Bottom-up management?
Well we could say the opposite of all of the above to save time but here are a few others.
- Ownership and buy-in of initiatives and projects from lower level employees
- Improved employee performance and effectiveness
- Less wasted resources on activities and programs that don’t last
- More motivated employees
What are the consequences of a top-down style?
- Senior management is not in touch with reality
- Poor employee motivation and performance
- Poor reaction time to the market place and competitors
- Poor customer retention or loyalty
- High sales costs
- Slow growth
- High employee turnover
What are the benefits of a bottom-up style? I’m running out of space so the answer is the opposite of all of the above plus many more.
Are you in touch with whether your management style or your organization is a top-down or bottom-up? Here’s how you can get a fairly accurate picture.
1. Is your corporate direction clear to all employees? If yes, are you sure? How do you
know?
2. Is your culture safe for honest bottom-up feedback or is reality being edited before it
gets to you?
3. Do a lot of decisions, projects, initiatives go bad – sooner or later?
4. Have acquisitions been generally
This is a question that many new investors ask themselves I have asked myself this many times also. This of course must be answered individually, however below are some things to consider prior to taking that much desired step as an investor.My first year I used my job earnings to put money back in building my business. Prudent investors do not open a business without a cash flow coming in regularly, or 3-6 months reserves. Disclaimer
- Ownership and buy-in of initiatives and projects from lower level employees
- Improved employee performance and effectiveness
- Less wasted resources on activities and programs that don’t last
- More motivated employees
What are the consequences of a top-down style?
- Senior management is not in touch with reality
- Poor employee motivation and performance
- Poor reaction time to the market place and competitors
- Poor customer retention or loyalty
- High sales costs
- Slow growth
- High employee turnover
What are the benefits of a bottom-up style? I’m running out of space so the answer is the opposite of all of the above plus many more.
Are you in touch with whether your management style or your organization is a top-down or bottom-up? Here’s how you can get a fairly accurate picture.
1. Is your corporate direction clear to all employees? If yes, are you sure? How do you
know?
2. Is your culture safe for honest bottom-up feedback or is reality being edited before it
gets to you?
3. Do a lot of decisions, projects, initiatives go bad – sooner or later?
4. Have acquisitions been generally
The fear of losing the job is present within everyone who has more or less lengthy experience working. What should a person do when a fear becomes reality? Depression and tears are not the way out and will not be helpful in this situation. The wise decision is to establish a new strategic plan of action. The direction of the last depends on the aims and goals you put before you.When you get lost after having such an attack on your sel
- Poor reaction time to the market place and competitors
- Poor customer retention or loyalty
- High sales costs
- Slow growth
- High employee turnover
What are the benefits of a bottom-up style? I’m running out of space so the answer is the opposite of all of the above plus many more.
Are you in touch with whether your management style or your organization is a top-down or bottom-up? Here’s how you can get a fairly accurate picture.
1. Is your corporate direction clear to all employees? If yes, are you sure? How do you
know?
2. Is your culture safe for honest bottom-up feedback or is reality being edited before it
gets to you?
3. Do a lot of decisions, projects, initiatives go bad – sooner or later?
4. Have acquisitions been generally
Check any Yellow Pages directory heading from one year to the next and see how many ads disappear, or reduced in size.Here are some little secrets that your Yellow Pages rep will never tell you but may save you a small fortune.1. A colored ad will double the amount of calls that you will receive over a black and yellow ad. The truth: There is no study by any independent research firm that verifies any increase in calls. Many
1. Is your corporate direction clear to all employees? If yes, are you sure? How do you
know?
2. Is your culture safe for honest bottom-up feedback or is reality being edited before it
gets to you?
3. Do a lot of decisions, projects, initiatives go bad – sooner or later?
4. Have acquisitions been generally successful over the long term or after time was it
decided that they were a mistake?
5. Is morale lower than it should be or is desirable?
6. Are your employees under a lot of stress?
7. Is communication broken anywhere in the organization – top-down, bottom-up or
department to department?
8. Is their a ‘here we go again’ culture?
9. Are employees more concerned about the success of their own department than the
success of the entire organization?
10. Are you losing some of your better employees?
11. Are sales lagging behind a previous year or years?
12. Is it difficult to hire new really good people?
Can your organization be both top-down and bottom-up?
Yes. And here are some of the benefits.
1. The blending of top–down corporate needs with bottom-up accountability
2. Combining the creative ideas of lower level employees with the vision of senior
management
3. Improved decision making
4. Faster problem solving
5. Beating the competition
6 . Delighted customers
As you can tell I like lists. The simple reason is that from my experience most people would prefer this bullet approach. If you want more dialog I can supply you with dozens of resources. I have over 750 articles on a variety of management, leadership and supervision topics. Just call me and we can discuss customizing a program for your management team.
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