“Loerarchy” is the opposite of hierarchy. So if a hierarchy looks like this…
…a loerarchy (rhymes with hierarchy) looks like this:
In a loerarchy, the normal power dynamic is reversed, in other words.
The box that used to be at the very top of the diagram is now at the very bottom, and vice versa. This means that the person usually considered to have the most organizational power (for most businesses, this is typically the CEO or owner) now has the least. Likewise, the boxes representing mangers are now below the boxes representing those they manage. This means managers should sees themselves as subordinate to their employees, and behave accordingly. Employees should be treated as if they are the ‘boss.’ Management should defer to their employees’ opinions in all organizational matters, not the other way around.
In other words, management by loerarchy® means putting employees ‘in charge.’
Why management by loerarchy®?
Any for-profit enterprise that adopts management by loerarchy stands to benefit in a variety of ways.
First, they’ll be more successful—that is, profitable. This is because organizations that embrace loerarchcial management practices will find their employees to be…
- More motivated
- More productive
- More creative
- More flexible
- More willing to take the initiative
- More willing to accept responsibility
- More appreciative of their managers, and more receptive to management’s efforts
Furthermore, organizations that choose management by loerarchy will be better able to…
- Attract top candidates
- Retain top contributors
- Anticipate and/or react to changes in the marketplace faster, and more effectively than their competitors
- Maximize worker productivity
These organizations will also be more…
What management by loerarchy® means for managers
For managers, management by loerarchy means re-thinking your relationship with your employees. Your function is not to direct, control, or otherwise tell your employees what to do.
Instead, it is to listen to, help, and support those you manage.
Your employees are your boss, in other words. You put yourself and your organization at a disadvantage when you behave otherwise.
Why management by loerarchy® works
First, recognize that…
- People are your most important asset.
More than any other single factor, great people are the key to sustained organizational success. It’s not clever marketing, quality products, or even low, low prices. Hardworking, motivated people giving their all each and every day to do the best job they can are the critical advantage.
- Engaged employees outperform those who aren’t.
Employees who are engaged in their jobs and enthusiastic about their work are far more productive than their less motivated counterparts. More so than experience, skill, intelligence—even talent—job engagement is the decisive factor. And according to the all the available evidence, the best way to motivate workers is to…
- Give them what they want.
Getting the hoped for levels of worker enthusiasm can be boiled down to one simple mandate: Ask your employees what they want/need to do their jobs better, and then give it to them, to the extent that’s possible. Keep in mind that not all of your employees will want the same thing. Nor will you be able to give ALL your employees EVERYTHING they want. That’s not necessary, nor even the point. Demonstrating a capacity to listen—and then attempting to follow through on what you’ve heard (or at least explain why you can’t)—will result in the enthusiasm needed to give your organization its best possible chance of succeeding.
Again, your job, as a manager, is to figure out what your employees want – and then do your absolute best to give it to them.
This is what great managers do.
What management by loerarchy® is NOT
Management by loerarchy does NOT mean doing everything your employees tell you to do.
Nor does it mean letting your employees run your business.
Yes – you should treat your employees as if they are ‘in charge.’ As a manager, your organization will benefit when you do this. Management by loerarchy simply recognizes that your employees are better positioned than you to know what your business needs. And that’s because many of them are closer to the REAL ‘boss’ of your, or any business.
Namely, your customers.
By virtue of their proximity to people who purchase your organization’s products and/or services, frontline employees know better than you what’s needed to please consumers, and ultimately convince them to part with their hard-earned cash. Frontline employees who don’t deal with customers directly (I’m thinking of assembly line workers, or anyone else involved in product/service production and distribution), they’re still privy to much better information than their managers about what their organization needs to do to improve production, distribution, or whatever, and therefore succeed.
Most employees don’t need their managers to boss them around, in other words. There’s enough marketplace actors—customers, suppliers, contractors, distributors, government regulators, shareholders, etc.—doing that already. Your job as a manager is not to tell them what to do. Instead, it is to listen to, and support them.
Management by loerarchy recognizes all this.
As a consequence, it is a better way to organize and run your business.
It is the key to unlocking the unrealized potential in your employees that you’ve always known they possess.
Interested in learning more about management by loerarchy® and how to implement it at your own organization?
Arrange for a consultation by emailing your request to email@example.com.