Comments on: How many people can a manager out-vote?

By: Mary Grace Villanueva

Mary Grace Villanueva — Wed, 17 Oct 2007 05:46:51 +0000

ACCEPTANCE of others idea is beneficial for both party.

By: roger

roger — Sun, 26 Nov 2006 18:43:22 +0000

Don’t you find that when a manager is off (on another holiday abroad), the remaining team leaders work better in a co-operative state where decisions are being taken on merit?

Democracy or Dictatorship? discuss…

By: jay

jay — Sun, 26 Nov 2006 12:42:12 +0000

On the first point I think we are both saying the same thing, almost. Yes we don’t want to let a sufficient number of employees override a manager, because the whole point is that it should be about the issue discussed and the arguments made, whoever makes it. Where I might disagree is the implicit view that experience carries more votes. To me, experience has to be demonstrated by showing how it applies to the current situation for it to count.

On the second point, I agree and I think I covered that in my post. What matters more than anything is to explain things to all concerned and recognise that others might not agree. In most cases this recognition is more important to people than having a manager follow their suggestion.

By: seb

seb — Sun, 26 Nov 2006 07:06:23 +0000

Whilst I fully agree with the concept that managers shouldn’t be set in their ways, sometimes it is necessary to consider they come to a problem with different experiences and viewpoints, especially with smaller teams where the manager has responsibility over non-technical goals too. The problem with the concept of allowing a group of employees to override a manager is that certain employees are more susceptible to agreeing with others and it creates a distorted picture. Similarly, it is possible to shape the answer to a question by context or phrasing it in a particular way. Of course you should question your theory if people keep telling you that it is wrong, but you need to be careful not to encourage an (employees) vs (manager) culture.

Also, going back to the general management override, it is important to consider that whilst there may be many perfectly good ways to get to the solution, it may not be possible to mix and match these during the way. This may sometimes lead to some hostility as a manager needs to make a decision against a perfectly good idea, but which is not suitable at that particular point in time. Similarly, employees should not consider a decision not to take their suggestion forward as dismissing their idea or it being wrong–There should be nothing negative about it. If they feel this, they are more likely to try and get others to support them to get their way.

I think my point is simply “don’t quantify” the “votes”.