Birds of The Same Feather Flock Together

They say, “Birds of the same feather flock together” and that is just precisely the tool we use to judge a friends circle or an association of people coming together as entrepreneurs. And since the validity of this concept is so strong, it’s more or less implemented in analyzing teams in organizations too.

However there is always a flip side to each conjecture that can be drawn out of a situation. This specifically applies to all those employees who report to multiple bosses. Either the bosses may be at vertical designation to each other or at horizontal. Vertical ones do not pose a grave situation if a hierarchy is part of the organization structure. A flat organization has no fuss at all. But where the structure is hierarchical and the multiple reporting bosses are placed on the horizontal lane, there’s more to it than mere sharing a subordinate. Needless to say competition stays put at each level and each one is trying to either out do the other or proving his concept and strategies feasible and profitable than the other. It wouldn’t affect the managers much as they always have their ways with their work. But then there is that shared subordinate who has no clue as to whom should he follow, in those moments when he is looking for a mentor. Perplex moments are shared in each of the cabins trying to maintain confidentiality and at the same time being transparent and obedient. Hours spent in one cabin can always send a negative message across the rooms about affinity and affiliations. And either end it’s always the same, with the other wanting to know the MoM.

Caught between the thundering of bosses, what should the shared subordinate do? Resist compromise or be succumbed to becoming the eye candy by divulging serious information and high priority details? Managers are there on those seats because they have that capability to persuade and manage human resources in the right way. So they are very capable of extracting information that may not be meant to be floated at that moment. Apart from being a subject to cross fire from both ends, the subordinate always has the dilemma of whom to follow. Both make sense at many a times and both have experiences of their own, quotable and non-quotable. The subordinate like every other employee wants to learn lot many things, do substantial work and wants to derive a meaning out of whatever he has been allotted as job responsibility. However his progress or promotion in the organization is largely affected by the ‘Halo Effect’ that is generated by the number of hours spent in a certain cabin. Though there is every chance that the subordinate may not necessarily endorse the views of his boss, but has no option to beg himself pardon from his presence. Between the wars of the lords there is always a chance that he is just a spectator trying to move the papers and empty his incoming mail box. And when the war gets worse and the bosses cannot look eye to eye, there’s always a question posed before the subordinate – so which one of them would you like to align with? ‘Which party do you belong’ is the only sentence that is volleyed back at him!

But if it were to choosing a party, one might as well be running for the Parliament. Since one isn’t there, it’s obviously other way round – an organization needs people to work in teams! And all that the subordinate can do is being honest to the organization’s interests at every moment. When faced with trouble of deciding which work is priority, regardless to the worry of being reprimanded; the best say would be in the interest of the organization and the urgency of the task. And the one important thing that sandwiched subordinates should always bear in mind is that be ethical and do not loose your reputation as a sincere employee just for small gains and favours, as bosses keep changing and so do their notions and fancies. What remains is the reputation you build!