GVK Reddy Talks About Long Term Benefits of a Flatter Organization Structure

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The definition of workplace is rapidly changing with digitisation, growth of remote working, and the overall shift in work culture. This has also given a rise to the need for a more effective organisational structure, catering to the demands of present times. “As the workspace has spread beyond the confines of a single office space, the conventional hierarchical structure is not a viable option,” explains GVK Reddy, the chairman of GVK Group. He adds, “Letting go of customary setups to adopt flatter organization structures is among the most urgent needs.”

With the traditional way of management’s hierarchy becoming obsolete, several major businesses have made the stride towards a flatter organisational structure. GVK Reddy, the chairman of GVK  remarks, “Letting go of orthodox hierarchy is something the next generation teaches us. Adopting to a flatter structure improves productivity by leaps and bounds.” He adds, “It modifies the agility of the organisation to dynamically enhance problem-solving abilities. It also leads to outstanding team players who are equipped to tackle and troubleshoot issues more effectively.”

Each change, be it small or big, is a big step towards improved productivity under this initiative. There are several ways that a business can take in the endeavor towards creating a more open work space. “A task going through several layers of management is cumbersome and time-consuming,” says Dr. GVK Reddy He adds that companies must instead minimise these ranks, and promote a new structure. It’s imperative to do away with the unnecessary micro-management, and radically improve the overall employee satisfaction.

This process will let go of unnecessary hurdles faced by the employees at the lower management level. And when there is less control over these executives, they will focus better on their task at hand.

“Conclusively, this dissolution of excess hierarchy will give employees a fair opportunity to enhance their skills, since they have the parallel accountability for the work allocated.” says Dr. GVK Reddy. Also, by providing necessary training and development tools, long-term career growth and the company’s productivity will be benefited considerably.

Every member of the working team should know that the power is in their hands. They should be given the responsibility and front-line decision-making rights, so that they can do the best to their abilities.

“Every process comes with its own set of challenges, but with a little effort, there are ways to navigate that. Without a leadership to push, employees sometimes show less motivation,” says Dr. GVK Reddy. He adds that, with more employees having decision-making power, it can sometimes be harder to reach a consensus. However, with the right training and help from experienced employees, the others will learn to work in the best interests of the company.

Without an authority figure, employers often also worry that employees will slack off and under perform. However, regular assessment reviews and training along with incentive-based opportunities can help maintain and increase their productivity.

With the change, the traditional concept of promotion undergoes a complete overhaul. But that does not spell the end of career progression. Instead, it simply leads to a horizontal expansion of skills and position.

The boundaries of responsibilities, down the vertical order, are blurred. But this results in shared collective obligation, which means equal division of work. Dr. GVK Reddy explains, “With a flat organisation structure, the future of the businesses is an exciting new journey where work culture is the key to optimising productivity and success, without making the employees feel burdened.”

Last modified: December 2, 2021

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