The Strongest Link

In just about any profession, you'll hear the phrase "The Chain of Command" used at all levels of employment. From the interview stage on, it is important that employer and employee alike have a clear understanding of what we mean by this phrase. This post will address both how employers may communicate effectively about the chain of command and also how employees can understand their place within the structure of the company.

The Chain of Command is a commonly used metaphor for the structure of a company or other organization in which members are part of a command structure, each level having certain powers and responsibilities. An employee or member lower down on the structure should answer and direct questions to his or her immediate supervisor. This structure is efficient, allows problems to be handled by appropriate personnel, and cuts down on conflict and confusion. A clear chain of command offers employees necessary support while reducing the number of issues that need to be addressed by the top management. When a chain of command is clear and respected, it benefits everyone on it.

Tips for employers:

• Be clear about the chain of command from the earliest possible stages of employment. In interviews and training, make it clear to whom the prospective/new employee should address questions and concerns. Make it clear who is in charge.

• Make it easy for employees to follow the chain. Let them know how to contact the person to whom they report, and be sure that there is a procedure in place in case that person is unreachable. Keep contact numbers where all employees can access them.

• If you delegate power or responsibilities, make sure that all employees know the new chain of command. Even if it is temporary, being clear is key to avoiding conflict.

• Respond positively to questions. Don't discourage employees from using the chain of command by being difficult to contact or hostile to questions. Your employees might be less likely to follow correct procedures if they are worried about a hostile reaction.

• Back up your supervisors and leads. When possible, show respect for the decisions made by the people you've put in positions of leadership. If they need to be corrected, try to do so in a way that does not diminish their subordinates' respect for them. Show that you have confidence in your employees, and you will encourage others to do the same.

Tips for employees:

• Be sure that you understand who is your immediate superior. Ask in your interview or on the first day of your job. If it is unclear or if you have any questions, ask right away. Don't wait for an emergency to ask whom you should call.

• Be clear in your reports and specific in your questions. If you have a concern, question, or report, give accurate and relevant information. Be clear in what you say. Your supervisor's time is valuable, so be clear and brief.

• Make sure that you know the difference between company policy and and a one-time decision. If you are not certain whether an order should be the new policy, ask for clarification.

• Report to the correct person, even if you don't like that person. We don't always like our co-workers, and that can certainly apply to our supervisors. Follow the chain of command, anyway. Do not try to go around or over a supervisor just because you don't like him or her.

• Respect your supervisor or lead. As your supervisor, co-worker, and fellow human being, show respect for your supervisor at all times.

When everyone understands and respects the chain of command, everyone benefits. LifePulse offers classes, consulting, planning, and policy guidance to help your company run more efficiently and with fewer errors.

#office #communications #professionalism #healthcare