New to an agency with little turn-over. Most have been there for three years or longer performing only one task. I’ve started trying to have people learn responsibilities of others in case an individual who performs a task no one else does is not at work. I’ve guaranteed that learning another’s responsibilities did not warrant them to perform those tasks unless an individual who generally performed that task did not come in to work. I’ve met some resistance from 4 of 15 individuals. They want to be reimbursed for the additional responsibility if they are to perform the task, whether or not the responsible individual does not report to work. The majority of the individuals accepted my idea and are trying to help me in motivating the resisting individuals. I’ve planned to move forward, but continue to encourage the ones resisting to participate; I’ve explained the benefits for the individual and the department. How do I negotiate if the four individuals choose not to learn?
How To Align Goals When There Are Two Managers
I work for an international NGO with matrix teams across 50 countries. How do you ensure goal alignment when staff have two bosses ? How do you manage conflict of priorities, time allocation to the line manager and the dotted line manager?
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