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We have gone to a matrix management structure. We have a lot of information on
how to create, structure and manage this effectively, but we would like some
helpful tips and techniques to give to the employees on how to work best within
this matrix system. Any suggestions?
Signed,
Ms. Matrix
Dear Ms. Matrix:
I forwarded your query to Dr. Michael O'Connor, an experienced consultant with matrix and other structures. He sent the reply below. I hope it speaks to your concerns. Please keep us posted as to your progress within this new system.
WEGO makes connections good.
Bill Gorden
The matrix organization is quite common in many organizations, but it works as a normal reporting system because the subordinate always pays the most attention to the person who has the most power and/or does their performance appraisal, and helps them get a pay raise.
Matrix reportees are always looking for the "alpha" leader, and will follow their lead, and pay lip service to the other quasi-leaders in the matrix. The people need to have a clear understanding of reward system, power bases, and a clear understanding of what is expected, when, where, and for whom. When there is conflict, and these type of reporting systems have the most, especially in passive-aggressive systems, someone in the matrix reporting structure needs to have the final say, or be able to solve conflict. This will be the alpha leader, and this is where the power will rest.
I also suggest you spend at least one or two hours the first several weeks, talking and listening and watching what is happening in the matrix dynamics, and then facilitate (or hire a trained consultant to facilitate) the adjustments needed by the organization, and teams. Many organizations abandon matrix systems after a short period of time because they don't work. But in reality the process works, it just takes more work in the startup phase, and most observers abandon it too soon, before it can show value. It is very effective with highly talented, intelligent workers, who see themselves as special, and need the feeling of cross-functional impact.
Good luck and be patient,
Dr. Mike
MEO Consulting