It can create a rigid and inflexible structure that stifles creativity and innovation. When people feel that they are at the bottom of a hierarchy, they may be less likely to speak up with new ideas or suggestions, for fear of being reprimanded or ignored. Studies have shown that people who feel like they are at the bottom of a hierarchy are more likely to experience stress and anxiety, which can negatively impact their overall well-being. It's important for leaders and managers to create an environment where everyone feels valued and respected, regardless of their position in the hierarchy.

A strong hierarchy can create a sense of division and resentment between different levels of employees. Those at the top may feel entitled to special treatment and perks, while those at the bottom may feel overlooked and undervalued. This can lead to a toxic work environment and low morale among employees. Moreover, this kind of environment can also lead to a lack of trust and loyalty between employees and the company. When employees feel like they are not being treated fairly or equitably, they may become disengaged and less committed to the organization. This can lead to high turnover rates, low morale, and a negative reputation for the company.

A strong hierarchy can also slow down decision-making processes and make it difficult for organizations to adapt to changing circumstances. When decisions have to go through multiple layers of management before being implemented, it can take a long time to respond to new challenges or opportunities. Bureaucracy is a necessary part of any large organization, as it provides structure and ensures that decisions are made in a consistent and fair manner. However, it can also slow down decision-making processes as each layer of management needs to review and approve the decision before it can be implemented. Additionally, fear of making the wrong decision can play a role in slowed decision-making. Managers may be hesitant to make a decision without the input and approval of their superiors, in case the decision turns out to be a mistake. This can lead to a culture of risk aversion, where decisions are delayed or avoided altogether.

Overcoming a Strong Hierarchy

Fostering Communication and Collaboration

One effective way to do this is to foster a culture of open communication and collaboration. Encourage employees to share their ideas and opinions, regardless of their position or level of authority. This can help break down the barriers between different levels of the hierarchy and promote a sense of unity within the team. But how do we do this?

• Establish clear communication channels

• Explain how much input is valued

• Set clear expectations

• Encourage teamwork through opportunities

• Encourage networking throughout the organization

• Celebrate collaborative successes

Leading by Example

Another important step is to lead by example. Managers and leaders should model the behavior they want to see in their employees. This means being open to feedback, admitting mistakes, and treating everyone with respect and dignity. When employees see their superiors behaving in this way, they are more likely to emulate this behavior themselves. How do we lead by example?

• Don't put an emphasis on job titles

• Be open to talking with and having meetings with anyone

• Offer openings in your calendar to chat with those who you may not normally associate with

• Don't be afraid to admit when you're wrong

• ALWAYS remember that you may be watched at all times 

• Offer constructive feedback to everyone, not just a few employees

Creating Shared Purpose and Vision

It is also important to create a sense of shared purpose and vision within the organization. When everyone is working towards a common goal, it can help break down the barriers between different levels of the hierarchy. Encourage employees to see themselves as part of a larger team, rather than as individuals working in isolation. This can help promote a more collaborative and inclusive work culture, where everyone's contributions are valued and respected. How do we create a shared purpose and vision?

• Identify common values and goals of teams and the organization as a whole

• Involve your team in the setting of goals and identifying purpose (don't let seniority get in the way of idea generation)

• Communicate the purpose and vision CLEARLY to all levels of the organization or team

• Identify which values create a sense of unity