What Is the Meaning Of Right to Manage & Its Importance

Duration: 5-7 minutes

Having a ‘right to manage’ gives leaders the authority to make decisions and run a company without outside interference. Normally, managers might be influenced by external parties like shareholders or pressure groups. This independence allows leaders to shape the company’s direction based on their judgment and priorities without being swayed by external pressures.

Right to Manage Process

Let’s frame the process in a generic context, resembling a workplace setting:

1. Ensure that most team members support taking over certain management responsibilities. This can be gauged through informal discussions.
2. Form a management committee comprising interested team members. This committee will be responsible for overseeing and managing certain aspects of the team’s operations.
3. Inform the existing management (supervisors, team leads, or higher-ups) of the team’s intention to take over specific management functions. This can be done through formal communication or proposal.
4. Clearly outline the responsibilities and tasks that the management committee intends to handle. This should be communicated to both team members and the existing management.
5. Allow a feedback period where team members and the existing management can express any concerns or suggestions. Adjust the proposed responsibilities based on the feedback received.
6. Select a team member or members to act as coordinators or managers for the identified responsibilities. They will play a central role in overseeing and implementing the management tasks.
7. Issue a formal notice or communication to the existing management, officially stating the team’s intention to take over the identified management functions. Include details like the effective date of the transition.
8. On the specified date, initiate the handover of management responsibilities from the existing management to the designated team coordinators.
9. Inform all team members of the management transition, specifying the changes in roles and responsibilities. Provide contact details for the new management coordinators.
10. Conduct a post-transition evaluation to assess how well the team is adapting to the new management structure. Make any necessary adjustments and continue to refine the process.

Right to Manage Problems

While the Right to Manage (RTM) process offers leaseholders the opportunity to take control of property management, several challenges and problems may arise during and after its implementation. Here are some common issues associated with the Right to Manage:

• Lack of Consensus: Some team members may not be interested or may prefer the current management structure.
• Transition Period Disruptions: During the transition period, there may be disruptions in the normal workflow as the management functions shift from the existing management to the designated team.
• Communication Issues: If there is a lack of clear and effective communication about the transition, team members may not fully understand the changes or the reasons behind them. This can lead to confusion and resistance.
• Inadequate Planning: Team members taking on new management responsibilities may require training and support to effectively fulfill their roles. Inadequate preparation in this regard could lead to performance issues and dissatisfaction.

RTM Director’s Responsibility

Directors of a Right to Manage (RTM) company play a crucial role in overseeing the management and administration of a property. Their responsibilities include:

• Directors must ensure that the RTM company operates in compliance with company law. This includes fulfilling filing requirements, maintaining company registers, and holding annual general meetings.
• Directors should familiarize themselves with the RTM company’s Articles of Association, a legal document that outlines the company’s internal rules.
• Directors must ensure accurate financial records are maintained, budgets are prepared, and financial reports are presented to members.
• Directors should maintain effective communication with leaseholders. This includes providing regular updates, responding to queries, and facilitating a transparent and collaborative approach.

Conclusion

The Right to Manage (RTM) process involves a collaborative effort to shift management responsibilities within a workspace. It requires open communication, consensus-building, and a well-defined plan to overcome potential challenges.

The goal is to enhance efficiency and collaboration by sharing responsibilities and ensuring everyone is informed and supported. The success of the RTM approach hinges on teamwork, effective communication, and a commitment to making positive changes in the workplace for the benefit of all.