5 Ways HR Can Tackle Power Distance at the Workplace

Did you know that India has a power distance index of 77 , much higher than the world average of 59? Power distance is a cultural aspect of the workplace. It refers to the unequal distribution of power among individuals at various levels of the hierarchy in the workplace, the power vested increasing as we go higher up in the organization, and its normalization at the workplace. And power distance index is a good way to measure it.

An analogy to understand power distance better

Just as too much or too little sugar is harmful for the body, too less or too much power distance can be detrimental to the functioning of an organization. And we know just how difficult it is to get the glucose levels just right in your body, given also that metabolism varies from individual to individual.

Is maintaining the right power distance just as difficult within the organization? Given the factors at play, it could be a lot tougher than maintaining the right blood sugar levels in your body. Let us see why.

Advantages of a Lower Power Distance

Though a lower power distance can lead to chaos at time, if not managed well, the benefits outweigh the disadvantages. When managed well, a lower power distance can be very good for your business.

• Greater employee engagement and satisfaction
• Greater trust between superiors and subordinates
• Improved communication between employees and managers
• Increased creativity, with willingness to share ideas

What contributes to higher power distance?

A lack of individualism, fear of mobility within the hierarchy, and a lack of trust are the three main factors contributing to power distance at the workplace. How do they actually influence power distance at the workplace?

• Lack of Individualism

When there is a lack of individualism, there is a move to a collective point of view. When everyone agrees to something, especially at the workplace, it is something that has been decided by a higher-up and handed down to his subordinates to be followed without exception, an example of a high power distance.

• Fear of Mobility Within the Hierarchy

When a senior is afraid of his juniors gaining in stature within the organization, or even finding favor with those above him, there is a possibility of adding to the power distance, for the sake of self-preservation.

• ?Lack of trust

When employees across levels in the company do not trust each other, it becomes a cause for worry in the company and a reason for power distance. This is especially the case when managers do not allow employees any freedom, and micromanage them in a very obsessive manner.

• Cultural Views

Lastly, and put here at the end, because there is little HR can do about it in most instances, is the culture of the workplace, and cultural differences inherent at the workplace. While diversity is a good thing, cultural differences can trigger a higher power distance. Also, depending on where the company is located, people may already have a predisposition to work in a high power distance environment.

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Examples of Differences

An example of a culture that encourages a lower power distance is the USA, where every employee has the right to speak up and steer the discussion in his direction, and on the opposite end of the pendulum is Mexico, where workplaces have a higher power distances and people try and placate their superiors.

The special case of Japan

An exception of a culture with a high power distance in the society, bringing about respect for elders and superiors, but that still manages to maintain a lower power distance especially for work is Japan. And perhaps that is the best way forward for any country anywhere in the world. Congratulations, USA and Japan, you have shown us both ways we can get it right! Everyone else, we can get there. Let us see how HR can help.

4 Things HR Can Do to Fix Power Distance

When it comes to fixing the power distance in a company, no one is as empowered as HR to do so. And we would like to put HR in the spotlight here

Leverage Technology

Its nearly 2024, and AI and modern collaboration and networking tools have changed the way we live and work. But have we actually put this to good use? HR can work against power distance by using technology. And there are many ways to achieve a lower or adequate power distance. Let us see how with an example.

Interfacing with a Good Leader: By having leaders connect with employees in a private manner through a video call, with HR playing the role of a moderator, monthly or as scheduled, emotions can be shared and ideas can be recognized. The leader here could be a regional manager or the CEO of the company itself. If a video call is difficult to organize due to a lack of time or resources, then a chat conversation that lasts even only up to 2 minutes could make a big difference. Employees may open up and express concerns they couldn’t have earlier due to the power distance.

Respect Diversity

Did you know that a diverse workforce is 35% more productive? Most of the time, a high-power distance workplace fails to respect a diverse workforce. This is not to say that there is no diversity in hiring. Even if that is the case, many times the people who are hired are not offered equal opportunity and guidance. And how does respecting diversity make a difference? It shows people they are being listened to, that their ideas and beliefs are making a difference, and that they will always have a seat at the table!

Give Diversity a Seat at the Table: Host diversity events when you can, so that the needs of diverse individuals and people from special groups comes into the mind and space of thinking of the entire workforce. Hold training sessions to upskill your workforce in how to listen, note, empathize and support when they have to. Also, inspect your leadership pipeline, and decide if it is diverse enough. If not, there are things you need to do to make diversity happen. The Internet abounds with resources that will help you. This article is a great place to start.

Enlighten Throughout

HR must be ready to help employees secure their rights and have their concerns addressed at the workplace at all times, without any exceptions. HR must also conduct training sessions regularly where the company’s policies are outlined clearly. After such sessions are over, feedback must be gathered from employees. Let us now look at an example.

Make the most of onboarding: First impression is the best impression. So onboarding becomes a crucial part of the employee lifecycle. The first time a candidate is shown how to navigate their future in the company must also be the time you encourage him/her to express their concerns openly with their managers, reveal a mutually beneficial and congenial environment at the workplace, empower them with policies that safeguard their rights, and rest any qualms about unfair practices or lack of compliance.

Encourage Action

Even as this is written, if it were to be said in an open room with a hundred in the audience, at least one person would stand up and say, “Is this really a good idea?” This is because traditionally offices do not encourage employees to be proactive, except with what pertains directly to the work that they are doing. But if you want to bring down the power distance, this has got to change.

Host fun activities: Making people feel easy in the mind is the first step towards encouraging good action. And the best way to make them feel so is by encouraging them to be easy on their hands and feet. Make the best of a Fun Friday, a Throwback Thursday, or a Wishful Wednesday. Does not matter what you do, but make at least two of these days count, encouraging everyone to attend and participate in fun activities. These could be exciting, exhilarating or even cathartic to a small extent. Small steps lead to a huge leap. So start today!

Closing Words

HR is no small way the equivalent of a hero, and is empowered with gadgets, empathy, wit and unbelievable conviction and strength to achieve their purpose. We believe they can go the distance, and it is only when they do that the power distance will reduce. Because, believe it or not, hugs bring superpowers, and people secretly wish to give their superheroes a might hug. And it starts with you, when HR leads by example, and is more approachable, each one of your employees, managers and leaders will become too. And that’s the fifth and perhaps the most important strategy. Good luck!

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