“Good communication between management and employees helps a company as a whole rather than a collection of parts, like a circulatory system of a healthy body. But there are often questions for both sides about when, how and what is appropriate to raise...and with whom. So the first step in improving communication is making sure that it has space it needs to grow.”
In discussions on how for elements of classic management, communicating clear expectations ranks first followed by rewarding performers, coaching for better performance and not tolerating poor performance.
So how important is communication between management and staff?
Communication is indeed one of the most talked about issues in every organizations today. People read books on the subject, attend seminars and conduct workshops to equip themselves. Ability to communicate varies for everyone. Some may find it difficult while for others it is not a complicated activity. As mentioned Communication is the circulatory system of the company. Without proper communication the whole organization is doomed to fail.
The main problem with communication is always the illusion that communication has occurred. Once a memo was sent for example, we assumed that it has been received and communicated with the staff. Here lies the problem of follow thru. Or when we fail to communicate our expectation to the new staff, when they fail we tend to put the blame on him. We failed to remember that the secret to getting what you want from the employee is to find out what they want and show them the path. Otherwise, here communication is not really communication and management is not really happening.
How are we going to improve communication between the management and the employees?
Regular contact
One of the best ways to encourage communication is keeping a channel open through regular contact. These include formal meetings or informal gatherings outside of work. Food always helps with dialogue and management should not create an atmosphere that is intimidating for people. (People have to feel like they can express their views without fear of repercussions.) The key here is regular and regular is not the same as often.
Listen Please!
The most important part of communication is listening. Unfortunately this is something that many people struggle with due to lack of aptitude or unwillingness to be patient. Listening is different from hearing. Some people while doing this is ruminating on their head how to dispute the things you are saying. In order for the management and the employees to improve communication they must truly listen to each other.
Staying well- balanced
Gaps between management and staff can widen if com communications become narrow or stereotyped, such as only discussing performance targets or problem areas, or being forever cherry and upbeat. Adding a few balancing questions can make communications well rounded and keep people engage.
Being open and realistic
While it might not be feasible to be completely transparent about everything all the time, it’s better to say outright if you aren’t in a position to talk about something than ignore an elephant inside the room.
Making communication worthwhile
The aim of communication is to understand one another, but people also need to feel that the talk has been worthwhile. Staff members can become discouraged if they leave the room empty handed.
Following through
Following up what’s been discussed is important for showing care and interest. Follow ups has more impact id offered unsolicited i.e. without having to be chased or reminded. If people don not follow through, others may feel that they are given ‘lip service’. This means that they are told what they want to hear and no on is really going to do anything about their issues.
As with so many things good communication between the management and staff depends on quality and not on quantity. Like the body’s circulation, a company needs its arteries to be clear, open and able to carry nutrients as to where it is needed.
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