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Elicit employee opinion on each issue
There is no denying the fact that the success of any business depends on the level of communication that the top management shares with its employees and vice-versa. Recent studies have shown that in most organisations, the team manager is considered as the vital communication link between the senior management and employees. Employees look up to their immediate managers to inform them about policy decisions made at the top, changes in rules, organisational goals and more
importantly any change in their roles.
Poor communication or the lack of it can have negative repercussions. Employees will be frustrated because they do not have the right information and may also feel that the management is hiding the truth from them. Consequently they will lose trust and further on show no interest in their job because such a work environment upsets them. All this affects worker morale and productivity.
Realising the important role such managers play in keeping the lines of communication open, top managements have started putting more focus on improving the communication between them and employees. Training to improve the communication skills of both the parties and brainstorming sessions where everyone is encouraged to give their opinions on issues are being adopted.
Apart from these formal methods, informal sessions are also held where everyone is free to express their opinions. Such sessions not only improve communication but the impromptu ideas circulated here could be the ideal solutions to problems.
Much depends on the work environment and the culture of an organisation to keep the communication lines open among the different levels of employees there. An open and honest way of communication makes it conducive for everyone to be frank and fearless in expressing opinions. There should be an open–door policy where employees can communicate their ideas or give their opinion to the concerned manager and solutions can be discussed, debated and decided. Such a policy does not allow ridicule or criticism of employees’ ideas.
When organisations grow to a certain size they find it difficult to reach out to every individual employee and look upon the team managers to keep in touch with the employees. Organisations are proactively adopting methods to train team managers and subordinates in improving their communication abilities.
One method is to have the entire team give their feedback on issues concerning them to a qualified facilitator who in turn communicates them to the manager which will help the manager understand and communicate better with his subordinates. Another method is to train employees in basic supervisory skills so that they can move from being a subordinate to managing a team.
Besides these methods managers, supervisors and employees are given training to improve their personal effectiveness; this equips them with the skills required to be more efficient in their roles and on the right ways to get things done from others.
Some organisations believe in starting early and identify young employees who show promise and potential to lead a team. They train them in communication and management skills. In some companies, new managers have to undergo a training programme to develop their people skills so that they can lead better.
If team managers have to play their role as the via media for communication between the top management and the employees effectively, they should be able to understand, motivate and get along with their subordinates. A team under such an efficient manager will have open and honest communication among members. This in turn will help the management understand employees better.
Ideally if every team in the organisation works under a manager who makes it conducive for them to be open and honest in expressing their opinions and in turn communicates them to the top management, then communication gaps will be non-existent across all levels.
And all this means only one thing, better employee morale and productivity and consequently growth of the company.
HEMA GOPALAKRISHNAN
faqs@cnkonline.com
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