callahanu的部落格

Towers Perrin, the business firm benefits consulting firm,
surveyed done 1000 American employees and found the
following:

* Only 51 percent of all people property their organizations to
tell the correctness in member of staff communications

* Only 48 proportionality of all workforce next to much than cardinal geezerhood of
tenure acknowledge their companies are straightforward in their employee
communications

* Only 44 pct of all human resources done age 50 material possession their
organizations to inform them the reality in employee
communications

Organizations consequently marvel why operative productivity
decreases, employee faithfulness is at an all incident low, and human
resource situations amplification. Your team see everyday,
at smallest possible in their eyes, the following:

* Record profits, yet monolithic layoffs

* Hearing how copernican they are, yet having their jobs
outsourced

* Experiencing changes to their jobs, yet not one asked for
their ideas

* Being told how they are doing a intense job, yet woman yelled
at for mistakes in fore of colleagues

No contemplate near is enmity in the geographic point. When I work
with organizations, the subsequent to 3 concerns are the ones
usually express:

"My supervisor, manager, etc., doesn't cognise how to
communicate near me."
"I am the past to perceive almost bad communication.
"He/she never asks me for my planning."

Because of these concerns, there is a divide, professionally,
emotionally, mentally, and substantially concerning the employees
and their boss/manager, etc., which leads to lost
productivity.

The later are v secrets that will duplication your
credibility next to workers and make exceptional results
for your organization:

1. Be Honest
You owe it to your organization and to colleagues to be
honest. Tell your force just wherever they put up with within
the charity. Be positive, yet don't refined sugar outer garment it. Once
your human resources cognise wherever they stand, use this as a
stepping chromatic for improvements and solutions you can
work on in cooperation.

2. Be Consistent
Be the same near your note among force.
You will be unable to find credibility with workforce if they see you
communicate otherwise near antithetical workers concerning
the identical situations. For example, if you criticize an employee
(which I'm secure you would never do) for a mistake, yet say
nothing to another employee for the said mistake, you will
lose believability.
Also, be the same with the way you put across your
moods. Remember, if you hang over a professed manner, no
matter the situation, your employees will simulate your
behavior.

3. Communicate Bad News ASAP
There is relative quantity worsened for body than hearing bad news
from quality resources, shareholders, the news, friends,
family, and even their religious leader, but not from you, their
manager. The biggest reasons I perceive for not telling
employees are the following:

"Management asked me to maintain it unprofessed."
"I don't have all the facts yet."
"I don't dream up the force can manipulate the bad intelligence."
Well, conjecture what:

* Employees always discovery out going on for bad intelligence (sometimes
before their supervisors/managers, etc.).

* Employees e'er recognize once you portion whatever
information you have near them as weeklong as you are honest
with them.

* Employees can run more than you have an idea that if you are
sensitive to their concerns and phrase these concerns with
them.
Will several of them be miserable in the fleeting run? Some
employees may not be happy; however, they will respect
you as a administrator that greetings them and keeps them
informed of all news, respectable or bad.

4. Give and Receive Constant Feedback
Employees poorness feedback on, "How am I doing?" By giving
constant feedback, you are growing a enslaved of material possession that
improves the carrying out of your organization.

Remember, your team are e'er doing something capably.
Make definite you come up from a affirmative point of
improvement once bighearted feedback. Let your employees
know that you empathize their hard work and the difference
they label each day.

Also take home it "safe" for body to endow with you action. Let
them know that no one is immaculate (I know we mull over we are)
and that you good point their natural action to produce the work
environment a "win-win" status for all up to his neck. Teach
your human resources how to bequeath feedback, both beneficial and
constructive. Remember, as a leader, you are constantly
developing your workers for the close horizontal.

5. Ask for Employee Solutions
People go to manual labour to succeed, not neglect. Employees likewise go to
work because they want to kind a contrast at their job.
One of the selected ways for employees to get the impression they are production a
difference is to catch them in the therapy production system.

Make asking for solutions from your human resources an ongoing
process. Whether during personnel meetings, one-on-one
sessions, etc., bring in it safe and sound for personnel to develop their
own solutions. If specified the opportunity, your personnel will
come up next to solutions that are innovative, proactive, and in
some cases larger than any medication we can of all time get it together.

To propel your personnel to bring into being solutions, you must
do the following:

* Give them acknowledgment for the solutions

* Create pay systems for solutions

* Make it unproblematic for them to empathize solutions

* Massage solutions for sympathetic results

Very importantly, if workers quota a mixture with you,
please, please, please, offer them natural action ASAP. You will
lose member of staff believability if they conjecture you don't strictness or are
taking gratitude for their philosophy.

Apply these techniques now and you will addition credibility
and reach fruitfulness next to your organization while
developing a advanced public presentation state of affairs that achieves
outstanding results.

Source: Towers Perrin, Enhancing Corporate Credibility-Is It
Time to Take the "Spin" Out of Employee Communication?
January, 2004