Management Communication: Three Guidelines You have to Follow Management Communication: Three Guidelines You need to Follow You're taking a life communications assessment, so you had better read the directions first if a leader in your business, every day on the job you. Fail your company and the test will lose profits and productivity faster than you'd anticipate. Two days back I came home from the office feeling invigorated and lively. All that was altered by five minutes talking with my wife. Do not misunderstand, it is not that I don't enjoy discussing with my wife. She was upset because of what occurred to her at work, and after learning about it, I was a bit miffed. She had left home in the morning salivating like one of Pavlov's famous pooches, and had gone to work that day expecting her career's largest commission check. Upon picking up her check, she found it a bit light and did some investigating. The commission plan had changed without telling the sales associates, as it turned out. Commissions for year long ad campaigns would now be paid in the end of the year, when all money was collected, rather than now, when the ads were sold. There could be perfectly valid reasons for the change, but think in regards to the way in which it was handled. Nobody who was affected was told in advance that this was even under consideration or would occur. My wife was not the only person affected. "Wait a second, there, large mouth," you may be thinking, "if you tell the salespeople this sort of stuff beforehand, they'll merely whine and shout and try to prevent it from happening." You're likely right. I want to ask you this, how much work do you believe anybody at the publication got done the day they found out concerning the commission plan shifts? I'm not just speaking about the salespeople. Now your workforce feels betrayed, and could sabotage the business effort to work off their frustrations what is worse. You've traded a small, manageable problem for a significant headache. You decide. Inform them THE AWFUL NEWS IN ADVANCE Rule number one is brought up by this. Whether you're dealing with salespeople, flooring- physicians or sweepers, anytime you as a supervisor need to make a decision that changes individuals lives, inform them well ahead of time of the event happening. At work, this usually affects the employee's benefits or the pocketbook. I consulted with a firm of over six hundred workers until the minions received their checks, without telling them where the longstanding Christmas bonus plan changed. Lots of people received hundreds less than they were expecting, most of which was spent on fruitcake as well as Uncle Ed's new tie. Hundreds of people are not working while complaining about that breach of faith, and I, an hourly paid adviser, spent extra time learning concerning this event rather than working in the job I had been hired for. The Anticipations Game that I ever did see's quickest loss. TELL THEM WHY Another direction communication issue that will return to bite on supervisors, even special Project Managers CEOs, is miscommunication. Once I need my dog to take action, I give her simple, onesyllable orders. "Bear, sit! Bear, remain! Bear, come!" Extra words lead to miscommunication.
Problem: human beings are not dogs. We do not have tails to wag shower daily, and don't blindly obey. The human mind is constantly striving to discover the response to the never-ending question-"Why?" Individuals can't help it; it's in our nature. Look at what occurred in the Vietnam War, where soldiers -- the most disciplined, regimented, and arrangement-following breed often struggled because they were unsure in their mission, their purpose. Let us expect the Libyan disagreement is not similarly mishandled.
A second rule of communication then, for those in power, would be to supply sufficient advice for the worker to reply, "Why?" Many organizations Change management process went to a doctrine called Open Book Management for this very reason. More difficulties are often caused by lack of information than divulging those deep, black business secrets. Look no farther than the Player's Organization / Players along with the 2011 labor dispute between the NFL. Let the worker whining about his last meager pay raise see where the money of the company's went, that profits were down and that expenses could have risen. This will definitely drive an improvement in performance. COMMUNICATE CONGRUENTLY How about non-verbal communication? I'm not referring to tone and gesturing here. That stuff is essential for better communcations as well. I'm referring to a more international facet of management communication that I'll simply call congruency. This is the location where you walk the talk of your message. That is essential to installing those management initiatives that can change the organization. Employees will notice in seconds if your message is belied by your actions. Not the most effective role model is the manager who preaches commitment every Friday day via text message in the 19th hole. You don't have to do everything the staff does; you're the supervisor. You manage; employees produce. It simply implies that you just definitely must demonstrate that when it is important enough for employees to do, it is important enough for you to support. I have outlined three things in this article that managers should take note of when communicating with subordinates. First, if folks where managers live and breathe affect, get it out sooner rather than after. Second, you must give folks a reason why if you would like your assignments to be carried out by them. Lastly, act with the message that you project. Many more guidelines exist to help you communicate efficiently with workers. Know about these three to sailing a sleeker, more effective business boat and you will go quite a ways.