I care that’s who! Far too often I am called in to work with an organisation that manages to get itself into a spot of trouble, in time the analysis often shows they were asking for trouble by not fostering effective communication among the staff at all levels.
Flatten it out.
There are books that explain the idea of flattened management, a style of management that has been proven to work in many different situations, yet consistently businesses seem to ignore it completely and opt for older outdated management techniques. Flattened management puts everyone on the same level. I know some of you would find that rather confronting to say the least, yet this is one way of getting everyone to take part in powerful quality development options.
By having people working with the same end in mind (to profitably serve the customers) then the various tasks of being involved in the business all become important. So the idea of developing effective communication with all becomes vital.
Picture the situation where a small argument over a production line activity is left to simmer for a few days, both parties resume discussions but both have now distorted the facts in their heads and are both aiming to save face. Very hostile indeed. It probably should have been sorted out at the time.
If the team had decided that a discussion should take place to resolve the issue then all ego’s should be put aside and the discussion begins. The discussion should not focus on fear of failure, or sacking for making waves. It should be an open and honest chat to negotiate the outcome required.
The communication situation needs to be addressed at all levels and in time all staff will develop a greater respect for each other and have a stronger understanding of the individuals they are working with, despite their title and position.
How does a small business find the time to have a formal meeting and discuss various issues of relevance to the organisation. For some the issues are discussed while they work, for others however they are working so hard they do not get to even take a break together.
Although a daunting task for some managers it is important that you consider having input from all areas of the business so each member can feel as though they are part of a team, not just a group of individuals working together sharing a common space.
If you are running a business, and want to develop your team communication, there are many ways of doing it. If you allow an employee to be confident and straight shooting in their approach to you about the business make sure of one thing, that you listen.
Also avoid justifying why a thing is that way, blaming other people for a problem and lastly denial of a problem is not going to do much good either. Let your ego down for the term of the meeting and carefully consider all comments made.
If an organisation can embrace these principles then a great opportunity arises to have a learning organisation develop from the basic level of business you may now be working with. It may be that your teams need to develop communication, leadership and negotiation skills to handle these communication challenges and the changes that flattened management can bring.
Explore all that this can do for your business. Experience shows that a team that learns together can have excellent spin off effects to their motivation to do business.
All this and more from more effective communication development. I like that!