Basically every employee wants to socialize with his superiors. That make it not happen in practice is due to various factors. The main factor that is often dihadapati is a shame and embarrassment. Even the most serious is the low self-esteem. But such conditions do not stand alone. It may be that it all happened due to the factors of leadership manager. For example, the attitude of the manager of a rigid, authoritarian, speaking as needed, and there is the impression to not want to deal directly with subordinates. If it so then the communication between subordinates and superiors will clog clogged.
Communication barriers will be fatal when employees want to convey the issues related to the work unit, company, and his personality. Similarly, ideas that will be delivered nor will the employee to the manager. Thus the manager will lose the momentum to find out in detail what is facing employees. On the other hand the employees are not empowered to address issues facing the work unit or personal problems. If that happens then the environment will experience psychological problems such as noise turbulence and coordination of work that is not smooth. In turn, the employee and unit performance will decline.
Such conditions can not be ignored. Supposed to be the director, as a superior manager, to investigate why a particular unit of communication is congested. Director may ask the elements of the cause to the manager. If the cause is unknown elements of the manager then the director may call it. Then set a standard operating procedure, including how to communicate what is and what if employees want to see the manager. For example, what to do if employees want to convey a specific issue and ideas. Whether directly to the manager or at the coordination meeting. Also needs to be in the situation of any employee can directly meet with the manager.
Ideally, the manager is willing to open the door wide office when employees are willing to overlook. The more open the more open the employees also expressed concerns and ideas. In this case the manager would be a good listener. Not be a priori and are not bothered. Managers would be happy to process and discuss with the employees in dealing with each individual employee and organizational issues. If this takes place continuously it will be more comfortable working atmosphere. Communication takes place not only horizontally but also vertically. Feedback occurs dynamically. Automatically any possible conflict would already be anticipated. All of that will affect employee performance improvement and its businesses.
In this case the manager should cultivate the attitude of employees who view communication as well as the needs of the organization needs. In other words, employees are encouraged to be transparent and accountable. Gradually awe and shame even low self-esteem of employees to meet the speech by the manager will be lost. Certainly not rigid communication developed only through formal channels alone. Even to some extent, informal lines of communication often proves far more effective than formal channels.
Recent Comments