Overcome the closed communication climate in organizations

Research has consistently shown that this close communication climate in organizations has these six distinct characteristics:

1. EMPLOYEES ARE NOT VALUED

Employees here are not a repository of information. They are not overly listened to and feel that they are making significant contributions in their workplaces. How you listen to them will determine, to a large extent, whether or not they feel valued. There is nothing more demoralizing than asking employees for suggestions and then ignoring them, without clearly explaining why. When you ignore their ideas, you’re sending the message that their opinions don’t count. When employees think their opinion doesn’t count, they feel distant and insignificant. Ultimately, this affects the attitude of employees, which, in turn, affects customer service. On the other hand, when you acknowledge an employee’s suggestion, whether you implement the suggestion or not, you build trust in the company and reinforce to employees that their efforts can improve the organization. In essence, employees feel happier and more motivated when they feel they are appreciated and treated with respect.

2. THERE IS NO HIGH LEVEL OF CONFIDENCE

Trust forms the foundation for open communication, employee retention, and employee motivation. Confidence gives power. People who trust the people they work with are confident, open and honest, willing to take risks, less resistant to change, and inclined to act reliably. In contrast, people who distrust the people they work with tend to be less productive because they feel lonely and unsupported. Trust in an organization promotes cooperation, commitment, and the free flow of ideas. It can help an organization survive and achieve a competitive advantage. A key factor in maintaining a high level of trust is always telling the truth.

3. CONFLICTS ARE NOT RESOLVED POSITIVELY

Conflict in itself is neither good nor bad, it is simply inevitable. Make it work for you by using it to invite normal give-and-take dialogue with employees. When faced with conflict, be open-minded and listen. Take into account employees’ feelings about the situation and find areas within your position that you can both agree on. If possible, strive to win / win. If you don’t have conflict, you don’t have innovation or creativity.

4. THE CREATIVE DESCENT IS NOT WELCOME

Surveys have consistently shown that most employees are afraid to question or disagree with their superiors. However, in an organization where leaders are committed to fostering a climate of open communication, dissent is not only welcome but rewarded. Employees are encouraged to think, question and make independent judgments, and take responsibility for changing the way business is done. One way to encourage employees to think is to start an employee suggestion program. This allows employees to come up with ideas on how to improve the company and, in turn, are rewarded for doing so. Being able to express unique ideas to the employee so that they feel as if they allow them to contribute to the company in a positive way.

5. EMPLOYEES ARE NOT WELL INFORMED

While the vine can be a credible source of communication, to avoid misunderstandings and miscommunication, it is best to use formal vehicles (meetings, memos, email, etc.) to keep employees informed about what is happening within the organization. . If these tools are not put into practice, then you are putting your company at risk due to a lack of knowledge, interaction, support and formal communication.

6. THE ENTRY OF EMPLOYEES IS NOT REQUESTED

In any serious world-class quality endeavor, a key requirement is that all employees (regardless of race, gender, religion, culture, language, sexual orientation, age, etc.) at all levels, engage to the fullest extent possible. their capabilities. Employee opinion is key to the success of an organization. Don’t limit open communication to just staff meetings. Create a questionnaire or complaint form in which employees can express their concerns in a guaranteed confidential manner and then discuss it openly during a meeting. This method will help provide information about your company that you may or may not know and will also establish a sense of participation, improve labor relations and employee safety.

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