Research has consistently shown that this close communication climate in organizations has these six distinct characteristics:
1. EMPLOYEES ARE NOT VALUED
The employees here are not a repository of information. They are not listened to much and feel that they are making significant contributions in their workplaces. The way you listen to them will determine, to a large extent, whether they feel valued or not. Nothing is more demoralizing than asking employees for suggestions and then ignoring them, without clearly explaining why. When you ignore their ideas, you are sending the message that their opinions don’t count. When employees don’t believe their opinion counts, 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 they implement it or not, you build trust in the company and reinforce to employees that their efforts can improve the organization. In essence, employees are happier and more motivated when they feel they are appreciated and treated with respect.
2. THERE IS NOT A HIGH LEVEL OF TRUST
Trust forms the basis for open communication, employee retention, and employee motivation. Confidence is empowering. People who trust the people they work with are self-assured, open and honest, willing to take risks, less resistant to change, and inclined to act in trustworthy ways. Conversely, people who mistrust the people they work with tend to be less productive because they feel alone and unsupported. Trust in an organization promotes cooperation, compromise, and the free flow of ideas. It can help an organization survive and gain a competitive advantage. A key factor in maintaining a high level of trust is to always tell the truth.
3. CONFLICTS ARE NOT RESOLVED POSITIVELY
Conflict itself is not good or bad, it is simply unavoidable. Make it work for you by using it to invite a normal give-and-take dialogue with employees. When faced with a conflict, be open-minded and listen. Consider the employees’ feelings about the situation and find areas within your position where you can both agree. 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 welcomed 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 contribute ideas on how to improve the company, and in turn, they are rewarded for it. Being able to express unique ideas allows the employee to feel that he contributed to the company in a positive way.
5. EMPLOYEES ARE NOT WELL INFORMED
While gossip can be a credible source of communication, to avoid misunderstandings and miscommunication, it is better to use formal means (meetings, memos, emails, 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 business at risk through a lack of knowledge, interaction, support, and formal communication.
6. EMPLOYEE CONTRIBUTION IS NOT SOLICITED
In any serious world-class quality effort, a key requirement is that all employees (regardless of race, gender, religion, culture, language, sexual orientation, age, etc.) at all levels, be fully involved their capabilities. Employee input is key to an organization’s success. Don’t limit open communication to just staff meetings. Create a questionnaire or grievance form where employees can raise 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 it will also establish a sense of involvement, improve labor relations, and employee safety.