Communication strategies are on-point when employees know that their input is getting through to leadership at the right time. The workplace becomes ignited with new ideas, higher morale, and exudes energy impacting stronger business results.
Connecting Conversation
It’s one thing when employees share an idea that may improve operational efficiency, or aids in adding a new revenue channel, or even increases the percentage of satisfied customers. Leaders are often pleased by this demonstration of active involvement and listening tends to come easier.
It becomes another thing when an employee spots a “tell” and shares a financial discrepancy or other disparity in a workplace practice or activity that may have negative implications for the company in the short or long-term. Some leaders may embrace this feedback by either:
- Reinforcing that the employee did the right thing to bring it forward or;
- It gets added to the list of issues and competing priorities and may fall to the wayside or;
- A blind eye may be turned in the more toxic environment and efforts to suppress the truth becomes all ensuing until the discrepancy once again, rears its’ ugly head.
There are other ways in which listening becomes crucial in today’s workplace. Economic pressures may now be easing around some parts of the globe, but the impact on the workforce and employment appears to be running deeper. The recession is driving a new set of expectations regarding the employment relationship between employers and employees. Steps that were taken to control costs and protect businesses during the tough times by many have altered employees’ views over the last 12 months.
A Global Workforce Study conducted by Towers Watson, revealed that while many organizations are planning to simply reinstate some of the employee programs that were cut in the past year to save money believe that this measure will effectively address employee concerns. Interestingly, the study further revealed that employers may be bumping up against a very different perception and expectation held by employees moving forward.
Employees seek greater ability to control their work situation in order to address concerns over long-term job, financial and physical security. This presents a fundamental disconnect between many employers and workers and a courageous challenge for 21st Century leaders to find creative ways to better equip their organizations in adapting to shifting expectations.
Gaining valuable insights into your employees may present a dynamic new paradigm. It’s become clear from the growing body of research, that in order to sustain a competitive advantage, companies can no longer afford missteps in talent and executing strategy.
Too much to do, fewer resources
As workers rush around with fewer resources to get things done, are leaders in your workplace listening to how well their employees actually understand the company’s new direction or strategy and ensure employee’s actions are undeniably aligned? How well do employees know the products and services of the company? What percentage of employees feel they know enough about your customers and the differences between your products and the competition? Do employees possess specialized knowledge into the best type of customers your company seeks to build and retain vs. those customers that drain resources and diminish profit margins? When you step back, what are you hearing? Is it active or passive employee involvement?
New Rules of Engagement
One-way, top-down communications commanded organizations in the past. However, with today’s wired and high velocity environment, this approach to communication is changing and is being introduced to dynamic two-way conversation throughout an organization’s supply chain. What might happen if employees became true stake-holders in your organization’s future? Might they be more likely to go the extra mile? Would work become more rewarding?
So often as leaders we identify the “high-stake” conversations in advance, but how well would your workplace know if the potential and power of a conversation shows up at your door today?”
Good News
The Communication ROI Study by Towers Watson, reports that effective communication is a leading indicator of financial performance. Companies that are highly effective communicators had 47% higher total returns to shareholders over the last five years (compared with firms that are the least effective communicators).
So if your company isn’t quite there yet and is eager to increase active employee involvement and better profits, courageous 21st Century Leaders may consider a new path that can,
Open the door to dynamic dialogue.
Start now to create the company culture you want, as you emerge from the recession. Educate the team on values and culture.
Conversation is the relationship. Keep in mind that a careful conversation is a failed conversation because it postpones the dialogue that wants and needs to happen.
Reevaluate your assumptions. Do you really believe that you can make a difference in your organization?
Eliminate having business conversations, commit to human ones.
Equip and trust leaders to lead the change and measure the impact of their overall effectiveness.
Innovate two-way feedback, to create honest exchanges of information and real dialogue.
Create the winning environment where spotting the ‘tell” is safe, expected and respected. Who doesn’t want to work for an organization that exhibits above-average revenue growth rather than appear in the new Corporate Black List magazine anyway?
Pull the truth toward you. If your workplace or division is plagued by fear and mistrust, be relentless in pursuing respectful, honest conversation.
Be determined in finding the answers to people’s questions and worry less about not knowing the answer when asked.
Move Forward and Build Momentum
As courageous 21st Century Leaders, let’s ask:
What does your leadership look like on one of your BEST days? Have that mental picture? Excellent! Now, what are the conversations that have your name on them? Which ones have you been avoiding? Who’s it with? And what is the topic? Do you have the list? Is your action plan in place? Great! Now practice. Yes, practice. Many executives I know are highly disciplined in this area and follow a simple PDR formula ~ practice, drill and rehearse. They accept the responsibility of their words and its’ impact on others and avoid the temptations to shoot from the hip. NOW, conduct the necessary conversations and start living more of your BEST days as a leader!
Continue being intent on conducting the necessary conversations each day ~ asking, listening, directing and measuring (in that order) and you’ll soon be listening to how well employees are thriving!
Thanks for sharing your valuable time with us.
Stay Connected.
Join the 21st Century Workplace Conversation on Twitter. Register to receive FREE Infusing Solutions @ Work resource; Click Here
To request a free Conversation Action Plan, please drop us a line.
Photo credit: iStockPhoto
©Copyright. All rights reserved. Judy White, President, The Infusion Group, LLC, partnering with individuals, leaders and organizations to optimize the 21st Century Workplace through an infusion of people management consulting and professional coaching services. www.theinfusiongroupllc.com
It is essential that the community understand that the recent health care bill is only the beginning of continuous change that will have significant impact on people, workers, organizations and the future workplace. There are still many issues that need to be addressed in the coming years as phases of the law are rolled out.
What does the road map into the Talent Age really look like? What are some of the key steps 21st Century Leaders and organizations must take to ensure that their People Portfolio will be aligned and ready to better execute strategy?
