This got me thinking – what are the do’s and dont’s of great communication from management to the employees.

So what are the top dont’s about communication …

• No communcation or very sparse communication
• Senior management not communicating bad news as well as good news
• Senior management not communicating directly with employees – perhaps using middle management to do the communication
• Senior management isolating themselves from employees
• Sanitised emails from HR
• Closed door policy or seperate management floor
• Senior management doing one thing then asking the employees to do another
• Hiding behind emails for communication

So what are the top do’s about communication …

• Be open and honest in communications
• Tell the good news and the bad news – early
• Communicate frequently and on topics that are important – e.g. financial position of the business
• Share as much information as you can with the employees – take them on the journey
• Have an open door policy – allow everyone to come and chat with you about issues – this will make sure that the team is onside
• Have open meetings in which employees are encouraged to ask questions – and give honest answers
• Make sure your actions are consistent with your words – employees are not silly

These actions should be taken all the time.  However in tough economic times it may be important to over invest in communications.   The last thing a business needs at this point in time are employees that are anxious and concerned about what is happening in the business.  They need them focused on driving reveues and building a strong business.

This approach has a number of ripple effects on a business. 

Firstly, the image of the manager will be tarnished.  They will be seen as weak and not able to address important issues head on.  Secondly, the other employees will be looking over their shoulder and wondering if they are going to find out at any moment that they dont have a job.  Thirdly, in tough times, working on a great culture is very important but this approach does not bring a team together, it drives them apart.  Finally, the  employees who did find out that they may not have a job in the future are likely to start looking for a new role and will not be that effective in the short term.

The approach that the manager should take is to have a one on one discussion with each of the effected people before the meeting and to let them know that the changes are occuring.  The manager should then be very clear about whether the effected people have a job at the end of the period.  If not, they should be offered a package.  Finally, the manager should allow the effected people not to attend the meeting as this will save them from embarassment when their colleagues find out the changes.

Tough time require management to get tough and face issues head on.  Hiding behind emails and power points is not the way to approach tough decisions.