Management CompensationIn Management
Management should compensate staff with opportunities for more direct interaction
One of the biggest problems issues managers face is the ability to manage the effective communication with their team and their employee’s communication between one another. One of the greatest blockages to effective communication is modern technology, it is impacting the human communication. We have the natural ability to communicate but we forget it due to modern life. We need the ability to develop from communication to interaction in order to maintain good relationships.
Managers should compensate staff with opportunities for more direct interaction in order to running the business. Higher productivity and Better work relationship are two benefits managers can gain by using effective communication skills.
Firstly, the higher productivity comes through the comfortable feeling on the work environment. It doesn’t mean work area only; it is affected by the social relationship between the manager ,staff and the different departments. According to Sylvie Charlot, ”face to face communication between the employees will help to exchange knowledge which makes them more productive” (2006, P1)
However, the new revolution of information technology effects the natural relation between the employees, it pushes them to communicate through different channels such as Whats App, emails or chatting rooms due to the relaxed reaching and distributing the message . Managers should play a vital rule to improve the natural interaction by doing different techniques such as inviting the staff to a lunch gathering, or making different activities like football games between different departments, some managers are doing such gathering but they don’t deliver any message or they behave formal and strict, while forgetting the natural behaviour with the team. Be a human, break the ice, communicate naturally to build the channel that will connect you with your team. Allow the team to talk to know each others and to exchange the knowledge which create a new strong construction.
Secondly, most of the companies which have a good reputation in the market believe that employees’ relationships contribute to their reputation. Managers should notice that the worker spends around 10 hours at work, and sometimes it is more than the time which is spent at home. “Analyses of interviews with 23 workers in a wide range of human service jobs indicated a number of complexities in the communication of compassion in the workplace. Processes of “noticing” included both noticing the need for compassion and noticing details of clients’ lives in order to communicate more successfully in compassionate ways. ” Katherine I Miller. Says (2007).
Managers need to build a family atmosphere by compensating staff with more direct interaction in order to gain the workers loyalty and productivity, which will reduce the reasons of resignations , losing the skills and the information that an employee experienced through years.
For the above reasons, Managers along with HR department should pay more attention to the zone of the natural communication in order to exchange knowledge and experiences among the employees. Also it should create a family atmosphere in the workspace, they have to put in their mind and the employees mind that we are a one family and family needs to communicate naturally. Companies should consider the worker productivity and the employees’ relationships as a profit target.
Technology helps information to be available anywhere at any time, but at the same time it effects the natural communication. I think it is a time to pay more attention to enhance the natural communication abilities, to focus a little bit on side discussion forgetting the work and to behave as human.
Miller, I. 2007, ‘Compassionate Communication in the Workplace’, Journal of Applied Communication Research,[online], Vol. 35, Iss. 3. Available: http://proquest.umi.com/pqdweb?did=1305025031&sid=12&Fmt=2&clientId=20901&RQT=309&VName=PQD [Accessed 02 August, 2007].
Sylvie, C. 2006, WORKPLACE COMMUNICATION AND PRODUCTIVITY, S. Charlot , University of Toronto.