Every organization can point to “communication” as a source of many of its ills. The challenge is defining the specific challenge as it relates to the issue at hand. I recently wrote an article where I described a recent employee workshop I facilitated where three different people in three separate groups identified communication as a problem.

Upon further delving I learned the three issues were completely independent of each other and one had absolutely nothing to do with ‘communication’ as one would historically define it, but it was:
1) General information about news and events within the organization. One employee was told of news from a friend outside the organization before it was disseminated internally.

2) A problem with a personality dispute between an employee and her boss, whom she felt did not ‘communicate’ appropriately with her,

3) Was someone who identified communication as the problem when the bigger issue was no one gave her direction on her specific job responsibilities and tasks when she was hired three weeks prior. This is an onboarding and orientation program issue stealthed as a communication issue.

This stuff happens all the time. The issue of communication must be clearly, clearly defined or else it becomes a platitude and excuse for learned helplessness in an organization that kills employee motivation and morale.

For more details on this you can get a free white paper report on “The 7 Deadly Sins of Organizational Leadership Communication” at http:/www.HowToImproveOrganizationalLeadershipCommunication.com

Every organization can point to “communication” as a source of many of its ills. The challenge is defining the specific challenge as it relates to the issue at hand. I recently wrote an article where I described a recent employee workshop I facilitated where three different people in three separate groups identified communication as a problem.

Upon further delving I learned the three issues were completely independent of each other and one had absolutely nothing to do with ‘communication’ as one would historically define it, but it was:
1) General information about news and events within the organization. One employee was told of news from a friend outside the organization before it was disseminated internally.

2) A problem with a personality dispute between an employee and her boss, whom she felt did not ‘communicate’ appropriately with her,

3) Was someone who identified communication as the problem when the bigger issue was no one gave her direction on her specific job responsibilities and tasks when she was hired three weeks prior. This is an onboarding and orientation program issue stealthed as a communication issue.

This stuff happens all the time. The issue of communication must be clearly, clearly defined or else it becomes a platitude and excuse for learned helplessness in an organization that kills employee motivation and morale.

For more details on this you can get a free white paper report on “The 7 Deadly Sins of Organizational Leadership Communication” at http:/www.HowToImproveOrganizationalLeadershipCommunication.com

The idea of C-Level management stepping up in this area is key. While conveying the message in a thoughtful, honest manner is critical, establishing your leadership style takes time and consistency. And as any manager will attest, symptomatic problems are a direct result of disengagement of employees.

According to the October 19th issue of Forbes Magazine, one of the most important keys to turning a company around is engaging employees. Once engaged, employees are more productive, receptive to communication and tenure is increased.
• Want to know the best way to lead your staff? Ask them.
• Has an employee or department gone above and beyond to complete a project? Say thank you.
• LISTEN to your employees

The strategy is simple; InclusionINC’s CEO was recently quoted in a Forbes article: “Engaging, retaining and getting the most out of your people are more important than ever. At one time, inclusion was a nice thing to do. Today, it’s mission critical.” Don’t just step into the job, Step UP to the job. Your employees and customers will thank you.

For more articles regarding Inclusion and Diversity within the workplace, access: http://www.Inclusion-inc.com/blog