Management Communication Proposal
Future performance is past performance. Depending on the assessment that needs to be made, past performance may be a factor most managers may consider. Effectively addressing employee performance problems is critical to reaching organizational objectives and to the on-going development and productivity of employees. Immediate, clear and concise communication is key in order to effectively address problems to employees. Starting with setting clear and realistic expectations up front can help ease any miscommunication. One on one meetings with individual employees on a regular basis is a good way to keep communication flowing. “Conducting regular reviews will ensure that key objectives are kept on schedule and feedback is given in a timely fashion and remedial action taken quickly.” (McLoughney 2007). Oftentimes employees appreciate consistent feedback about their performance and contribution. Providing feedback is an opportunity for managers to reveal how people add real value to the organization and offers an opportunity in a demanding environment to actively engage with the team (McLoughney 2007). Some leaders rely on four FACT practices: Feedback, Accountability, Communication and Trust. “Feedback fosters ownership, nurtures commitment and creates value. Accountability leverages feedback by driving learning performance and behavior. Communication drives content, clarity, delivery, and timeliness of key information. Trust enables people to build and sustain relationships” (Fischler & Zachary 2007). Focusing on some target areas for employee accountability is important not only to the employees but to the over-all well being of the company. Recognizing employees for their positive performance and attributes can help to increase employee moral. Another way to keep communication flowing between management and their employees would be to establish a culture of coaching within the company. A culture of coaching sets the expectation for feedback –positive or for