People In Organisations

M any employees seem to think that they are. In training sessions over the last twenty years, in both the public and nonpublic sectors alike, I extradite received some comments criticising managers for being uncaring, inconsiderate, declamatory or the like.

Comments on participant training evaluation forms have included comments like this training should be compulsory for all managers. Such comments show that employees believe that managers need to develop their social and leadership skills. They also indicate concerns about the way employees smack they are managed. When such concerns are discussed with participants, a better mental image emerges. Often some clarification is required. Sometimes misunderstandings have occurred.

Unfortunately, this does not negate the impact of negative feelings in the first dwelling . Perception is different to reality, but it is perception that guides feelings. If employees have a perception which is negative, then morale and performance will suffer.

So what can managers do?

The first thing is to be genuinely conscious of how statements and actions may be perceived. Managerial actions must partake the rhetoric. Employees look for the behaviour that supports the words.



Many plurality can adduce examples of managers talking about the importance of customer service whilst concurrently slashing operating budgets. This mismatch between the rhetoric and actions unendingly undermines the attempts made by make-ups to bring about cultural change.

Secondly, any consultant will tell you that the most frequently mentioned riddle in most organisations is communication. Communication flow throughout the organisation is essential. Communication channels need to be adjusted for the more than fluid organisational structures and the new technologies (I sent you five email messages! Didnt you read page 25?).

Thirdly, managers need to pay constant attention to the people issues, particularly in environments of change. Most people do not like change...



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