Dear All,
I want to know.. When you bring few changes in the polices, is it advisable to communicate to employees politely or is it mandatory for a manager or a HR person to be strict/ Demanding in our communication with employees so that every one follows the new rules without fail?
From Tanzania, Dar Es Salaam
I want to know.. When you bring few changes in the polices, is it advisable to communicate to employees politely or is it mandatory for a manager or a HR person to be strict/ Demanding in our communication with employees so that every one follows the new rules without fail?
From Tanzania, Dar Es Salaam
Hey Latha,
It has to be effective communication, while HR should be proactive on the implementation. However involving the top managers/ HODs/ Reporting manageres/ Department Heads and making them responsible or giving them credit works better. This also ensures the HR does not becomes the bad guy
Most importantly you gotta give it a little time, as it takes a while to change workig styles and making people move out of their comfort zones. Also you should be absolutely sure that the people running the organisation are serious anout bringing change.
Good Luck with change management.
Regards
Geeti
From India, Bangalore
It has to be effective communication, while HR should be proactive on the implementation. However involving the top managers/ HODs/ Reporting manageres/ Department Heads and making them responsible or giving them credit works better. This also ensures the HR does not becomes the bad guy
Most importantly you gotta give it a little time, as it takes a while to change workig styles and making people move out of their comfort zones. Also you should be absolutely sure that the people running the organisation are serious anout bringing change.
Good Luck with change management.
Regards
Geeti
From India, Bangalore
depends on situations at hand for instance is a behavioural change required, then training or counselling may figure in. another eg could be difference in target audience.
From India, Delhi
41From India, Delhi
Communication is meant for bridging the gap and it's primary function is to unite various ends together. If communications are threatening, hampering, creating fear, showing the bossism, terrorising the receiver, displeasing others, aplying improper and impertinent words and further more in it, the image of the organization is totally gets ruined, scattered and invite further more hardships. Never communicate hard, even in acute circumstances. Soft and pleasing communications would settle down mnay perennila problems. HR man is primarily responsible for it.
From India, Pune
From India, Pune
In my opinion, for being effective, it is necessary that desired outcome is achieved.
Generally, pleasing communication in an assertive tone should do the job.Benefits of the change to the organisation and to the productivity of the team members must be explained clearly.
Harsh tones and commandents only create an atmosphere of displeasure in the team and demotivate them.
However, if in case of emergency when immediate obedience is required, then more assertive language in terms of being harsh may be reuiqred. These are all equipments to be used as per the requiremnets of the situation.
From India, New Delhi
Generally, pleasing communication in an assertive tone should do the job.Benefits of the change to the organisation and to the productivity of the team members must be explained clearly.
Harsh tones and commandents only create an atmosphere of displeasure in the team and demotivate them.
However, if in case of emergency when immediate obedience is required, then more assertive language in terms of being harsh may be reuiqred. These are all equipments to be used as per the requiremnets of the situation.
From India, New Delhi
Policy implementation is tougher than framing. As of my experience, It is easier when:
1. Involvement of the Mangers/Team Leaders/Department Heads in policy making
2. Considering the employee feed back
3. Procedure of the policy. Policy means the ruel, Procedure tells how to follow and execute the policy.
4. Educate employee on the requirements of the policy
5. Making employee to understand the importance of following the policy and also the Positive and negative consequences.
6. Course of actions against the employees who breaches the Policies
From India, Bangalore
1. Involvement of the Mangers/Team Leaders/Department Heads in policy making
2. Considering the employee feed back
3. Procedure of the policy. Policy means the ruel, Procedure tells how to follow and execute the policy.
4. Educate employee on the requirements of the policy
5. Making employee to understand the importance of following the policy and also the Positive and negative consequences.
6. Course of actions against the employees who breaches the Policies
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Communication.d oc
Communication Hand Book.pdf
Basic-communica tion-skills_198 .ppt