I’ve been approached by a prospective client who wants a workshop as part of an internal strategic initiative around communications between the levels. They want to focus on:
- 2-way communication, down to the employee and upward to the manager
- what should be communicated and when
- obstacles to communicating more openly
- how to solicit communication from staff
- listening
- creating a climate where it’s safe to speak your mind
This stuff just doesn’t go away as an issue, does it? I heard similar concerns when I started my training and consulting practice 22 years ago.
Nevertheless, my potential client is wise to address these concerns. Why? Look no further than Deloitte’s just published 2010 Ethics and Workplace Survey. A few findings from their research:
- 1/3 of employed Americans plan to look for a new job when the economy is more stable.
- 48% of these with an eye on greener employment pastures cite “loss of trust” as a major contributing factor to their intention to look elsewhere.
- 46% of them mention “lack of transparency in communications.”
- 40% include “being treated unfairly or unethically by employers.”
Now, is this 1/3 block of employees made up mostly of the best employees, the ones you really don’t want to lose, the ones who will cost you a ton to replace? My guess is yes.
