No, I’m not talking about sexual preference. Instead, I want to know if you “don’t ask” your employees what they think, how they would handle problems and search for opportunities. I want to know if you “don’t tell” your employees critical information so they can be more successful in their roles. “Don’t ask and don’t tell” impacts how you gather, use and move information in the workplace.
Organizations that actively use their networks of employees, vendors and customers to constantly gather and assess information, are better informed, more nimble and more responsive. Organizations that share meaningful information about objectives, initiatives, problems, challenges and opportunities more actively engage employees to participate in a recurring value discussion.
To eliminate your “don’t ask, don’t tell” approach:
1. Regularly involve employees in discussions about the organization, its challenges, opportunities, strategy and vision.
2. Create an intranet or electronic location in which you post critical performance information so all employees are informed with accurate information.
3. Stay close to your customers and closer to your employees; regularly survey each about what they see, hear, think and imagine. Use this information to be better informed in the management of the organization.
Organizations with open and clear communications process information more easily and effectively. Create your “ask and tell” policy to benefit from today’s connections, networks and varied perspectives. Employees and customers have information – you need it.
For more information, help and tools to activate the performance power of your people, click on the “For Managers” and/or the “Hunt for Opportunities” sections on www.LiveFiredUp.com.See my Power Performance blog on www.Bizmore.com for more practical performance information.
constant contact, employee engagement, great managers, motivate employee, share information
This entry was posted on Sunday, January 17th, 2010 at 9:35 am and is filed under For Managers. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.
