Surveys about the communication between management and employees are not encouraging.
According to a Gallup Poll, 78% of employees believe their management does not have a clear direction for the company!
Wow!
That is a gut punch to all of us who have been in leadership positions.
After watching a variety of management types and styles for several decades, there are some clues to what this problem is.
It is true, some executive management may not have a clue for the direction of the company. That will be seen more at lower levels of the company and rarely at upper levels. Upper level executives may have the wrong direction but they will have a clear path forward.
Other management may not have a clear direction but they do have a general idea where they want to go. Lower level managers may be unclear as to the future.
There are also executive managers that have a very clear idea and plans on how to dominate in their industry.
Ignoring those in management that have no clue what they are doing (and I am convinced that is a small number of leaders), there is a single issue causing this problem that, if solved, would change this bad percentage number significantly.
The fix is rarely done.
The fix is hard for some executives to do.
The fix takes constant vigilance and remembering to do it constantly.
The fix is: Tell the Story!
Leaders need to constantly tell their employees the direction the company is heading in.
These leaders need to constantly reinforce the future of the company and the customers they serve.
In every meeting there is a need to restate the future of the company.
Let’s say the company was making a high-end technical security system. Full of incredible features and it will be expensive.
In every meeting and every discussion with management, there should be some mention of the need to keep the customers safe by building the most incredible security system with cameras, motion sensors, and other features that will blow the competition away.
Video stories should be built from on camera interviews with customers who were saved from a crime by the security system.
The employees will know that they have a laser focus on keeping their customers safe.
If the employees are going to work each day slogging away at their work without understanding how they are contributing to the overall goal of the company, the employees will feel unfocused and lost.
If those employees are clear on how they are contributing to the overall goal of the company, you are going to see a much better engagement.
Of course, it is not so simple that clearly defining the goal over and over will make instant and substantial changes. But, it will be great help.
One word of caution. If the only goal provided by executive leaders is to “make money”, then it will be hard to motivate employees.
First, are going to share in that “more money” with the employees?
If not, why would the employee bother?
Second, a goal of “more money” is so vague, it is hard to get employees motivated to really engage and deliver.
The focus for the future must be clear and real.
It must be communicable.
It must be repeated over and over and over.
Go forth and deliver!