Интервью с Анжелой Синикас (Angela D. Sinickas), президентом международной консалтинговой компании Sinickas Communications, Inc. (США, www.sinicom.com).
In 1992 I wrote an article explaining that the many research studies “proving” that supervisors are employees’ most preferred source of information on all business topics are wrong. Twelve years later, I find that too many communicators and their executives still don’t realize this.
We know that we need to use an integrated mix of channels to best reach our audiences, but that doesn’t mean sending every major message through every available channel. That’s not integration; it’s duplication. Our employee audiences are telling us loud and clear that they are offended by thoughtless message reiteration.
When leaders choose not to communicate with employees, or not to allow them access to important information, it can exact a heavy price. A communications gap doesn’t only undermine morale and performance, it can ultimately impact the bottom line.
How you measure the effectiveness of supervisor communication depends on your objectives and how the results will be used.
Human resources managers should use supervisors as communicators only on the specific subjects that employees really want to hear about from their supervisors. The right use of supervisors will vary from company to company.