Communication, Consultation, Rewards... Managers Share Their Methods
19 June 2007
Read by 3269 persons
sKhadija Boughaba, CEO of Invest RH
"Information must be shared transparently"
Communicating with employees is a manager's responsibility. This communication can concern good or bad news. In the latter case, the context and opportunity must be chosen carefully. In any case, information must be shared transparently. The important thing is that it's well-explained.
For example, I had to make difficult decisions during recruitment periods. Explaining to potential candidates that they weren't selected after several interviews was painful. Candidates who aren't selected may have preconceived ideas or their own judgments. We must avoid making them feel like they failed. I think it's important to take the time to clearly explain the decision and, above all, to respect and consider them so that they accept the decision themselves.
Mohamed Alami, CEO of a distribution company
"I make sure to clearly explain my intentions"
Every morning, I have difficult decisions to make regarding daily tasks. In the agri-food sector, everything moves quickly. I am constantly searching for new formulas, new suppliers, new markets...
I have a team of six sales representatives, and the workload can be very demanding. Unfortunately, to increase efficiency, my employees' comfort sometimes suffers. Once my decision is made, I make sure to clearly explain my intentions to the team. In return, I let them organize the supply of the points of sale (about a hundred) themselves. As the moral impact can be negative, I try to remain attentive to their concerns. Most often, I give them a half-day off to allow them to de-stress.
Patrick Cohen, CEO of Crit Maroc
"Participatory management limits resistance"
Making a difficult decision isn't always easy because you have to know how to measure its impact. Personally, I've always been lucky not to face such a dilemma. This is because with participatory management, you're no longer alone in making decisions. Everyone contributes their point of view, and solutions are built gradually.
But if you have to decide, you must consider several factors, including explaining the reasons for the decision. When employees feel that managers make decisions without consulting them, they become frustrated. Hence the resistance. That's why communication is essential. I do it often, even informally. I frequently explain our development strategy to employees, the means of achieving it, and the results, in order to break down formality and give others the opportunity to express their point of view. And when you adopt such an approach, I think that even the most difficult decisions can be accepted.
Published on 06/08/2007
Lavieeco.com
"Information must be shared transparently"
Communicating with employees is a manager's responsibility. This communication can concern good or bad news. In the latter case, the context and opportunity must be chosen carefully. In any case, information must be shared transparently. The important thing is that it's well-explained.
For example, I had to make difficult decisions during recruitment periods. Explaining to potential candidates that they weren't selected after several interviews was painful. Candidates who aren't selected may have preconceived ideas or their own judgments. We must avoid making them feel like they failed. I think it's important to take the time to clearly explain the decision and, above all, to respect and consider them so that they accept the decision themselves.
Mohamed Alami, CEO of a distribution company
"I make sure to clearly explain my intentions"
Every morning, I have difficult decisions to make regarding daily tasks. In the agri-food sector, everything moves quickly. I am constantly searching for new formulas, new suppliers, new markets...
I have a team of six sales representatives, and the workload can be very demanding. Unfortunately, to increase efficiency, my employees' comfort sometimes suffers. Once my decision is made, I make sure to clearly explain my intentions to the team. In return, I let them organize the supply of the points of sale (about a hundred) themselves. As the moral impact can be negative, I try to remain attentive to their concerns. Most often, I give them a half-day off to allow them to de-stress.
Patrick Cohen, CEO of Crit Maroc
"Participatory management limits resistance"
Making a difficult decision isn't always easy because you have to know how to measure its impact. Personally, I've always been lucky not to face such a dilemma. This is because with participatory management, you're no longer alone in making decisions. Everyone contributes their point of view, and solutions are built gradually.
But if you have to decide, you must consider several factors, including explaining the reasons for the decision. When employees feel that managers make decisions without consulting them, they become frustrated. Hence the resistance. That's why communication is essential. I do it often, even informally. I frequently explain our development strategy to employees, the means of achieving it, and the results, in order to break down formality and give others the opportunity to express their point of view. And when you adopt such an approach, I think that even the most difficult decisions can be accepted.
Published on 06/08/2007
Lavieeco.com
