motivate managers to communicate more effectively

Q: How can I motivate managers to communicate more effectively?

A: Most managers are bombarded with requests for their time and attention. Employees and outside consultants continually develop and promote new programs and initiatives that depend on manager involvement. In deciding where to focus their energies, managers take their cues from what’s occurring around them, beginning with what senior leaders say and do.

The questions leaders ask, the issues they discuss, the resources they assign to initiatives, the decisions they make – all loudly communicate what’s important, and what’s not. Simple rubber stamp endorsement from leaders, like inserting a cover note from the chairman into a communication package, fools no one.

HR processes also play a powerful role. For example, the issues probed on a job interview signal to candidates what will really be expected of the position holder – despite what the job description might say. Performance management and 360- degree feedback processes suggest the type of behaviors the company is trying to foster. Training programs and job aids further emphasize what matters to the company.

Managers’ own performance measures and incentives forcefully communicate what’s important. If a requested activity or suggested behavior doesn’t square with what the manager is paid to do, it’s unreasonable to expect the manager to do it.

Finally, formal messages encouraging managers to communicate – the kind found in Web sites, articles, presentations, and so forth – can help generate awareness and understanding. But by themselves, they are unlikely to change someone’s behavior.

Andy Szpekman is president of AHS Communications, which provides HR and communication research, strategies and tools to improve business performance. His clients include Bank of America, BC Hydro, Cardinal Health, McKinsey & Co., Microsoft, News Corporation, Scholastic and Wachovia. Earlier in his career, Andy held positions at Bank of America, Warner-Lambert and Brecker & Merryman.

Source: The Hub, Melcrum Publishing