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Communicate, Don't Manage
Rochelle Devereaux
Business Efficacy
© 1998

Business owners and managers work hard to ensure their company's survival. They devise mission statements, management plans, strategic plans and alliances, financial plans... the list goes on. What happens next? That depends. See if you agree or disagree with the following statements about your company:

Everyone participates in developing the company's mission and plans to implement it.
Employees are encouraged to make suggestions for better service, improved products, etc. to management/leadership.
Supervisors/managers/leaders show respect for all employees by explaining any changes and getting their ideas on implementing them.
Morale and enthusiasm are high in the company.

If you strongly agree, you have a communicating company. If you strongly disagree, you have a managing company. If you somewhat agree or disagree, you have a combination of communication and management. You need to identify where and why information restrictions occur.

Over management can lead to communications blockages. Information is meted out sparingly. Employees may not know if their efforts are important, or how they fit into the company's plans. Productivity and morale often suffer.

Strong, innovative company leaders communicate effectively with their employees. They listen and create dialogues with everyone in the organization. Through these efforts, everyone shares in the company's vision and purpose. Productivity and morale are enhanced and encouraged.

Not all information can be shared. But, if everyone contributes or is included in the company's overall planning, they understand why and it may have little impact on productivity and morale.

Check your company's internal systems. Look for ways to increase information flow. Communicate, don't manage.

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