Leadership and Communication: How It Affects Bottom Feedback?
Leadership and communication are the sides of the same coin, one is completely meaningless in the absence of another. Those who are willing to take over the crucial role of leaders or managers in the organization need to comprehend why communication is important for employee motivation, engagement, and productivity. If you are also pursuing the PMP training and certification course to learn the deeper meaning of leadership and communication then, below post is what you need:
The theory of communication leading to success
In the current company culture, employee motivation, productivity, and engagement rely upon the manager or leader. Moreover, the leadership style has a huge impact on the workplace, making a difference of 70% to 80% in employee productivity.
In the current world, the millennials and Gen Z, who make 60% of the workforce today expect more from the company culture. On the other side, the remaining 40% of the employees don’t feel comfortable when it comes to sharing things with their managers or leaders. Nowadays, it has become more than important for organizations to support open workplace communications to keep the staff informed, engaged, and productive.
As per the recent survey conducted by the ProICT Training, it was found that around 80% of the employees feel encouraged when the management offers regular updates on the company news.
Effective management and bottom-up feedback
When we hear the term “feedback”, the very first that appears in our mind is the top to bottom feedback, from upper management to employees. However, have you ever thought about bottom-up feedback?
The feedback the manager shares from top to bottom is as important as bottom-up feedback. However, there are still some organizations that are struggling to associate bottom-up feedback in the company culture.
It comes as no surprise either that most of the managers don’t feel comfortable giving feedback to the employees. Moreover, two-third of managers feel uncomfortable to provide direct feedback on the employee’s performance as they believe it might trigger the negative response.
How managers are expected to give feedback?
Managers are the ones who are responsible for encouraging the employees to provide feedback. As mentioned in the previous blog “What Are the Skills That Make A Great Leader”, a great leader is the person who knows how to listen, coach, sympathize, and react. This means becoming a great mentor and leader is what defines the roles of a leader/ manager. If you wipe the mirror and take a closer look, you may find that the manager’s role in the bottom line includes;
- Implementing the new process fluently
- Encourage employees’ opinions
- Learning how to apply their insights
- Monitor and manage the feedback channels to reduce disruption
- Give positive examples to employees
- Build a better company culture
How to encourage bottom-up feedback in the organization?
In the beginning, it can be challenging to embrace the bottom-up feedback in the company culture but you can do it by filling the communication gap. Here are some of the tips to encourage bottom-up feedback:
Build trust among employees
As per the general survey, employees who don’t trust their managers are much likely to speak up or provide any feedback. Therefore, one thing you can do to remove this hurdle is to build trust with the employees.
Learn how to accept the criticism
Most of the employees are just afraid to give criticism to their managers and bosses, due to the fear that it will affect their career negatively. The best way to avoid this is by building trust and relationships, so employees can give back the true feedback.
Become transparent about your goals
Effective management communication is the one where managers communicate transparently to employees. When managers come forward to clearly discuss the goals and objectives then, employees are more likely to give bottom-up feedback.
In the end, around 60% of the employees believe that their managers don’t spend enough time discussing the clear goals and objectives of the organization. It is the time when you need to change this one for all.
It will surely take some time to receive the true feedback from the employees. Therefore, you need to have patience while managing the work overload to help employees to give suitable bottom-up feedback. Moreover, organizations need to understand the cost of poor management and should invest in Online training and certification courses from time-to-time to keep their managers up to date.
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