Archive for category Employee Communication
One in five workers fear redundancy
Posted by Katie Andrew in Employee Communication on November 29, 2011
A survey by the Chartered Institute of Personnel and Development (CIPD) has suggested that one in five UK workers is fearful for their jobs. In the public sector that figure rises to nearly one in three workers. With unemployment standing at 2.5million, the current mood amongst employees is one of nervousness for the future as the sweeping spending cuts really start to take effect. Staff morale is dropping as more reports emerge daily of job losses across the country. And it’s not just unskilled jobs that are suffering – the recent announcement by American pharmaceutical giant Pfizer that it is shutting down its research and development centre in Kent with the loss of 2,400 jobs sends out a clear message that skilled workers are at risk too.
The CIPD issued a challenge to managers to demonstrate high-quality leadership in order to raise morale and engagement in the workplace, but is a good ‘pep talk’ going to allay workers’ fears of the unemployment line?
More than half of the 2,000 workers surveyed also claimed that their employer had either frozen or cut pay, and as the alternative is redundancy, many have simply had to tighten their belts another notch rather than risk everything by looking for a new job.
With only 10% of those surveyed saying that their standard of living had risen in the last six months, the CIPD is worried that morale is sinking to a new low amongst the working population. The government is coming under increasing attack from all sides for its dramatic approach to the financial crisis, and industry watchers are now demanding that the brakes need to go on and the country should be allowed a little breathing space where the jobs market can stabilise and start to grow again. With manufacturing the only ray of hope in an otherwise bleak outlook, it’s white-collar jobs that are most at risk in the next few months. Eyes have turned to the private sector to take up the slack, but it now seems that avenue of escape for many job seekers may be closed too. The next six months will determine whether the unemployment figures climb towards the 3million mark or if the government’s plans really can get our financial house in order and kickstart growth again.
Introducing Changes to the Workflow Process
Posted by Katie Andrew in Employee Communication on April 1, 2011
A change management process is introduced to cut down on substantial amount of unplanned work from the total amount of work done. People in IT change management jobs need to begin the process with the implementation of the triage system. This implies the allocation of resources to the most critical systems. It is essential for the IT department to determine the systems that have the maximum amount of unplanned work. The change can only be implemented after the weak link has been identified.
The objective of this stage is to bring about stability in the environment thus facilitating work to change from a state of constant firefighting to a much more proactive approach. The items that are resulting in the maximum amount of unplanned work should be taken stock of. These are identified as the ‘most fragile patient’. For each of the elements it is necessary to undertake the following steps:
Reduce access to the system that needs to be changed. Keep everyone from the same until they are official authorised to implement changes. These have extremely low success rates and therefore should be kept at bay.
It is necessary to keep the change policy as simple as possible. No changes should be made until and unless authorised by the concerned authorities.
It is important to inform the stakeholders after the initial leg of the change policy is implemented. Apart from the stakeholders, the staff in your organisation also needs to be informed about the change.
Work alongside stakeholders to identify the ideal time when changes can be implemented to alter the present structure. It is necessary to schedule the changes properly as part of the maintenance window. The change policy can be implemented accordingly.
The scope of change management jobs is immense and people from diverse backgrounds can apply for the same. If you have worked in IT networking jobs so far, you can apply for a change management profile as well.
Effective office communication
Posted by Katie Andrew in Employee Communication on January 30, 2009
The term communication simply means passing of information and ideas to another person. Any type of communication becomes successful when the receiver of the communication completely understands the meaning of the message of the sender. Yet it’s not as simple as it sounds like. Moreover effective workplace communication is the most significant things which are required in every growing business. So, improving communication in the workplace is significant for the success of any business.
The effective communication in the work place is always important for the smooth functioning of any organization. The superior of the organization must communicate clearly the goal and policies of the organization to their subordinates in order to get the better productivity from them. Or otherwise their may the possibilities of developing a grapevine network and absenteeism among the workers.
In any type of communication process, feedback plays a significant role. It normally helps us to judge the effectiveness of the communication. By giving chance to speak freely help the subordinate to know their responsibility and involve them into the difficult decisions of the organization. So creating a free feedback climate is always beneficial for the organization.
In a workplace there are generally two types of major communication procedures which are carefully listed below:
1. Upward communication: This type of communication helps the superiors of the organization to understand the feelings and the satisfaction level of the employees in an organization. It is important to remember that if your employees are not satisfied and doesn’t enjoy the work then they might not do the work properly and at the same time it would be harmful for the organization. Discomfort in the work place always reduces the productivity among the employees.
2. Downward Communication: Downward communication is helpful to give the job instructions, provides the policies and roles to the employees in the organization. Moreover, the employees working in the same level must share a good communication between them or otherwise team work is not possible in the organization.