How to Motivate Managers and Employees to Implement a Major New Strategy
Some new strategies are sometimes met with resistance from employees and also from managers. Not only employees but also people get comfortable with the way they are used to do things and may need some motivation to adopt new concepts and broad approaches. Slow integration also works depending on the type of employee’s ability to manage change, and it may take time before any new strategy is implemented. For the integration to be easy, I would start by talking to managers by describing the new plan and explaining to them about my expectations on them regarding the new strategy. In the process of teaching, I will try as much as possible to be candid and excited about the new change of policy and emphasize the positive outcomes the strategy may bring. Once managers are motivated, the implementation of the new plan will not be a problem. After talking to the managers, I will give them the exact date on when the new strategy is set to be implemented. It will prepare them mentally, and to prepare them, I will explain the steps that will be taken in the implementation process by giving an outline of individual roles and responsibilities and offering the necessary training. For employees, I will motivate them by providing tools and every resource they need to be prepared to implement the new strategies effectively. I will offer necessary training on any equipment to be used and ensure they are knowledgeable enough on their new responsibilities and reassure them that they are skilled enough to face their new tasks. The unknown is what drives employees to resist, but the moment they have an insight into the latest strategies, it will help in the process of implementation. After educating them and training managers and employees, providing some incentives will push them to achieve more by supporting my strategies. These incentives include cash bonuses and payoffs that will create a friendly environment that will get employees enthused about the implementation of the new policy.
Why Communication is Important in Management
Communication is every organization’s blood. What does that mean? It means that for any function to be performed in an organization, there must be effective communication. Communication acts as the building block of every successful organization. To lead others, one must demonstrate practical skills in communication. Communication is essential in management because it helps build an alliance between employers and employees. For an organization to thrive, there must be effective communication that will break the barriers and promote a conducive atmosphere. A manager can tailor his or her communication style to motivate employees to achieve the aim of an organization. The business world is becoming multicultural and experiencing a multinational workforce. Therefore communication is a vital component that helps employees identify with various national groups in an organization. Excellent communication skills help in solving conflicts in the workplace. The disputes can be a result of misunderstanding among employees, and for this, a manager has to employ practical skills to resolve the differences.
Communication is the basis for decision- making and planning, which enables the management to make plans by consulting their subordinates before making any decision. Interface makes it easier for the administration to implement policies and stipulate proper methods. George R. Terry stated that communication serves as a lubricant which fosters the smooth operation in the management process. It means that communication enhances stability and efficiency in an organization by ensuring that the management regulates subordinates’ actions in the desired response. Communication ensures there are unity and harmony in the exchange of ideas and necessary information, which results in the pursuit of a common goal in an organization. It is through communicating that employees can easily coordinate. During democratic management, communication ensures delegation and decentralization of authority during the management process.