Morale: Analysis Of The Communication Gap

1054 Words 5 Pages
Analysis of Issues
Communication Gap The gap in communication comes from a lack of direction from management and failure to make employees aware of the current business needs and state of the company. When management fails to set the standard, others will follow suit. One of our Department Managers stated “Change needs to filtered down, all areas need to be contacted officially, not just by word of mouth as it’s done now” (Toth, 2015). Management must be the example that instills change and that others will be inspired to follow. We need a strong commitment from management to help change the culture and be committed to communicating effectively. There are also some language barriers within the company that need to be addressed. If
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When our employees don’t feel appreciated or part of the team, they become withdrawn. High turnover has increased because of not feeling valued and not knowing if the company is stable. It’s also been proven that when employees feel they are kept in the dark, they withdraw, become skeptical, and rumors run rampant. This is true in my organization, and in my research, I have found this to be the case when employees begin to feel undervalued and out of touch. “In terms of reasons for the lack of understanding, most employees cite management’s failure to be forthcoming and proactively develop communications until a lack of accountability triggers an organizational crisis” (Ash, 2013). Increased absenteeism is becoming an issue and the results are low productivity. Studies have shown that low morale is caused by lack of communication and will lead to poor production and higher than average absenteeism. Employees are withdrawn and have no motivation to come to work and end up with an “I don’t care” …show more content…
Hiring an interpreter and holding cultural awareness training will move us in the right direction. When we understand one another and expectations are clear, there will be no miscommunications or stereotyping. “Cultural stereotypes limit management 's ability to make best use of their employees ' skills and help them develop new skills” (Chinn, 2015). Everyone needs to work together as a team for the good of the company. When these expectations are clear, both employees and management will be on the same page, working towards the same goals.
If these issues can be resolved, I believe we can turn the organization around. We will again become profitable and be a desired place of employment. With communications classes, cultural awareness training, strong leadership, and direction from the top, we can make a difference in the morale of the company and again become a viable and successful organization. The goal is to become the supplier of choice, but more importantly, a place where we can promote employee satisfaction and be a positive example in the steel industry. The time to turn this company around is now, and there is no better time to do it. The economy has not been good for steel and we do not want to end up on the losing end of the

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