The document discusses problems that arise due to lack of communication between management and employees. It notes psychological, social, behavioral, and resource issues such as anxiety, distrust, poor customer service, and untapped talent. To address this, the document proposes creating a more communicative environment through encouraging informal communication, "feedforward" meetings, an incentives program, mentoring, and talent management. This would lead to more effective leadership, motivated employees, and improved company performance.

1. Scott Bohlin
MSOP 646

2. Problems with lacking Communication
• A company lacking in communication is destined to fail. This key element affects every aspect of
business. In this presentation we will address the communication between regular hourly
employees and upper management.
• In some positions employees are seen as simple cogs that fall into place and make the machine run
but todays employee is much more complicated. Many things need be taken into account and the
lack of communication has effects on the workforce such as:
 Psychological issues- Some leadership take it for granted that they communicate effectively, never realizing they
fail at it miserably (Ref. 1). The effects that are psychologically loaded on employees can range from anxiety to anger
to being lethargic about their work. Communication is the stimulus that gives the employee their drive in the
workplace and without it something must fill the gap.
 Social issues- Human beings by nature are social creatures. When a person signs on to a job they are forming a
relationship with that employment, their co-workers, and management. With relationships come expectations
such as trust. When employers do not fulfill that expectation it is discouraging, causes distrust, and lack in focus,
drive, and intent.
 Behavior issues- How do you act when you feel unwelcome? Or neglect? Imagine how your customers feel
dealing with employees in that mindset. Negativity on the job translates to poor customer service and an all
around poor product.

3. Problems with lacking Communication
 Resource issue- Employees are a limitless source of talent and innovation that many times remain untapped by
employers lacking the communication skills to tap these resources. Vijay Govindarajan and Chris Trimble write
“The long-term health of an organizations has always depended, and will always depend, on innovation.
Competitors relentlessly copy great products, creative services and best practices. The only way to avoid becoming
old is continuously to create the new” (Ref. 2).To put that into perspective ,if your creative ideas come from the 5% of
people you listen to in your organization why are you wasting the other 95%?
• Without the ability to communicate effectively and efficiently a company can never achieve success.
Alignment will fail as instructions cannot be followed, productivity suffers, and resources result in
financial loss.
• Finally employee absenteeism will rise , job quality, and employee retention will fall because
management fails to recognize worker contributions.

4. Proposals of Change
• So how do we change?
• We must view our employees differently, and learn to reward and incentivize their efforts. David
Sturt and Todd Nordstrom write “As managers and leaders it’s our job to drop the assumptions and
change our tune about how we recognize and develop employees. If we do our job right, employees
are not short-term fixtures, people primarily leave jobs for one simple reason. When employees were
asked why they quit their job, 79% reported “a lack of appreciation” as the key reason for leaving” (Ref.
3)
• So I propose the creation of the following programs and changes:
1. First encouragement on the use of the informal communication
2. Creating a “Feedforward program” in which supervisors use employee meeting times to “listen”
rather than talk.
3. Create an incentive and rewards program
4. A management and employee mentor program
5. Finally a Talent management program

5. Financials
• I estimate the initial training cost to be reasonable and upkeep to be minimal. The following is an
estimated breakdown:
 On average cost room and daily per diem per person $300
 Number of initial training persons chosen 12 (Management)
 Average cost of in-house workshop and training session $5,000 plus

6. Summary
• The issue we have covered here is the result of communication failure both in
the implementation and the creation of appropriate environment.
• The proposed remedy is to create a communication friendly environment
utilizing both informal and formal methods while integrating methods of
recognition for the employee.
• Results more effective leadership, more motivated and productive employees, a
company on the path to greatness.

7. In closing

8. References
• (Ref. 1) Valuable tips for effective communication in the workplace, LaSharnda
Beckwith, Ph.D., Published: September 27, 2016
• (Ref. 2) Business is sent back to the classroom, Vijay Govindarajan, Chris
Trimble, Financial Times [London (UK)] 08 Oct 2004: 1.
• (Ref. 3) Employee Engagement & Loyalty Statistics: The Ultimate Collection,
Brandon Carter, 12 January 2017 (Weekly updated Business Blog)
• (Ref. 4) Employees Turn to "Informal Organization" , Williams, Kathy. Strategic
Finance 89.3 (Sep 2007)