Organizational Benifits of Business Communication Skills

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Feedback is very important in order to give the process of workplace communication process the best effect. Feedback helps to evaluate the effectiveness of our message. It helps us to understand whether the message has been communicated properly or not. If the employer wants to maintain a good workplace communication Process within the company the he should ensure that a proper feedback process is maintained.

Unless you come to know of the reaction that your message has created within the employees of the organisation, it is not possible to take the next step. The manager must create an environment that encourages feedback. For example: after communicating a job assignment, he should ask, “Do all of you understand?” “Is that clear?”

Proper and effective workplace communication is very important in order to ensure a smooth and efficient functioning of a company. The manager of a particular department should have proper communication with his subordinates, so that he is able to keep track of what is actually going on inside his own department, otherwise it will lead to absenteeism amongst workers, lower productivity, development of grapevine networks in an organization. Proper workplace communication not only increases productivity but also creates an easier
atmosphere.

Manager should have personal contact with his subordinates.He should clearly communicate goals and policies of the organization to his subordinates and should get feedback on these goals and policies.

“Do you have any doubts?”, etc. This will ensure that whether his message is understood or not. Workplace communication can be both upward and downward. Upward communication will help the manager keep track of  employees’ job satisfaction, their feelings about other employees and also about the organisation. It will help him understand what are the measures he should take to ensure that the employees remain satisfied with their work
environment.

Downward communication is important in many ways. It helps managers to convey what are the jobs that need immediate attention by the employees, what are the various roles that has been allotted to each of them and what are the processes to be followed by them in order to achieve the maximum target within the least possible time.

Similarly we have horizontal Communication in An Organization which is also very important. It is essential that people working at same level should have effective communication amongst them so that there is co-ordination between them. Workplace communication should have clarity, should be concise and to the point. Proper use of body language is always effective. It helps to convey the thoughts and express ourselves better.

Author: Sandeep Verma

Author Bio: Sandeep  Verma is  writer at ArticlesXpert.com, This Article emphasises on workplace communication in order to achieve maximum result with proper communication in business.For any company to run smoothly with best results there needs to be proper Communication not only within the same level team but also with your seniors.

Article Source: http://www.articlealley.com/http://www.articlealley.com/organizational-benifits-of-business-communication-skills-1610107.html

 

 

 

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10 Ways to Effective Interpersonal Communication Skills

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The 21st century seems one poised to be the communication century, where the old ways fall by the way side, as true communication goes further and further toward building bridges between people, and greases the skids in the business world between coworkers, clients and managers in ways that would seem impossible even a generation ago. Don’t be left behind. Here are 10 effective ways to build your interpersonal communication skills and stay ahead of the game.

Conduct the Difficult Conversation

Shying away from necessary conflict for the sake of avoiding confrontation is a big hindrance to forging meaningful communication. Through practice you will learn the best ways to conduct the difficult conversations that need to be done.

Brevity is Better

A good and proper economy of phrasing goes a long way toward earning good will from those you wish to communicate with.

Get to the points you wish to make quickly, do not waste others’ time and mental energy on pointless “filler” conversation, and people will appreciate you.

Make Your Feedback Count

Often, the most important communication skill is learning to make the most of the small windows offered for you to give constructive feedback on something. Make the most of these opportunities.

Receive Feedback Gracefully

Likewise, a crucial skill to effective interpersonal communication is learning how to take criticism and feedback in stride, and to never take it personally. Feedback is a great way to learn what you need to focus on to perform better. Cherish the opportunity.

Mind Your Hygiene

One of the first things people notice about you is your hygiene habits.

Bathe regularly, keep a neat and tidy appearance, and mind all aspects of your personal grooming habits. It makes no sense to allow something so easy to control to derail your attempts at communication.

Dress for Success

Also, dress properly for every occasion. There is no excuse to ever be “under dressed” as it will only allow other the excuse to not take you seriously.

Learn to Self-Assess

An honest self-critique can be the most useful ability in building interpersonal communication skills that you have at your disposal. Learn how to evaluate your strengths and weaknesses.

Listen With Your Eyes

Look for the numerous non-verbal cues that will clue you in to what the other person is trying to convey to you in conversation. Pick up on the eye contact, the posture and the body language to hear the hidden conversation at play in every interaction.

Do Your Prep Work

Always be prepared for any conversation, but never fear not having a particular fact handy. It is much better to admit ignorance than to make something up.

Silence Can Sometimes Be Golden

Learning when not to speak in a conversation can be a incredibly useful skill that allows the other person room to say what they need to. Challenge yourself to be silent the next time you feel urged to argue and you’ll instantly build more effective communication skills.

Read more articles for free to help your interpersonal communication skills and sign-up to my free effective communication skills eNewsletter at towerofpower.com.au/free/

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How to Give Feedback to Manage Performance

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Author: Kate Tammemagi

Receiving feedback on your effort, your attitude or your performance is the way that you learn, improve or are motivated to maintain a good performance. Giving feedback effectively and frequently is a key requirement of the role of Manager or Supervisor. Giving and receiving feedback should be a normal part of the Leader and Team Member relationship, a process that both parties understand and accept. It is best practice for the Supervisor to begin giving feedback as part of the initial training period, and to continue this in regular performance coaching sessions throughout the employee’s career.

Positive Feedback
Positive feedback can be given any time, either in public or private. Positive feedback is where we praise a desired attitude, behaviour or performance. The effect of positive feedback is that the person is encouraged to repeat this behaviour and is also motivated to improve. It also builds self confidence and self esteem in the Team Member.

The reverse is also true! Lack of positive feedback is discouraging, demotivating and will lead to a poor performance level. The employee gets the impression that no-one cares whether they do well or not, and that their work has no value!

Giving Constructive  Feedback

The other type of feedback is Constructive Feedback, or Corrective Feedback. Again, this is essential to performance and motivation. Do not think in terms of NEGATIVE feedback as this is not a useful thought. The aim is not to point out the negative or the bad. If you do this, you will find that the person does not improve. You will find yourself saying the same things over and over again.

Giving constructive feedback is about TRAINING the other person to change or improve. If you do this well, you training is successful and will see the desired result. Giving constructive feedback is about identifying an area for improvement and working out solutions to improve or correct this. In giving the feedback, first identify the current goal or task and why this is important to the Company and to the role. Secondly, state clearly the undesirable attitude, behaviour or performance, with factual evidence. Thirdly, state the desired attitude, behaviour or performance, or better still, ask encouraging questions to help the other person make constructive suggestions. Lastly, work with them to put a strategy in place for achieving the desired goal.

Guidelines for giving Feedback Effectively

1. Understand that the feedback is primarily a training need. Be aware that you are the supervisor, and are ultimately responsible for this staff’s behaviour. This feedback is aimed at improving knowledge and behaviour.

2. The key is to talk about the behaviour, performance or attitude rather than the person.

3. Have a good working knowledge of your own learning style and the other types of learning styles. This will help you avoid the pitfall of explaining in a way only YOU would understand. Other people are not always like you!

4. Know your Team Member, their personality style and their unique learning style – Are they a visual, verbal, reading & writing, tactile? Do they have language and cultural complexities?

5. Know your own limitations – If you are giving feedback on a volatile situation, make sure you can recognize your own emotions, and are aware that you may need to calm down before feedback.

6. Give constructive feedback in private – Never give constructive feedback in a group. You would not want to receive it in front of your staff!

7. Always start with positive – When giving feedback you always start with at least two positive observations. This will start the meeting off on a positive note

8. Look at the individual – make eye contact, don’t avoid. If you do, they may question the validity of your session.

9. No apologies, do not apologize for their actions that need correction. Don’t say, “I’m sorry to tell you this, but…”

10. Give constructive feedback in an honest and diplomatic way – that is, while pinpointing the target behaviour, state the constructive measures to change the behaviour. Remember, constructive feedback is a means to improving situations by finding a solution to the problem. Give a due date for follow up. The point is to teach a new skill where there was a deficiency.

11. End with a positive – If it was a particularly lengthy/ gruesome session, interact with the staff to make sure things are ok. Be sure that you have checked in with them before you leave for the day. You want to make sure they are not going home disappointed.

12. Ask if they have any questions – if you have given a feedback session, you may not have realised that you were the only one talking for quite some time. Always give the staff the opportunity to seek further knowledge or assistance.
Kate Tammemagi specialises in Management Training in Ireland. She designs and delivers People Management Training and Customer Care Training.
Article Source: http://www.articlealley.com/how-to-give-feedback-to-manage-performance-1335512.html

About the Author: Kate Tammemagi is Trainer and Consultant in Ireland. She specialises in delivering customised Customer Service Training Courses and Leadership Development Training Courses  in businesses,  call centres and professional environments.

http://www.focustraining.ie

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