The Open Door: “It’s All About Me” (stuff you already know)

The Open Door: “It’s All About Me” (stuff you already know)

By: David Van Rossum

                How many times have you been told to know your audience? It is cliché, yet it is probably one of the best adages to follow when you are communicating, especially to a small group or one to one. Perhaps the most important thing to keep in mind is how your information affects the person or people you are talking to. Good companies have employees that truly want to be part of the success the firm may be enjoying.   Everyone wants to be acknowledged and rewarded. Continued employment is certainly important in today’s economy but another way to make sure you are acknowledging those that work for you is to think about how the message you are conveying will be received.  Most people don’t say it out loud and many people would like to think it not true, but it is natural to have a “me first” mentality. That isn’t really a bad thing and, if you recognize that idea, it is much easier to get in sync with your employees and other business relationships.

 Imagining that you are in your audience’s shoes is a good way to move forward. Oh yeah, and be honest! Companies have always fretted over incentive plans designed to reward good work and let employees share in overall success. If these plans are well thought out, articulated clearly, and administered fairly then they have addressed the issue of communicating to an employee what to expect given certain outcomes. Performance reviews are designed to accomplish the same goal. Day to day conversations with individuals are often the most difficult. I have always encouraged people to seek information honestly starting with the premise, “what does that mean for me? “ I believe it is important to answer that question to the best of your ability. Don’t wrongly assume that your employee processes the news (good or bad) that you convey the same way you do, or the way you intend them to. For example, if you tell someone that the company had a record month, they may or may not be wondering if that means some sort of reward is coming to them. Your intention is merely to share good news. If your employee isn’t comfortable asking how that affects their job or pay or you don’t address the news from their point of view, you could experience a disconnection.  Recognizing their contributions to the record month should be included in your delivery at the very least.

                Your employees, even the most loyal, are generally interested in their situation first and the company second. This doesn’t make them greedy and it doesn’t mean that they aren’t “company men” or “company women”. This doesn’t mean that they wouldn’t sacrifice for fellow employees or the company.  It does mean that they care more about themselves than they do you. That’s ok. Recognize that fact, embrace it, communicate with it in mind and you will spawn more meaningful conversations.