Part 1: Post A Response Managers Spend 13% Of Their Time Com

Part 1 Post A Responsemanagers Spend 13 Of Their Time Communicating

Managers spend one-third of their time communicating within organizations, transferring and understanding information through various mediums such as face-to-face meetings, emails, written letters, and telephone calls. The choice of communication medium can significantly influence message clarity, trust, and credibility among employees, especially when conveying sensitive or critical information.

Assuming the role of a manager, I will analyze how to communicate four specific messages to employees, including the rationale behind choosing each medium and its impact on trust and credibility.

Paper For Above instruction

1. The CEO abruptly resigns after the news media reported that the CEO embezzles millions of dollars.

For this urgent and potentially damaging announcement, I would choose a company-wide email combined with a subsequent face-to-face or virtual town hall meeting. The email allows rapid dissemination of the core facts to all employees simultaneously, ensuring that everyone receives consistent information promptly. The town hall facilitates direct communication, providing employees with a platform to ask questions and express concerns. This approach enhances transparency, showing that leadership is committed to openness, which strengthens trust and credibility during a crisis.

The use of email guarantees speed and broad reach, crucial in handling a sudden crisis. Complementing that with interactive meetings demonstrates accountability and a willingness to address employee anxieties, thereby bolstering trust. Clear, consistent communication during such incidents minimizes rumors and misinformation, maintaining organizational credibility.

2. A plan to relocate the company.

Relocation plans should be communicated via face-to-face meetings or video conferences, especially if the move significantly impacts employees’ daily routines. In larger organizations, departmental meetings or town halls can effectively inform affected teams. Personal interactions demonstrate respect and consideration, fostering trust and minimizing resistance or unrest.

Follow-up updates can be shared through emails or internal newsletters to keep everyone informed as plans develop. This multi-channel approach ensures transparency and ongoing engagement, which are critical in maintaining credibility and reducing uncertainty about the move.

3. The death of an employee.

This highly sensitive message should be delivered face-to-face to the employee's immediate team or department, providing a personal and compassionate context. For the broader organization, a carefully worded email or memo can communicate condolences and notify staff respectfully, preserving confidentiality and dignity.

Personal communication demonstrates empathy, fostering trust and showing that the organization values its employees’ well-being. Public condolences or memorial messages should be shared with sensitivity, reinforcing organizational support and credibility in times of grief.

4. The reassignment of one division to a new location.

This operational change should be communicated directly to the affected division via face-to-face meetings or video calls. Providing comprehensive information and addressing concerns in real time strengthens trust and demonstrates leadership’s commitment to transparency. Additional updates can be distributed through emails or memos as the relocation progresses, keeping employees informed and involved throughout the process.

In summary, choosing the appropriate communication medium based on message sensitivity and urgency can significantly impact organizational trust and credibility. Sensitive issues warrant personal, direct communication to demonstrate empathy and transparency, whereas routine or less sensitive updates can be conveyed through written or electronic channels to ensure speed and consistency.

References

• Argenti, P. A. (2013). Corporate Communication (6th ed.). McGraw-Hill Education.
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