Communication is the key to manage the translation company (1)
发表时间:2015/08/12 00:00:00 浏览次数:1501
Today Eging Translation Solution would like to share with all of you about the management of translaiton agency.
Communication is King
I have covered respect and empowering employees by trusting them. Another key tool in empowering employees is providing them with access to as much information as possible. I have read about total participation management and am fascinated by it. In such companies, salaries and compensation packages are made public and employees work together to define goals and everyone shares in the success of the company. At Eging we haven’t gotten that far yet, but we do try to give employees as much information about what’s going on as possible. We regularly provide financial information, both revenue and profit. We give constant updates on our strategies and our success in achieving our goals. We inform people about any important changes or decisions that are being made in the company. If there are any new initiatives, we publish information about them. Information can be passed on in many different ways in organizations. Often the grapevine and other gossip channels are king. The way we look at it is that it’s best if we control the information channel rather than counting on channels that sometimes skew the message.
As a result, one of our most successful initiatives has been the introduction of a company blog. We have really developed a culture where employees in the company read news on the blog. This allows us to present information to all employees at the same time without taking up time to have huge company meetings. Some of the information that is passed on is not operation critical. Sometimes it can be minor, such as changes to the lunch ordering policy. However, we also use this tool to pass on key information. We feel that employees at Argos are really well informed about what is going on. That helps in terms of both motivation and empowerment.
Another key element of empowering employees is encouraging them to come to us with their problems, ideas and concerns. We want them to be innovative and, at the end of the day, we really want them to help us run and manage the company. In order to achieve this, we need to give them access and opportunities to talk to their managers and to me. We want to create direct channels of communication.
We have an open door policy at Argos and we have different ways of providing employees with direct communication channels. First, employees are encouraged by their managers to come to them at any time with ideas, problems — anything at all. In addition, we have a component in our appraisal system that is designed to enhance communication. After an employee is appraised by his/her manager I receive a summary of the appraisal and I have a 15-30 minute meeting with every single employee in the company. Argos is not a big company, but we do employ over 80 full time employees. I am sure some of you reading this must be thinking I am completely nuts to spend so much time annually on an additional post-appraisal meeting that doesn’t really add any value to the appraisal process.
I truly believe that these short post appraisal meetings (we call them briefs) are valuable for a number of reasons. First of all, it allows me to stay in touch with reality. I think it’s very valuable for me, as the CEO, to listen to and understand the problems and issues that employees are facing in their everyday work. It keeps me grounded. In addition, it provides employees a valuable communication channel. In those meetings, I am often pushing and pressing for ideas on how we can improve our business or I am trying to understand how the company can be run better. Often I get very valuable ideas from such meetings.
Yes, it’s true that it takes time to meet every single employee for a conversation like this once a year, but I think it’s worth it. It also takes time to write blog posts and to work on communication and developing trust and respect amongst employees. Still, I believe such efforts are worthwhile. The result is that employees feel like they can make a difference in the company and, it’s true, they can! If you achieve this then everyone benefits!
Its not easy to build a championship team. It takes time, patience and hard work, but a manager’s performance really is only as good as his/her team.
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