Organizations often have to deal with internal rumors. Maybe it’s the staff that think they’ve heard about the possibility of a leadership change or a facility relocation or a reorganization or layoffs or changes in wages or benefits.
Rumors are typically negative, often foreshadowing something that could happen down the road that people don’t want to happen. The negativity of these rumors can start to eat away at the framework of an organization’s culture, just like thousands of tiny termites eating away at the foundation of a home.
If these rumors are not dealt with, then their negative impact will grow and grow and grow to the point that the culture suffers, the productivity suffers, the service suffers, the internal relationships and the work environment suffer, and – in the end – the customer will suffer, too.
To make sure that rumors are identified quickly and acted on, and to make sure that leadership has a strong ongoing understanding about what’s going on at the staff level, one thing organizations can do is to implement an ongoing system of taking the employee pulse. These are typically very short but very frequent and ongoing surveys that focus on several key questions that are high-level indicators of employee satisfaction and morale.
If leaders want to make sure that they have some good, objective data telling them the direction of their employees’ satisfaction and morale, they need to proactively seek it on an ongoing basis (at least monthly in most organizations).
To make sure that the foundation and core of your organization are not slowly but surely being eaten away by rumors and a negative internal work environment, make sure you’re getting frequent and objective feedback from your employees.
Continually take the pulse of your people.
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