How to make cross department communication more ef

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How to make cross department communication more effective

now many enterprises tend to be flat, making cross department communication more frequent. Departments have equal status, and there is no superior subordinate relationship, so it should be easier to communicate. But the reality is that the cost of coordination between departments is quite high. This communication cost not only exists in large-scale groups in Beijing, Shanghai and Guangzhou, which are mainly composed of "ghost fishing gear", but also plagues small and medium-sized companies

many things are not complicated, but the communication between them is not smooth, so that it is necessary to move out of the boss, even the boss's boss to coordinate. I went around in a big circle and took a long detour, which delayed his precious time. As the saying goes, wasting time is a waste of money, which is actually a high communication cost. There is a saying that is very direct. Moving out of the boss to coordinate is that you, me and him are unable to communicate. Effective communication can save everyone's time and avoid occupying the boss's time

then, what is the reason for the high cost of cross department communication? There may be three reasons: first, functional departments fail to effectively integrate their goals under the organizational goals - although their goals seem to be impeccable, they all act on their own. If department a makes concessions on something, which is beneficial to department B and the organization as a whole, but unfavorable to department a, cross departmental communication is not easy to coordinate. 2、 Due to different departments, people inevitably have differences in cognition. If we add factors such as the unequal information of communicating the low price of the frequency converter and the failure to give timely feedback, it will lead to different purposes or expected results. 3、 The cultural atmosphere advocated and formed by the organization and the way employees interact determine the difference in communication efficiency

in the company, employees and middle-level executives spend about 40% - 50% of their working time on internal communication, while for senior executives, this ratio will be higher. If it is still a stronger sealing performance, how can we improve the operational efficiency of cross departmental communication within the company

first, effective integration of departmental goals

it is an indisputable fact that there must be departmental interests and small group interests when there is a department. Although everyone knows in theory that we should abandon the interests of small groups and consider the problem from the whole company; However, once the interests of the company infringe on the interests of the Department, the Department will generally consciously or unconsciously safeguard the interests of the Department, rather than simply sacrificing the interests of small groups first. This is caused by human self-interest nature; Even if the department manager doesn't want to do so, he has to do so under the pressure of the Department's grass-roots employees. The root of this problem lies in the inconsistency of their interests, or the inconsistency of their goals

to this end, we should integrate the departmental goals that work independently, so that each goal of the Department is concentric with the overall goal of the organization. For example, many large enterprises adopt the internal calculation basis when setting budget targets for departments; This is convenient for assessment, but obviously this internal calculation basis is not market-oriented, that is, the budget objectives of departments are not market-oriented, but enterprises are market-oriented, and their directions are obviously inconsistent. The inconsistent direction of the baton set by such enterprises directly leads to the inconsistent ideas of departments and enterprises, "different aspirations, different strategies", so communication is difficult to sustain

second, empathy

in the process of communication, mutual understanding and empathy are very important. For a department manager, empathy means that he should know more about the business operations of other departments, think more from the perspective of other departments, and understand the difficulties of other departments. Only in this way can communication be unlimited. When other departments do not cooperate with your work, you should review yourself and look at the problem from the perspective of the other party, instead of complaining blindly

then, what can enterprises do for employees' transposition thinking? First of all, we can formulate some systems to create some conditions for employees to communicate across departments, or set up cross department project teams to work. However, the most common and effective way is to implement job rotation or part-time work with each other! The 80/20 rule tells us that 80% of the information exchange and communication within the company takes place between 20% of the personnel, and the directors and secretaries of various departments are the "key minority" of the internal communication of the company. Therefore, we should encourage job rotation, ask people with business backgrounds to act as the supervisors of the support department, and ask the supervisors of the upper and lower processes of the business chain to exchange. This can not only enable employees to learn a variety of knowledge and plan their career well, but also enable employees of all departments to think from a higher position perspective, so that the spirit of teamwork can be brought into play

third, pay attention to informal communication

there are formal communication and informal communication in the internal communication of the enterprise. Formal communication is very common and is often used in cross department communication, such as meeting communication. However, we should pay attention to the sensitive issues that need to be communicated between departments. It is best to solve them privately before the meeting. If it is necessary to discuss them at the meeting, we should also communicate first. In addition, the communication and discussion at the meeting should focus on solving problems as much as possible, rather than blaming each other and digging into each other's toes

department managers should often "visit" and have more interviews with communication objects. At present, the departments of many enterprises are managed in blocks, each of which is a block. Department managers rarely "exchange visits", and the most commonly used communication is communication. For interviews, many people will say, "I'm too busy with my business. How can I come to visit and chat?" Who knows, face-to-face communication, with the help of rich expressions, can express more accurately, can greatly reduce information distortion, and can also enhance the feelings and understanding between departments

complaint communication should be avoided. If you find a problem in a relevant department, you'd better coordinate and solve it with the person in the relevant department. You can't simply and directly send the problem to the Department Manager, let alone the supervisor of the Department Manager. Otherwise, to do so, for this person, it is a "complaint"; Even if the boss intervenes to solve this problem, the communication and coordination in the future may be more troublesome

fourth, adhere to the follow-up

an important principle of cross departmental communication is never too troublesome. Don't think it's all right after the meeting, sending a document and writing a report. You should keep in touch at any time afterwards, take the initiative to understand the work progress of other departments and master the latest situation. Don't passively wait for the other party to tell you that the problem has occurred, but actively and continuously communicate to prevent the occurrence of the problem

many people often complain: "how can things happen

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