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#WFH: Is Your Communication Helping?

Communication can aid or hinder perceived organizational support. These influence attitudes and behaviors. Organizations are wise to take steps to ensure that the individual perceives the organization and leadership as supportive. When individuals are adaptive and open to change and supportive relationships, this comes through in their communication. Each individual can increase the organizational perception of stability and minimize uncertainty by identifying when they and or others need assistance and support in the workplace. Augmenting communication can include feed-back mechanisms, job rotation, 360-degree evaluations, training, rewards and recognition, socialization and other forms of engagement. We want to encourage workers to openly contribute. Actively enacting in and valuing this input decreases uncertainty and supports autonomy. It improves the perceptions of the organization as providing support for and valuing the individual worker.

Sharing information is another way to increase the perspective of support in the virtual workplace. This includes information needed to get the job done but goes beyond that. It includes organization appraisals which reveal stress and strain in relation-ships. These are not individual appraisals or performance reviews. These are at an organizational level and indicate the perceived level of trust, support and comfort experienced by a group of individuals across a defined area or the entire organization. When individuals perceive organizations as sup-porting, their attitudes and performance are different than when they do not (Cullen, 2014).

Worker perspectives provide an alternative point of view to the formulated opinions of management. This can create an avenue for open dialogue and positive change experiences. The perceptions an individual has of an organization influence job satisfaction and performance. Perceived support encourages workers to participate. They provide in-put to improve the workplace. Sharing organizations expect workers to maintain a positive job attitude and high performance. These organizations supply the necessary resources and training for them to learn new skills and procedures. Job satisfaction and employee performance can be directly linked to the ability to reach objectives and goals.

Virtual workers form positive impressions to the extent that the organization values them as individuals. The development a sharing and safe environment benefits both the individual and the organization. When employees feel that the organization is sharing, their social and emotional needs are met. When workers feel supported, they are more likely to have high job satisfaction, lower turnover and positive job attitudes. If their ideas are included it affects their disposition and interactions. These then influence others in the workplace. They set the tone for either success of failure. There is no question that working virtually is not right for every individual. The ability to work with autonomy, be adaptable and communicate clearly are part of being successful. Flexibility and adaptability go a long way to help the individual but the organization also has a role to play.

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