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    Take Follow-Up Actions: Assessment Task 3

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    Angie Boshell
    1) JKL Industries must develop an environment where employees can freely share feedback and ideas to build trust. 2) When communicating, avoid assumptions, be detailed, relevant, and avoid condescension. Recap discussions to ensure all parties understand. 3) Seek comprehensive feedback through open-ended questions to understand positive and negative perspectives.

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    Take Follow-Up Actions: Assessment Task 3

    Uploaded by

    Angie Boshell
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    1) JKL Industries must develop an environment where employees can freely share feedback and ideas to build trust. 2) When communicating, avoid assumptions, be detailed, relevant, and avoid condescension. Recap discussions to ensure all parties understand. 3) Seek comprehensive feedback through open-ended questions to understand positive and negative perspectives.

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    20157_BSBDLR401

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    1) JKL Industries must develop an environment where employees can freely share feedback and ideas to build trust. 2) When communicating, avoid assumptions, be detailed, relevant, and avoid condescension. Recap discussions to ensure all parties understand. 3) Seek comprehensive feedback through open-ended questions to understand positive and negative perspectives.

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    © All Rights Reserved
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    Download as docx, pdf, or txt
    35 views3 pages

    Take Follow-Up Actions: Assessment Task 3

    Uploaded by

    Angie Boshell
    1) JKL Industries must develop an environment where employees can freely share feedback and ideas to build trust. 2) When communicating, avoid assumptions, be detailed, relevant, and avoid condescension. Recap discussions to ensure all parties understand. 3) Seek comprehensive feedback through open-ended questions to understand positive and negative perspectives.

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    TAKE FOLLOW-UP ACTIONS

    Assessment task 3

    BSBLDR401

    ANGIE URQUINA
    20157
    FOLLOW-UP COMMUNICATION

    A. Respond to communication deficiencies


    JKL Industries must aim to develop an environment in which all members are invited to
    become part of a decision taken by the company and feel free to share their feedback,
    ideas and even disagreements against any specific matter with the aim of building trust
    within the employees and obtain more successful results.
    B. Clarify miscommunications
    -Is important to start ensuring that the meeting is in a location with minimal disturbances.
    -Make sure you are communicating with the attendees of the meeting in their preferred
    style while still being aware of the communication method you prefer.
    - Avoid making assumptions, be detailed and relevant in your discussions without being
    too condescending.
    - Recap before closing to make sure that both parties are on the same page when
    discussing a topic.
    C. Seek further feedback from a range of stakeholders
    The best way to achieve the most comprehensive feedback from the stakeholders merely
    is by having a conversation with them and asking them open-ended questions to give
    them a chance to develop and magnify their answers. Is Important to ask questions that
    elicit a balance of positive responses as well as potentially negative ones.
    D. Inform a stakeholder of communication activity
    A regular, emailed bulletin is an appropriate method or alternatively one-to-one briefings,
    can help to facilitate this deliver activity.
    Timing will be also important the organisation needs time to adjust to change and
    communicating early and using the right channels will help to achieve the objectives.
    Is also important the choice of spokesperson it will be much more readily accepted when
    the message is delivered by the local manager or team leader.
    E. Maintain organisational momentum for change
    -Setting a vision.
    -Clarifying your starting point
    -Promoting and marketing the “why” and “what” of it all.
    -Engaging the stakeholders to get them excited, to extract their thoughts and ideas, to
    determine their struggles that is needed to address.

    EVALUATION REPORT FOR HR GENERAL MANAGER

     Recommendation 1
    The training program would have to be added and developed to identify the employee
    needs. Technical skills training is an important component as it is the main way they will
    know how to do their jobs properly. These trainings help employees of all levels and are a
    very effective way to build an efficient, respectful and collaborative culture.

     Recommendation 2
    The content of the communication plan should be related with employee needs and it
    must be provided in different ways to the employees, it can be by open meeting or
    trainings, listening to the team members and encouraging them to open up so you can be
    prepared when communicating in the future with them.

     Recommendation 3
    It is possible that despite developing the strategies and techniques it is still a problem
    within the communication process and in this situation the best thing is to handle all these
    issues in an absolutely professional manner. Conflicts, dealing with problematic people,
    managing differences of opinions are some of such issues that can arise. So, make sure to
    handle each one of them with patience and intelligence.

    PORTFOLIO OF COMMUNICATION PLANNING DOCUMENTS


    This report provides the reflection of communication feedback and leadership performance as
    communicator. The report draws attention to JKL employee feedback toward communication
    activities which are the company newsletters via e-mail, meetings, memos and mail boxes in order
    to increase their performance in working. The methods of evaluation to follow up the results will
    include questionnaires, third party reports, and open-question for employee to answer. The
    analysis of the data collected will give and overview of the satisfaction with the communication
    channels and communicator performance of the employees.

    For this training programs will be provided and communications channel will be developed.

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