- Do you agree that each subordinate has his/her own target and continuous responsibility to come to the agreeable standard of achievement?
- Do you know the contribution of each member of your team and encourage the other members to do the same?
- In term of success, do you acknowledge and encourage further success?
- In term of failure, do you identify what the problem is and give constructive guidance for the next success?
- Do you delegate more?
- Do you give more freedom to your team to act as individuals?
- Do you show them your trust or control them unnecessarily?
- Do you give them appropriate training to update their knowledge and skill?
- Do you encourage each of your team to develop their maximum potential?
- Do you evaluate their achievement and discuss with them openly?
- Do you compensate their contribution with monetary value?
- Do you spend enough time to talk, listen to each of them so that you know exactly that they are unique individuals?
- Do you know the needs and wants of each member of your team?
- Do you give regular briefing so that each member follow the on going problems and issues and future plan?
- Do you know that internal communication is one of the most fundamental factors for building external relationship?
Check this out, how respondents (N=126) receive information and value the internal information in a public service company. (Ananto, 2003)
|Detailed job description||72%|
|Strategy to handle job||52%|
|Quality of Information||%|
|Employees can speak openly in this co.||64%|
|I can speak openly with anybody||72%|
|I receive info directly from my supervisor||68%|
|I receive info from my colleagues||92%|
|I know about my personal social welfare||64%|
|I know about the future plan of this co.||72%|
|I know about procedural changes||68%|
|I know the benefits of my work||88%|
|I know about my future career||28%|