Communicating and interacting between members in the same department and between department with department is always a problem in any enterprise. Some departments which are all members communicate effectively and vice versa, some members in the department don’t want to communicate with each other.
The elicitation of Speak Up demand in a group is a hard problem but the way to elicit that not to become chatting in the working shift is even harder. We should understand the purpose of Speak Up is to improve the communication capacity in working process, from there, improve solving work, master teamwork ability and limit unnecessary conflicts in the working environment.
However, the managers should pay attention: the “Speak Up” topic can not be conveyed through several days of training. Opening the “I want to Speak Up” mind in new staff’s head is the main purpose of this training program. The most important thing we need to pay attention to is to find the way to maintain this demand in each employee, then form the “Speak Up” habit and make it become a culture in your enterprise through activities that bring people together following a specific and planned route.
Faslink is one of the units that care about Speak Up culture for staff. This is a very precious thing to the Board of managers because only when managers really care for the mental life of employees, the Speak Up culture will be applied to employees in the most complete way.
To end this blog, I would like to quote from Faslink’s BOD to better understand Faslink’s orientation to building corporate culture: “In order to each member in Faslink can build your own confidence and bravery, simultaneously fully feel 2 words: “Love” and “Responsibility” when comes to this big family. Love for the union. Responsibility for the development
Congratulation on the development and growth of Faslink team!
