Organisation: A long "construction" communication process

I am not from the big company so called. But whenever I have my lunch, I always encountered peoples from the big company.

You see, you can somehow listening to them with tonnes of gossip and talking here and there (and I was not delighted or in a stalking mode but they are talking loud enough to let everyone heard it). Well, I am not saying that only big company will only have these kind of issue. I can say, whenever there's people, there's gossip.

It was quite disturbing to listen to such conversation, even though it has nothing to do with you. But I was thinking: What is the benefit to talk in such way? What if someone is talking at your back when you are absence? How would you feel? And I am wondering: Why don't you talk directly to the person in order to solve the problem?

You might think: Is it that easy to do that? Do you have the courage and the skill to do that? It's not easy because everyone is difference in thinking mode, style of talking and attitude but at least to try, not in quarrel form but really sit down and talk.

To me, gossiping isn't going to help the situation or solve any issue. Talking to the people directly can solve the issue, at least in the most minimum way to clear the front conflict forms between two people.

I believe, each organisation, big or small, is like a form of construction. You need everyone to build a good roof, body and even the base. Without it, what is the use of the organisation? You literally going to see the structure collapse.

Backstabbing, gossiping, and unnecessary talk just wouldn't help the organisation to grow and form into something strong to hold up a company. Communication is important over here and it's not something you can settle it overnight, whenever issue arise.

Some people choose to give up communication due to their very own reason but will it a good choice to settle the issue with someone who you have issue with it? For instance, You and your colleague can't agree about the ways to make up this proposal, how the idea should be progress etc. And you choose not to agree and so do your colleague. But both of you refuse to communicate further. This cause a submission of the proposal delayed to be sent to the boss. And what happens is that your boss call you and your colleague up for this problem, separately. You choose to backstab your colleague in order to protect your ideas and your colleague might do the same when he meets your boss on a one-on-one basis. So is this situation creates any solution for the problem? definitely not. So would it be good idea to talk to face to face to solve whatever issue you encounters?

For me, I will choose to talk to my colleague and negotiate with him on how to carry out the idea and how both of our very own idea combined into one perfect solution that can be included into the proposal. The example is not just for something like this, but when issue occurs between managers or any high rank personnel, I believe communication is still applicable in order to solve any problem or issue arise.

So in the organisation, whenever their is an issue, it's will be long communication process, and do it until everyone can be deal into a most agreeable form, discard how big or small the matter is.

Communicating until everything is clear is a must. An organisation needs long "construction" like communication in order to form teamwork, trust and sincerity between the members of a company and to structure up a good base for a healthy organisation culture to built a good company.

"Happy working and may your organisation a constructive one too."

(Original article first published in LinkedIn by Howie Ng)