“One thing that always frustrated me was the lack of communication between management and staff. Management would change the policy and not notify staff. Then staff members would get in trouble for not following the new policy.”

When we see people as titles and positions, it’s easy to make assumptions based on stereotypes. The lack of communication between people is frustrating and sad because relationships are the purpose and energy behind all good things. Any lack of communication is a lack of understanding, usually an unwillingness to open up to ourselves because authentic communication requires taking a risk. We risk learning something that may need to change our perspective, we may need to recognize and feel the emotional component of communication, and we may find ourselves not knowing the answer.

I assume you want practical answers to your concern, so here are some ideas for avoiding miscommunication and building relationships that enhance authentic communication. Each idea is for any employee, regardless of their formal position (management and staff) in the organizational structure.

1. Assume the best. Understand that communication is miraculous, it is not easy. Most people don’t wake up in the morning and decide they want to hurt others. Most people want to do a good job, be part of the solution, and connect with others in a meaningful way. So when you feel like someone hasn’t reached out, assume that she did or tried to and you couldn’t get the message. Ask (kindly) for the information and acknowledge that you are open to listening.

2. Walk in their shoes. Everyone has problems and challenges, even if we can’t see them. And, rarely is a job as easy as it seems from an outsider’s perspective. When you’re developing a working relationship (essential to good communication), take the time to consider the other person’s challenges, concerns, and goals. If you can’t imagine his worries, take a chance and ask them!

3. Be who you ask them to be. If you want a co-worker (that’s what all employees are regardless of title) to notify you of policy changes, let them know what you want to know, how best to send them information, and be sure to share changes and updates with them . We make a lot of assumptions about what “should” and “could” happen, but we are often unwilling to do what we ask of others.