It is extremely important to address these feelings in order to obtain employee buy-in. You may be very uncomfortable doing this. A powerful way to accomplish employee buy-in is through communication between you and your employees when first developing work unit goals, objectives, and measures. The Results Act promotes the articulation of goals, objectives, and performance measures down through the organization. However, employees at different levels of the organization communicate from different perspectives and time frames.
Middle managers have a less broad view and often translate information into one-year time frames.
Employees at lower levels concentrate on daily, or even hourly, tasks. More critically, recent downsizing and increased manager-employee ratios strongly test organizational communication. Managers often believe that technology will solve communication problems, but it will not. Additionally, there is an over-reliance on technology to reach more folks quickly and efficiently. But often, information overload occurs, and employees discard much of the data.