What do you do if communication breakdowns hinder successful delegation in library services?

This assertion is true to a greater extent open dialogue efforts with everyone on board allows the dissemination of information to all with no distortion of other important information. Having other people's views gives a sense of belonging and you feel you are part of the team to make all things run smoothly.Individualism or centralised power may cause communication breakdown as one will be giving out instructions which might cause commotion in the workplace.

This assertion is true to a greater extent open dialogue efforts with everyone on board allows the dissemination of information to all with no distortion of other important information. Having other people's views gives a sense of belonging and you feel you are part of the team to make all things run smoothly.Individualism or centralised power may cause communication breakdown as one will be giving out instructions which might causes commotion in the workplace.

Training happens formally and informally within a library setting. The formal training sessions can include anything from the onboarding experience that offers orientations to new employees, to one-on-one and small group sessions that may happen on the spur of the moment. If a communication breakdown occurs that could harm staff morale or affect the success of the operation, any training sessions put into place to address this matter should be developed carefully, with documentation of what was covered. This becomes even more important if there is an employee poisoning the well for others. Is the communication problem due to a new policy or way of doing things? Are there underlying issues that have festered and that need to be addressed?

By its very nature, communication is not a one-way process. Even if a supervisor takes the lead on addressing how the breakdown is affecting the delegation structure and/or policies in place, feedback should be encouraged from all affected parties. Depending on the nature of the communication breakdown, this may be addressed in an all-straff meeting, retreat, smaller groups, departmental meetings, or on an individual basis. However it is handled, those facilitating the conversation should carefully review policies (and possibly consult with the personnel office) before proceeding. Encourage feedback. Explain that it should be done in a respectful manner, but also should address the concerns an individual has about the circumstances.

Technology may play a role in tracking progress or in documenting meetings and steps taken, but it should be used very cautiously as the tool to address the issue, at least initially. Imagine being an employee in a hostile environment. Then, you get a recorded message and impersonal email from the human resources office about a communication matter. If that is a plan for incorporating technology, it's not a very good one! Technology may be very helpful in documenting meetings, tracking progress, compiling responses, and evaluating outcomes. Think of it as a tool to help improve a smooth delegation process, rather that the only solution to improve the communication breakdown. Be aware that employees may have varying technical skills.