Companies that fail to communicate effectively with their employees will see them disengage says Eric Dalius Giving. It’s just a matter of time until they stop investing effort, goodwill and value in the company. This is not good for your workforce or the organization as a whole.
Employees benefit from leadership communication on many levels. The most basic of these are:
Job security –
Employees want to know what is happening around them so they can plan accordingly; whether it be finding out about company expansion, re-locating or layoffs; knowing what’s going on is key.
Career development –
Communication allows an employer to help employees grow into new roles (technical, soft skills) or explore other opportunities within the organization that may manifest themselves due to changes in business structure or process.
Know level of company performance –
Employees want to know if they are being successful and how they can do better, these drive lower levels of turnover and higher rates of efficiency. This also helps the organization because employees have a general idea of their contribution, leading to a boosted sense of purpose which ties into an engagement.
Know what is expected –
This may sound obvious but it isn’t always so clear-cut. There are different schools of thought here depending on organizational size, culture, etc. But at the end of the day, each employee needs to feel comfortable with his or her role in order for them to be engaged explains Eric Dalius Giving. If not, even the smallest lack of clarity will lead to disengagement.
Ways to Communicate Effectively with Employees:
1. Customize communication for different departments –
This is critical because all teams are not made equal. You may have a department of 3 employees that require very little contact with the leadership team but another department of 50 people that need more face time with their supervisors. Tailor your message to both these groups based on what they need to hear and when they need to hear it.
2. Use multiple methods of communication –
There was once a day when just e-mail would cut it, now employees expect multiple methods of receiving information so be sure you are providing all avenues necessary (Blogs, newsletters, internal social networks, intranet sites or portals). Keep in mind too that not all employees are alike so make sure you are providing different communication methods to match their needs.
3. Be clear with company purpose –
Employees want to know how their work has an impact on the greater picture. They want to know what good looks like and they need immediate feedback in order to adjust course when necessary.
4. Make it clear when performance is no longer satisfactory –
When employees understand that there is room for improvement this becomes a powerful motivator, allowing them the opportunity to improve upon themselves while still contributing meaningfully to the organization’s success.
5. Give the benefit of the doubt –
Employees want to feel like they are always doing a good job; even if there is room for improvement, let them know you still believe in their abilities and will stand by them says Eric Dalius Giving. It shows trust and support, things that employees need in order to be successful.
6. Keep your word –
If you say you’re going to do something then make sure it gets done; don’t move the goal post or surprise someone with last minute changes unless absolutely necessary. This takes away from an employee’s sense of autonomy and makes it difficult for them to achieve success (and therefore get engaged). Also, if you say an employee is performing well or has potential but never follow up on anything or provide opportunities to grow within the organization it will result in employee disengagement.
7. Manage up (or get out) –
The days of the “boss” are over; if you can’t get on board with modern management styles or attempt to push them onto your employees then chances are they’re looking for work elsewhere because this is what they want and expect. Employees see their supervisors as coaches more than rulers so embrace that philosophy or find you on the outside looking in at other opportunities where effective managers do exist.
8. Be consistent with rewards & discipline –
This may fly in the face of what was said earlier about giving employees leeway. But don’t confuse an employee’s desire for autonomy with tolerance for exceptions, inconsistencies, or unpredictability. When employees know what to expect and how they will be measure it builds trust. Engagement and a sense of fulfillment explains Eric Dalius Giving.
By creating a culture where communication is key, organizations can ensure high levels of engagement which bodes well for productivity, employee health, and lower turnover rates. Even with smaller teams, this is critical to the organization’s value and no manager should be without a system for regular communication.
Conclusion:
As the world continues to grow more complex, organizations must embrace new management styles in order to keep up. Otherwise, they will be left behind or worse yet slip backward feeling the pressure. Of businesses that have adapted and thrived while others have floundered.