Inspiring excellent employee performance and morale can reduce misunderstandings.
This must be done as increasingly the workforce is made-up of multiple generations, differing genders and backgrounds working in close proximity or long distances.
A critical path to managing in this new world is establishing open internal communications.
One obstacle is establishing the rules of communications. Without them, something that may be clear to the communicator, may be totally taken a different way by the recipient.
Companies can face major setbacks when they don’t have standard processes and channels in place for employees to give and receive feedback.
Here are some ways to integrate clear communication and feedback into your company.
Around-the-Clock Clear Communication Channels. Ask your direct reports how you are doing as a manager and what they like — and don’t like. Also provide prompt feedback to your employees to reinforce their strengths, improve weaknesses, and resolve issues soonest. Communicate in person or, if necessary, over the phone; avoid e-mail as messages can be misunderstood, misguided, or missed altogether.
Weekly One-on-One Meetings. Set-up and keep a standing date with each direct report. These informal chats will allow concerns to be addressed without interrupting the rest of your week.
Monthly or Quarterly Staff Meetings. This is a chance to share key information like management decisions and new initiatives with all employees. Make the gatherings enjoyable by beginning with a relevant story or by recognizing an employee’s recent accomplishment. Allow time for questions and provide answers. By the end of each meeting, your team should be in-the-know and have their key concerns or questions addressed.
Annual Reviews. These should be formal one-on-one sit-downs, with consistent standards measuring each employee’s performance. Reassure staff members that the goal is positive outcomes, not negative reprimands. This can be managed by having ongoing feedback, so everyone will know where they stand before annual reviews take place.
Anonymous Surveys. Surveys make it possible to assess your firm’s culture and employees’ overall happiness as well as measure employee engagement. Anonymity is key to employees feeling comfortable speaking their minds. Then share the results and trends with the entire company, and be prepared to respond to employees’ feedback.
360-Degree Reviews. You might consider for your senior employees and problem employees providing this type of input for awareness. A licensed professional should conduct 360-degree reviews, discuss feedback, and offer positive advice for improvement and progression.
Post-Mortem Debriefs. These are meetings focused on internal assessment of major projects or deals; discuss what was successful and what can be done better the next time around. These check-ins allow the firm to capture key learnings for the next big deal or project and to turn challenging issues into opportunities for improvement. Remember to accentuate both the good along with the bad.
Informal Social Outings. Whether it’s a trip to the local bowling alley or a barbeque picnic in your parking lot, get-togethers outside the office are a chance to loosen up. Limit drinking to avoid miscommunications and other problems.
State-of-the-Company Communications. While communication is better done in person, if your company is geographically dispersed a quarterly email to all staff members on the strategic direction of the organization and/or company values is a good to keep everyone in touch with the bigger picture beyond individual functions or teams.
Employee Exit Interviews. People leaving is difficult, but critical information can be gained by asking departing employees about their experiences and reasons for departure. Take employees’ comments seriously and consider well so that actions can be taken to help retain valuable employees and increase overall morale.
When a business is doing well, it is easy to overlook the need for open communication. Some experts argue this is the best time to look at the communication function. In difficult times, it is a critical examination area.
Open communication takes work but the effort can drive your company to new levels of productivity and employee happiness, while avoiding miscommunication.
JoAnn Laing's Blog 