Articles tagged "Communication in the Workplace"
Managers know they're supposed to communicate, communicate, communicate. In fact, managers are often told to "over-communicate." That's great advice - in general. However, where many managers run a muck, is they confuse over-communicating with talking too much.
Over-communicating simply means you communicate the same, clear, concise message over and over again so every employee who needs to hear it and understand it - does. In fact, your employees know the message, can recite the message, and probably dream about the message because they've heard it so many times. However, as a result, there is no confusion in any one's mind what the goal is, what the standards are, what the plan is, or whatever it is you have been communicating clearly and consistently. As a result, everyone is positioned to support the same message.
Talking too much, on the other hand, is simply using too many words, in too many various ways, to try to convey your idea, plan, or goal. When you talk too much, you often:
- Overwhelm your employees with too much information
- Confuse your employees with the variety of words, styles, and messages you've shared
- Create chaos as every employee will interpret each version of your message differently and therefore pursue different objectives
- Bore your employees with all of your blah, blah, blah, so they simply tune you out
If you believe or know you need to communicate more with your employees, congratulations. That's one step towards stronger leadership. However, before you start communicating, communicating, communicating, determine clearly what it is you need your employees to hear and understand. Then determine: What is the most basic, clear way to communicate that idea to your employees to minimize confusion, as you gain their understanding and support?
It's fine to be accused of being a manager who over-communicates. When you earn that moniker, every employee knows his or her responsibilities and is better positioned to do them to support the message you've conveyed. When you're accused of being a manager who talks too much, your employees tend to sigh and tune you out as soon as they see you open your mouth. So please, stop and think before you open your mouth. Communicate, communicate, communicate. Stop the blah, blah, blah.
Copyright MMX - Liz Weber, CMC, CSP - Weber Business Services, LLC – www.WBSLLC.com +1.717.597.8890
Liz supports clients with strategic and succession planning, as well as leadership training and executive coaching. Learn more about me on LinkedIn!
Hallelujah! After weeks, if not months, of diligent searching, resume and LinkedIn profile reviews, phone interviews, and then multi-stage in-person and team interviews, you’ve hired THE right person for your team. Kayla’s got the skills, experience, credentials, references, work ethic, communication skills, team skills, and personality you need. She’s got ‘it’! Every team member, client and vendor who has interacted with her these past few weeks loves her. They’ve been impressed with Kayla’s abilities, intrigued by her thought processes, and grateful for her work and team contributions. You finally feel as if a huge weight has been lifted. You’ve finally found the right team member who will help propel your team forward. Or have you… Something is gnawing at you. Even though Kayla has ‘it’, you’re not sure she’s a ‘fit’. Wait! What? How could a team member who seems perfect for your team, your organization, the job, and the clients, not be a good fit for your organization?
What does it feel like when you walk next to team members as you enter your building? What is your team’s energy level when you log onto a team video call or walk into a team meeting? As you pass others in the hallway, overhear conversations, and observe your team members perform their work, do they look and act excited and energized, or do they look tired, frustrated, or numb? Your team members’ view of their individual and collective work sets the tone for your entire organization, and it establishes how productive or unproductive your organization will or won’t be.
Being able to communicate clearly is a skill essential to any leader. That’s no surprise. Clear hand-off communication is imperative when transferring a strategic initiative to a new project team. It’s a must for business owners and CEOs when articulating strategies for company-wide enhancements. In addition, a 2016 study by Korn Ferry found organizations that were able to achieve a high level of engagement with their employees realized 4.5 times greater revenue growth than those with the lowest-engaged employees. A key factor in engagement is clear communication from leadership. Engaged employees are connected to the company. They understand their roles. They understand what is expected of them. And, they feel as if they’re understood and valued as individuals. So besides simply telling your employees what they need to do and how they fit in, what are you doing to ensure you are communicating with them in ways that resonate with them individually?
I speak, consult, and coach on leadership so I don't typically comment on awards shows. I also don't typically comment on awards shows because, honestly, I can't stand to watch most of them. I typically only make it through the first award or two and by then I'm tired of the glam, glitz, platitudes, and rambling political or activist comments of the winners. So, I leave the room or turn the channel.