There is no one single way to accommodate every team member’s communication style. Offer Multiple Options And Let Employees Choose Their Preferred Approach Making small accommodations for those who need them can go a long way toward building morale and creating a more inclusive workplace culture. One of my employees has a speech impediment and finds he’s less anxious when he can send me status updates and reports via email or Slack rather than a phone call. Make Small, Inclusive Accommodations For Those Who Need Them Give managers the time, and they’ll take care of the rest. Leaders need to recognize that managing people takes time and that expecting their managers to do this effectively along with a surge of other tasks is unsustainable. Give Managers The Time Needed To Effectively Manage And CommunicateĮveryone focuses on the tools or technology required for communication, but for it to be truly effective, a more mundane aspect is needed: time. Raghunath Koduvayur, IQM Quantum Computersĩ. All leaders are also responsible for informal check-ins. The only requirement is that feedback should be a continuous process. Within my organization, we’ve empowered leaders to determine their own team cadence, communication tools and styles, and feedback methods. Leaders should enable an environment where multiple processes can co-exist, rather than imposing one companywide tool. Enable Environments Where Multiple Communication Methods Can Co-Exist It’s important to define those differences from the start. Everyone learns and retains information differently. It’s as simple as leaders and managers asking new employees about their preferences regarding which communication formats they best consume and respond to-email, phone, in-person, text and so on-and then sharing their own preferences. Define New Employees’ Communication Preferences At OnboardingĬommunication style preferences should always be a component of every new employee’s onboarding process. However, when less formal, more day-to-day communication happens, it is great to find the ways that are most effective and work to optimize them. In some cases, we have to dictate how communication is handled with those we manage. Test, Validate And Optimize Daily Internal CommunicationsĪsk, test and validate! As we seek to improve response and engagement rates and build communities with external audiences, we can’t forget our internal communities. Is it via Slack, email, video or phone call, or text? As communications leaders, we need to lead the way by providing as much information as possible, or at least a timeline of when more will be provided. Ask your manager how and when they want to receive communications, and share with your team how you like and expect to be communicated with. Ask People How They Want And Expect To Be Communicated With Kenneth Harris, Consultwebsįorbes Communications Council is an invitation-only community for executives in successful public relations, media strategy, creative and advertising agencies. When you stop thinking of it as a personality test and use it primarily to understand how individuals prefer to communicate, it becomes a tool to help employees and managers anticipate and “lean in” to their co-workers’ communication styles. Try implementing a communications style guide based on the results of a DISC personality assessment or something similar. Understanding is the pathway to clear communication. Use Personality Assessments To Create A Communications Style Guide
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