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Tagged with: Employee Communication,
Positive Employee Relations
A manager tells a baby boomer employee, “I need you to work on this new project. I’m confident you can figure out what needs to be done,” and walks off. The manager doesn’t give the employee any of the tools needed to do the job properly nor does he explain why the project is important. In another department, a manager sends a millennial employee multiple texts that say, “I’ve been meaning to discuss your future with the company,” and the conversation never takes place.
The first employee feels taken for granted and hopes the work can be completed to the management’s liking. She wants, and needs, goals and feedback as work progresses, but at her stage of life she is not interested in career advancement. The millennial believes the manager is uncomfortable giving feedback and uninterested in the employee’s career plans. He is now looking for a new job.
Much emphasis is placed on developing effective (aka the “right”) communication in the workplace, but do your leaders understand the implications of ineffective communication? A decade ago, the workforce primarily consisted of two generations. Today there are usually three or four, and millennials in particular are driving changes in workplace communication. However, you shouldn’t ignore the fact that each generation has a preferred communication style. Many managers continue to rely on one communication style, acceptable 10-20 years ago, and find themselves questioning high employee turnover rates.
The ability of organizational leaders to communicate with employees in the style they prefer, and in a way that meets their expectations, is key to developing engaged employees. For example, millennials like social media, texts, video and other digital-based communications. They appreciate honest and regular feedback, productive training, collaboration and leaders who respond to their input in some manner.
The “right” conversation isn’t always held face to face, but all interactions across communication channels need to have positive qualities. The right conversations cross generations because they’re “tools” that add to the employee’s understanding of the company mission, the employee’s role in achieving that mission and the value he or she delivers. Engaging leadership conversations embrace employee training and development, insights and ideas, and personal goals. They promote a workforce ‘community,’ and are transparent and sincere.
Gallup conducts numerous surveys on employee engagement, and for good reasons. Employee engagement percentages remain stubbornly low, approximately 33 percent. Measuring engagement levels is not enough. In the technology age, overwhelmed leaders often rely on metrics as a wall to hide behind rather than directly engaging employees. Engagement survey results and other metrics cannot replace regular communication, feedback or training. The numbers may indicate progress or a lack of progress, but a good employee engagement program includes ongoing conversations between your leaders and employees, and managers need the appropriate learning to conduct productive, regular conversations.
A writer in the Harvard Business Review suggests that employee complaints concerning poor communication in the workplace are often symptomatic of a larger, deeper problem. In the article’s example, complaining employees were actually communicating in the workplace, but the real problem was uncertainty about their job responsibilities. Human Resources wasn’t making job responsibilities clear. Leaders trained in effective communication would have examined and uncovered the real issues by engaging employees. This applies to union-proofing your business, too. Employees will inevitably turn to other sources if managers don’t understand and correct larger organizational problems.
The right communication is a linkage between employers and employees, and that can be in person and via video, websites and interactive eLearning that help companies orient, train, inform, educate and connect with employees. In fact, Gallup found that employees who were most engaged had some form of communication with their managers every day. Leaders who use a mix of phone, in-person and digital communication are the most successful in engaging employees of all generations.
With over 25 years in the industry, and now as IRI's Director of Business Development, Jennifer has gained a unique perspective on what it takes to build a culture of engagement. By blending a deep understanding of labor and employee relations with powerful digital marketing knowledge, Jennifer has helped thousands of companies achieve behavioral change at a cultural level.