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But by passing along a few tips, human resources can help supervisors become better communicators and, in the process, improve the flow of information, enhance teamwork, ensure accountability, and make sure everyone understands a consistent message. Kernan says effective workplace communication should be interactive, informative, positive, and productive. Effective communicators also need to stay positive because communicating is more than just conveying a message.
Unfortunately, the workplace can present obstacles to communication, such as when the message gets passed from person to person and gets distorted along the way or when workers receive so many messages that they can’t absorb them all at once.
Kernan says HR professionals can help supervisors and managers by passing along the following tips on how to focus a message. Most people dread criticizing workers or delivering bad news, but those tasks come with the job. Communicating bad news can be a challenge, but with the right approach, the message is likely to be accepted even if it’s not welcomed, Kernan says. Kernan offers the following ideas to overcoming resistance to the message being communicated.
Employee Engagement and Retention, Employee Morale, Employee Retention, HR Strategy, Supervisor Training . Provides a step by step approach for managing your time and life in a more balanced and effective way. Get answers to the key questions managers ask about how to manage their time more effectively. This 30 page workbook gives you the knowledge and tools you need to manage the people aspect of your change project successfully. For a comprehensive step by step approach to building your management skills, download our Essential Management Skills Workbook Collection.
All employees should receive some form of regular, one to one communication with their manager, whether it is through a formal meeting or an informal chat in the canteen.Employees should be given time to prepare out of courtesy and to promote a two - way discussion. Discuss progress over the past week, what lies ahead, and use the opportunity to give positive feedback and improve morale.Again this can be a formal meeting, or a less formal, stand up gathering.
This is a way of passing information from the top of the business down to all employees, and allowing employees to send feedback to the top management.To work, the whole process needs to be completed within a short timeframe, for example 48 hours.
Encourage communication across departments and functions by creating teams to work on projects such as identifying cost savings. These are a novel way for employees to see what goes on in other parts of the business, as well as giving them the opportunity to invite family and friends. Get into the habit of documenting action items and who is responsible for completing them at the end of meetings. Engaging our own employees and those of our clients is at the heart of everything we do at Reward Gateway.
We help employers around the world to connect with their staff using great employee benefits, reward systems and communications. At Reward Gateway, we understand that having strong culture and values has a huge impact on driving successful businesses, and ita€™s something wea€™re very passionate about. Here at Reward Gateway we know that leadership has nothing to do with titles and fame, nothing to do with personal attributes and ego stroking, nothing to do with hierarchy and applause. If you're trying to get a message out - a new technology, open enrollment, legal issues - you're bound to be up against a lot of competition (and clutter). Struggling to keep your to-do lists organized, your Post-Its color-coded and your calendar up to date? Working life is moving faster, placing higher demands on our people and our businesses to keep up. With this neverending list of demands on our time and resources, ita€™s unsurprising that promoting our employee perks often ends up at the bottom of the pile.
In my last blog I talked about how important it was to set objectives, and in this blog Ia€™m going to take it one step further and give you some tips on how to write your objectives.
Have you ever started a communications campaign and realised that you werena€™t exactly sure what you were trying to achieve? So youa€™ve taken the first step, and asked the a€?righta€™ people the a€?righta€™ questions. When you want to have an effective workplace communication you need to measure the communication. Measuring the messagesIn the same way you ask question regarding the messages that are sent in the channels. Go about gathering the data in the same way as you did with the channels and calculate the average values for each message and question. Lack of clarity can be another blow to effective communication since the message people hear may not be what the communicator intended. Communicators should deliver bad news face to face so they can hear the other person’s concern and deal with questions.



The most effective communicators anticipate resistance as they are organizing their thoughts and putting together their message. Even in the face of strong disagreement, showing respect for someone else’s point of view opens the doors for a meaningful dialogue. That lets the audience know they’ve been heard and it diminishes the negative impact of their resistance. Provide training, a business update and a chance to build relationships in a social setting. Distribute this information as required; it may save someone having to attend the meeting purely for information purposes. We believe that happier, engaged employees make better decisions, work harder for their customers, and innovate more for their organisation.
Ita€™s never been more important to provide employee benefits programs that work and engage their staff on a human level.
At Reward Gateway wea€™re really interested in seeing how company wellness initiatives evolve over the coming years, and what the concept of employee wellness means to different organisations. At Reward Gateway, we understand that you only get great uptake to the employee benefits you offer if you communicate in the right way to your employees. Our own culture and values are the foundation of everything we do because we realise that ita€™s only when your employees are bought in that you can have a truly engaged workforce. But when the message comes from a Champion, people are more likely to listen up and take action.
Whether big or small, local or global, each organisation has its own intricacies and complex dynamics to navigate. And not just any objectives, but ones that will help you drive and manage your communications campaign. You get so wrapped up in the a€?doinga€™ that you dona€™t spend time thinking about the a€?WHYa€™. And now youa€™re likely staring at a worksheet full of numbers and comments, and trying to make some sense of it. From financial wellness, to reward & recognition, total rewards, benefits unification, and every thing in between, whatever your engagement challenge, wea€™ve got you covered. We are communicating a message at every stage, not necessarily verbally, it can be written or even through our gestures.Your communication skills at your workplace defines the rate of advancement of your learning curve too. The channel matrix and the message matrix are quantitative research that you can use when you want to measure the effectiveness of your communication. For each channel you want to find the average value on both questions, and then you plot the channels in to a channel matrix as shown in this illustration. The messages indicate what you or your organisation communicates to your employees and is very important to measure. Plot the messages into the message matrix for analysis of how effective workplace communication you have. The optimal way to have a really good basis for effective workplace communication would be if you also made some interviews to get some background information for the channels and the messages.
For example, if someone is expected to take action, the communicator should make sure to say so.
You can get useful information from employees who may not otherwise be involved and it is another effective workplace communication method. This is great for breaking down barriers between departments and building better communication in the workplace. Suggest that employees only check their email at certain times of the day, so that it isn't a constant source of interruption and time wasting.
As a business owner, HR or Benefits manager, you want to be confident that you are providing the best employee benefits, so that the engagement within your company is the best it can possibly be.
We believe that employee wellbeing is not just being physically healthy, but happy and financially stable too.
With more than 1,000 global clients, Reward Gateway has more experience than anyone else in getting the message out to different workforce demographics, whatever your industry, employee split or company size.
Having a strong employee culture that your staff identify with you as a company, and each individual works with you towards a shared goal. Ita€™s about problem-solving, and getting more out of our people so that they believe in themselves and achieve their goals. At our latest Engagement Excellence Live event, where we invite HR experts to shed insight on industry trends, he talked about the changes hea€™s seen in recruiting, commons mistakes companies make and how to strive for transparency, no matter what side of the interview table youa€™re on.
Every day, it seems a new technology is created to keep us a€?more organized than ever before!a€? But what do we use at Reward Gateway? Now before you start rolling your eyes, questioning why Ia€™m using a tool which some say doesna€™t push or stretch you enough to set goals, let me point out that a tool is only one part of doing something well. As Simon Sinek talks about in his book, a€?Start With WHY,' we need to always start by asking the important question WHY.


Ita€™s time to turn that pile of HR data into the a€?righta€™ kind of data to help you develop a communications strategy and campaign that will have IMPACT and strengthen your employee engagement. By measuring both the channels and the messages you have an opportunity to take control of a large part of the communication. Our top 12 suggestions are listed below.For a step by step approach, download our Communication Pack. We want to see a world where happier, more engaged employees make stronger, more resilient businesses and organizations.
Our bold new vision for corporate wellbeing includes the evolution of technology with an ever more health-conscious world. Culture can mean a lot of different things to different companies, and wea€™re really interested in what it means to you. As a global leader in HR technology, our teams have used a myriad of tools to keep productive. Things like company updates, management shifts, product developments, team events, new starters, leavers and the occasional free lunch in the cafe.
By using the SMART tool as for your campaign, youa€™ll come out with a much better end product.
Some may be more vocal than others, some may automatically resort to negative thinking even when they dona€™t understand the context.With better communication skills, we function better at work and are more productive.
The rest is timing, need, culture and other factors that we will cover later.When measuring the messages you want to list all the types of messages that are sent in your channels.
The growing trend in flexible working, creative perks and rising trust in employees as human beings, all point to an exciting future in which the working world looks nothing like the old. And isna€™t this what wea€™re trying to achieve with our communications campaign, long lasting success and IMPACT? But if you dona€™t know if it is effective you might be spending your energy and money to waste.
We believe companies need people who are clear about where they are going, see great management and leadership on a daily basis, understand the connection between their role and the organizationa€™s mission AND feel rewarded for their work.
So, if you decided to measure your communication I will give you a very good method of doing this.This is a survey that you use either as a stand-alone survey or you add it to your regular employee survey. A bit of warning though, most companies tend to measure their internal audiences on a bi-yearly basis or even less frequent, so you might want to drive this your self.What this survey will give you is a basis for an analysis where you can see a clear picture of what channels and messages are working best for your employees and what you need to do to have an effective workplace communication.
Take a step back and look at the numbers with a perspective of someone who is a message owner. He starts to think that Jason has a grudge against him and thinks, a€?hey, was it because I didna€™t agree with him on that project the other day?a€? Jason starts to get pissed that Jason would be so petty.Now, this scenario could easily get worse, but instead of assuming that Jason is ignoring him, John should just ask Jason. And you can perform the survey either electronically (which is preferred) or the old fashion snail-mail-way.
We are not clairvoyant and we dona€™t really know what the other is thinking.Jason was actually having a bad morning- he was late to work because his child refused to go to school again and he had a terrible fight with his wife the night before. Measure your channelsSo the basis is just a few questions that can be presented in a matrix.
He is stressed and did not hear Jason say hi to him because he was preoccupied with his own thoughts.Get to Know ThemThis also goes along with not assuming that the person is a€?bada€? or that you have completely different personalities and youa€™ll never ever get along or be friends.
When it comes to the channels, you start with listing the most common communication channels that you have in your organisation. In my example I have listed a number of channels that most companies have, but you dona€™t have to use the same list, of course. Criticism is a delicate matter and often many individuals have difficulty giving it (or they are on the other spectrum and they give it out too easily). As there may be a lot of people out there who are sensitive to perceived criticism, using the Sandwich technique is an important and easy way to give constructive feedback.
In the sandwich technique, you identify the positives, put the constructive feedback in the middle, and end it with another positive.
WikiHow has a good a€?tutoriala€? on how to effectively utilize the sandwich technique.Think PositivelyFinally, thinking positive is really important. Instead of dreading to head to work Sunday evening, think about the positives at your workplace. These strategies, like thinking positively, getting to know your colleagues outside of the workplace, not assuming things, and using the sandwich to give constructive feedback are just some examples of learning how to communicate effectively in the workplace so you can once again enjoy work.Readers, do you have other tips for effective communication at the workplace? I honestly believe that a lot of conflicts among coworkers are caused by a miscommunication or the lack of communication. Required fields are marked *Comment Notify me of followup comments via e-mailName * Email * Website Follow Us Facebook Twitter RSS Site design by Top Shelf Web Solutions.



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