As a leader, it’s up to you to foster ongoing two-way communication with your employees and teams. It’s not always easy. Some people are natural talkers and tend to dominate conversations or meetings. But others, whose opinions and concerns matter just as much if not more so, may cringe at the mere thought of speaking up. It’s part of your job to keep people both informed and safe in expressing their thoughts, ideas and issues … the good, the bad, and the ugly …
Okay. But how?
How do you strike the right balance and keep the communication flow steady and productive, even when it mean discussing sensitive or challenging topics? Here are some tips:
Listen actively and without judgment.
Go on a listening tour. Have conversations with each of your employees. Keep the tone relaxed, but make sure to include specific questions about what’s going well and what could be better. Listen actively, so you can capture a list of themes to address later on and make real improvements.
- Don’t accept the obvious. For some employees, the initial response to your questions may be superficial; for instance, they’ll say something like, “I’m fine” or “all good here.” Without being too overbearing or pushy, keep the conversation flowing by asking, “What’s fine?” or “Is there anything else?” or “Would you tell me if you were not okay?” This will encourage people to share more, or at least help identify those who will or cannot.
- Its not about judgment. Resist jumping in right away to give advice or have all the answers. This will come in time, but begin by showing a genuine interest in what people need to say. If they trust that they will not be judged, the rest will come in good time.
Prove it’s worthwhile to speak up.
Speaking up often takes a lot of courage, so show your employees it’s worth it by taking their concerns seriously and acting upon them – starting with the appropriate response and follow-up. Especially for an introvert, nothing is worse than finally mustering up the courage to speak out and then be shot down or get no response at all.
- Never make anyone feel wrong or smacked down by your response. Don’t argue or use the phrase, “Yes, but … “because it will negate their input. Instead, thank them and learn more. And, when the moment in a conversation is right, encourage them to generate solutions to problems and explore ways to address their issues.
Lead by example.
If employees see their managers speaking up, it levels the playing field, builds trust, and further inspires them to do the same.
Continuously building your communication skills is part of being a good leader. As you grow in your career – and grow your team – turn to the experts at PrideStaff North Dalls for additional guidance and resources. Read our related posts or contact us today to learn more.
