There was a study conducted where well-known CEOs coming from various industries talked about internal communication and what makes it so important. The results were straightforward. Effective company communication is the most critical factor and only 5% of the surveyed CEOs don’t agree with this statement.
When communication is not up to scratch, you can expect productivity dips. To avoid that, take a look at some methods that you can use to improve these two areas.
Organize Lunch and Learn Programs
Lunch and learns are a great way to add to your company’s culture. They not only help your employees learn new abilities or improve existing ones, but they’re also a great method for them to get to know each other on a more personal level.
Essentially, a lunch and learn program is a great way to learn while also socializing and Hoppier clearly explains its benefits. Consider it a means to boost professional development, skill development, and team bonding all at once.
The majority of lunch and learns are held internally, with everyone from the same company in attendance. Companies will occasionally hold a lunch and learn as an opportunity for employees from other firms in the community to participate. This format can be a terrific method to build relationships or introduce others to your culture.
Encourage Equity and Inclusion
In recent years, diversity, equality, and inclusion have been at the forefront of many organizational leaders’ concerns. If you haven’t done this so far, it’s time for you to encourage equity and inclusion in the workplace and lead by example. But why should this be your priority?
Collaboration among a broader range of perspectives fosters more innovative thinking and original ideas, which the market demands. When making decisions, it’s difficult to overestimate the importance of having a diverse collection of people at the table.
According to BCG researchers, the diversity of management teams and total innovation have a statistically significant link. Nearly half of the revenue generated by businesses with above-average leadership diversity came from innovation, giving them a nearly 20% edge over competitors with less diverse decision-making teams.
According to another study, organizations in the top quartile of gender diversity on executive teams were 25% more likely to create above-average profitability than those in the worst quartile.
If all of your decision-makers are similar to each other, have similar experiences and ideas, or talk with the same voice, you won’t be able to build an inclusive mission statement or go to market with a unique, accessible product.
Unleash the Flow and Let It Go
Internal communication must be managed strategically, which necessitates a steady flow of information and conversation.
For example, instead of annual reviews, as a manager, attempt to schedule monthly one-on-ones to stay current on your team members’ workload and job satisfaction.
Moreover, inquire about their well-being and what they require from you. But also make sure you know when “less is more” and don’t forget that they have lives outside of the office.
It would be very considerate of you to ask or simply show them that you are there for them not only when it comes to their work tasks, but also when they stumble upon other problems that may be personal.
Do not bury your staff under a mountain of meaningless data. Instead, make sure that they always find important what you want to say to them or what you want to ask them.
Motivate, Motivate, Motivate
Keeping your team members motivated is one of the most difficult and crucial aspects of business growth. But depending on who you ask, the “how” could be different. As a result, it’s critical to have a clear grasp of what matters most to each person with whom you deal.
To attain the productivity sweet spot, you must strike a balance between the inner and external drive.
Intrinsic motivation encourages self-reflective rewards that make a person wish to succeed for no other reason than personal fulfillment. Extrinsic motivation, on the other hand, gives external rewards for excellent conduct and achieving goals, such as additional vacation days or a workplace party.
So, do your best to reward and thus motivate your employees in a meaningful way.
Ask For but Also Provide Feedback When Necessary
Simply criticizing your staff or providing meaningless comments in the face of a problem or when analyzing a project will only lead to frustration and could ruin any trust you have with your team members.
Rather than focusing on the problems, consider why they occurred. Instead of criticizing, attempt to assist employees in learning from their mistakes by providing constructive feedback.
This not only helps to prevent this issue from happening again, but it also helps employees maintain a sense of trust and believe in their manager’s ability to communicate honestly.
Also, if a team member has a concern about your work activities and decisions, don’t take it personally. Instead, try to give them an answer that would calm them down and resolve their doubts.
At all levels of a business, effective communication is critical for employee engagement and productivity. Employers who devote time and effort to transparent communication gain the trust of their staff. That can only lead to better productivity and more growth.