Ten ways that you're communicating badly with your workforce

Ten ways that you're communicating badly with your workforce

Here at ASK we design learning programmes tailored to suit the individual needs of every organisation we work with; part of that process is understanding what works, and what doesn’t, for businesses of all sizes – and we listen to what people have to say about the environment they work in.

Have you ever questioned the approach your business leaders take? Here we explore how to change a negative conversation into a positive one – and how to develop your leaders to enable this.

Ten ways that you’re communicating badly with your workforce

Are you a negative leader? Are your team afraid to come to you with concerns because you only call a meeting when there’s bad news? Do your workforce flinch when you walk through the room?

Negative communication is one of the biggest failings people name when they talk about their managers – and it’s an easy mistake to make.

Here are ten ways in which you might be communicating badly with your workforce – and how to stop, and change your relationship with your employees.

  • Listing the failures

If the first words out of your mouth when you speak to a member of your team are negative, listing the things they’ve done wrong, your team may actively avoid speaking with you.

Instead, try to focus on the things they do well, and then discuss why something went wrong, and what you can do to support them or train them so that the mistake isn’t repeated.

  • Nagging

Do you repeatedly remind your employees when they need to complete a task? This can not only eat into your own valuable time, but it makes the employee stressed, and makes them feel that you don’t trust them to do the job they’ve been hired to do.

Instead, trust that you have recruited the right people – and clearly set out tasks with a deadline, and let the employee get on with it. This allows a sense of independence and pride, and means that you can concentrate on your own workload.

  • Being the best

Are you always telling people how to do every aspect of their job? Do you point out the way that you would do this task and that, and interrupt your workforce to tell them how work?

Don’t assume that because you’re the leader, you have to be the best at everything. You aren’t an expert in every field – and you’re not supposed to be.

Instead, trust the experts that you’ve hired, who have specialist knowledge in the area they work in, and let them do the job they understand – and support them to do it well.

  • Demanding answers

When things go wrong, do you bark orders and demand answers from your team?

This approach puts people on the defensive – and means that you might not get a whole or honest answer, or ever really understand why mistakes were made.

Instead, be part of the team, and get to the bottom of an issue by asking why the team think something went wrong, let them highlight areas that they feel they could have done better, and work with them to improve those areas so that mistakes aren’t repeated.

  • Repeating bad news

If something goes wrong, targets aren’t met, or deadlines are missed, you need to deal with the situation and make sure that it doesn’t happen again. But have you ever found yourself mentioning past mistakes or criticising your team about them after the fact?

Instead, when you have to share bad news, be concise, be clear, and approach it with a plan to improve. Discuss with those involved what went wrong, and why, and then work together to put steps in place to ensure that improvements are made – and then let it be history, and focus on the positive steps taken and goals you’re working towards now.

To read five more ways in which you’re communicating badly with your workforce visit our blog page by clicking the read more button, and discover more ways in which to improve your relationship with your employees, and to enable them to perform better.

Leadership can be a difficult process – and even the most experienced leaders recognise that their own development needs to be constantly assessed, and methods may need to change over time.

Our programmes can help you to identify the areas in which your approach can be improved, and to perfect the skills you already have to make the most of your experience. Download one of our brochures, explore our programmes, or call one of our team to discuss your organisation’s needs, and discover the ways in which our bespoke training programmes can make your leaders better, and improve the performance of your whole company.

Read More Button

Most Read

Guide to Interim Management

Guide to Interim Management 2017

Get ahead of the game by registering now

* By registering you agree that you have read and agree to our Terms and Conditions and that Executive Grapevine International Ltd and its partners may contact you regarding relevant content and products.

Trending

HR Grapevine Magazine Latest Issue

Magazine Features

Read More