Communication Impacts Employee Engagement
Communication plays a vital role in all aspects and all levels of business. The manner and frequency of how someone delivers a message directly determines how effective it will be. In a business setting, senior leadership delegates roles and responsibilities to management. Management then communicates processes, procedures, and expectations with their employees. This chain of communication also reaches outside the company walls to customers and vendors. Along with directions, feedback is a form of communication that is vital when creating a culture of engagement.
When we examine what it means to truly engage every employee, everything starts with communication and as the old adage goes, “Communication is key.” Leadership is tasked with making sure the values and vision of the organization are known by its employees. They are also responsible for making sure that employees who are engaged and in tune with company initiatives are recognized and rewarded for their efforts and leadership on a consistent basis.
Communication Can Make or Break Workplace Engagement
Engaging messages that evoke action or emotion have profound effects on developing engaged employees. These messages can be something as simple as a thank you note or as elaborate as a feature article in the company newsletter. No matter the medium, the message has the capability to greatly impact its receiver or a larger audience by showing appreciation and recognition. However, it is important that the sender keep in mind the intended purpose of the message so they are able to use the appropriate medium to maximize their impact on the receiver of the message.
To demonstrate the role of communication in employee engagement, let’s look at a few different communicative interactions and how effective communication can bolster engagement:
CEO to Manager:
Management has worked tirelessly on a project and completed it a week before deadline. The CEO, wanting to acknowledge their hard ward, takes the time to post on the company newsfeed to recognize and encourage the manager’s efforts and diligence. The entire company is now aware of the team’s hard work and sees that it is appreciated by the CEO. Not only does the management team feel more engaged, the company as a whole realizes that their senior leadership values individual initiative.
Manager to Sales Representative:
A sales representative closed a deal that put the sales team over their quarterly goal. The manager submits a congratulatory write-up about the sales rep for the department spotlight section of the company newsletter. In this instance, the team celebrates reaching a goal, as well as an individual success. The acknowledgement in the newsletter lets the sales representative know that his or her success was a key part in meeting the team’s goal. This type of communication can also be used as a way to encourage cross-departmental collaboration by thanking other departments who were essential in closing the deal.
Peer to Peer:
A warehouse associate works with a Customer Service Representative to fulfill a last minute order. The order comes in five minutes before the close of business meaning the warehouse associate must work an extra hour that day. The Customer Service Rep wants to personally thank the efforts of the fulfillment specialist, so he sends an eCard to the warehouse associate, cc’ing the associate’s manager, praising them for going above and beyond. This personal thank you can go a long way in preventing disengagement. If the warehouse associate is praised for going the extra step to make sure customers are satisfied, they understand their essential role in the company.
Although the above communications seem like small gestures, they have a major impression on the recipient. Building confidence and validating hard work throughout all roles at an organization, through positive communication, are essential elements of an engaged workplace. Don’t forget to download our Complimentary Wall Chart titled 7 New Rules of Employee Engagement below; and leave a comment and let us know a few strategies that have worked well for you.
About C.A. Short
At C.A. Short Company, we are your partner for increased employee engagement resulting in increased performance outcomes to grow your bottom line. Our process and research-based platform helps you engage your team in order to increase your bottom line, motivate your staff to the benefit of the entire organization, and reward your people for the positive changes they make. To request a Complimentary Consultation, please click here.
About the author
Chase Corry, CRP Chase Corry, CRP, has been assisting Human Resources Executives & Safety Directors design, implement, and manage high impact employee recognition programs that engage employees and align with organizational culture for nearly five years. Chase graduated from the University of North Carolina at Charlotte, with a BA in Communication Studies and is a Certified Recognition Professional (CRP) as designated by Recognition Professionals International. He enjoys spending time with his family and sports.
Originally published at C. A. Short company blog