5 ways of improving communication with employees


Researchers at Stanford University found that when employees are praised for their specific contributions to a team’s success, they subsequently become more motivated and engaged in the task at hand. In the study, 72 employees were divided into groups of four. Each group was given a challenging task to complete within six minutes. The members then met individually with a researcher, who gave feedback with varying emphases. Some were told they did “a good job” while others were told they did “a great job,” with the strength of their contribution emphasized. A third group was told, “You’re actually doing better than your partner” while a fourth group was told, “Your partner is doing better than you.”

1.      Stop finding faults in everything

Fault finding is not a good method of improvement. It is a system of criticism which will never get you to the next level. This is because it emphasizes the negative and ignores the positive. It is also demoralizing and discouraging and will eventually lead to employee apathy and then poor performance.

Part of your role as a manager or leader is to improve what people are doing, help them to become more effective in their jobs and develop them for future roles. This can be done without fault finding by praising successes, encouraging effort and solving problems. These methods will build morale and encourage people to try harder.

When you see something that needs fixing, first find something positive about what has been done well and praise that before suggesting ways to improve things. For example: “I like the way you have organized your reports, but I think the analysis section could be even clearer if you included the main conclusions.”

If necessary you could make suggestions such as; “If you could include the main conclusions, it would give decision makers a quick overview.” The best way to do this is by offering solutions for improvement, rather than just criticism about what has gone wrong.

2.      Eliminate Blame game

Do you find your employees fault-finding, clumsy, lazy and not very competent? Do they take credit for other people’s efforts? If yes, then you probably have a ‘blamer’ as an employee. When a blamer is in a team, he or she will cause other members to feel vulnerable and intimidated.

Blamers are absolutely critical to the survival of any organization. They keep things running at an efficient pace. Blamers are watchful and aware of the company’s activities and processes. They ensure that the work done meets the expectations of the organization’s stakeholders. Blamers are not bad people; they are actually extremely valuable to any organization. But their value is lost if there are too many blamers in one organization.

So what does a blamer do that makes him or her so destructive? How do you spot a blamer? What can you do about it and how do you make sure that there aren’t too many blamers in your organization? Here are some pointers:

First, blamers tend to blame external factors rather than looking at internal failures. Secondly, blamers spend most of their time pointing out faults in others, but hardly ever see fault in themselves.

3.      Praise Efforts

The researchers found that those who were praised for their individual contributions outperformed all other groups in future tasks and were also more likely to help their partners succeed on future tasks, too. This has major implications for how managers should evaluate their teams’ performance and for how we communicate praise to employees. For a long time, companies have used peer evaluations in performance reviews; some even use 360-degree reviews that solicit feedback from peers, subordinates and superiors

4.      Empower communication through tools

Have you ever met someone who is so passionate about their work that they would do anything to get the job done? Perhaps you have even been that person at one point in your life. This kind of passion is admirable, and something that every business owner looks for in their employees. Can you really be passionate about your work if you are not happy, though? If you are not happy with the business you are working for, how can you do a good job?

The most important part of any job is communication. Communication is a two-way street between employee and employer, but employees must be willing to speak up when problems arise. Communications the key to Successful Business Model.  In order to create a successful business model, an employer needs to provide his or her employees with employee management software. This can help businesses stay on top of things by providing a simple way for employees to communicate with each other and with their boss. It also provides employers with a way to keep track of progress and productivity through the use of time clocks, activity calendars and task completion tools. One of the main benefits of employee management software is that it helps promote employee engagement. Companies know that when they give their workers the power to speak out when they have a concern.

5.      Track Employee Performance

Sometimes the biggest business challenges aren’t about revenue or costs, but about how to manage people. Treating employees well can be good for their morale, but it also has tangible benefits for your bottom line. In fact, research from the Hay Group shows that companies with the highest employee engagement are 33% more profitable than their competition. Treating employees well isn’t just about treating them well — it’s also about creating a culture of productivity by providing employee management software that helps you measure performance and hold everyone accountable.

Here are some ways to improve employee performance by investing in employee management software. Moreover, trying to manage employees without the help of software can be a headache. Whether it’s trying to organize payroll, schedule shifts, or keep track of vacation time, you’ll find that using a software solution is much easier than doing it all yourself.

In Conclusion, the benefits of employee management system in regard to tracking performance include flexibility. With employee management software, you have access to tools that make it easy for you to organize and manage your staff. It’s easy to adjust schedules or add new staff members as necessary. You can even take breaks from your computer while the HR software takes care of things in the background. It allows you flexibility in managing your employees that would otherwise be impossible.

Related Articles

Back to top button