Effective communication is often described as the cornerstone of successful management – and for good reason. A manager’s ability to share information, listen actively, and foster open dialogue can have a direct impact on team morale, productivity, and trust. So why do only 13% of employees believe that their organisation’s management communicates effectively?
Good communication starts with clarity. When objectives, expectations, and feedback are unclear, misunderstandings can arise. Teams can waste time working towards different goals or feel frustrated by a lack of direction. It’s no surprise, then, that 63% of employees considering leaving cite poor internal communication as a contributing factor. Clear, concise messaging helps everyone pull in the same direction.
But communication isn’t just about broadcasting information. It’s also about listening, and more importantly, listening to understand rather than listening to reply. Managers who make time to genuinely hear their team’s ideas, concerns, and feedback build stronger, more engaged teams.
Top tip: Adopt a “check-in, not check-up” approach to one-to-ones. Instead of simply reviewing tasks, ask questions like “What’s going well for you at the moment?” or “Is there anything getting in your way?” This demonstrates genuine interest and creates an opportunity for honest conversation.
Non-verbal communication also matters. Body language, tone of voice, and even timing can completely change the meaning of a message. A rushed ‘well done’ shouted across a meeting room doesn’t have the same impact as a few minutes of focused praise during a quieter moment.
Another essential aspect is adaptability. Different people process information differently. Some prefer detailed written instructions; others prefer informal verbal updates. Managers who flex their communication style to suit their audience build stronger connections and reduce the chances of confusion.
Regular two-way feedback is crucial. It’s easy for managers to fall into the trap of only giving feedback during formal appraisals. In reality, feedback should be an everyday part of working life – and it should flow both ways. Encouraging your team to provide you with feedback demonstrates humility and helps you develop as a leader.
Quick tip: Try the “SBI” feedback model – Situation, Behaviour, Impact. It provides feedback that is factual, specific, and constructive. For example: “In yesterday’s meeting (Situation), when you interrupted Sarah (Behaviour), it made it difficult for her to share her ideas (Impact).” This style removes judgment and focuses on behaviour rather than personality.
In today’s hybrid workplaces, written communication has become even more important. Emails, instant messaging, and shared documents are often used to facilitate decisions and discussions. Investing a little extra time to write clearly, structure messages logically, and avoid jargon goes a long way. In fact, the Institute of Internal Communication reports that 53% of employees say they prefer receiving strategic info in writing rather than verbal updates.
Remember: Communication isn’t just a skill – it’s the foundation of leadership. When managers communicate clearly, listen actively, and create open channels, they build teams that are motivated, aligned, and resilient.
Contact us today on 01582 463460 to learn more about our management development programmes – we’re always happy to help. Also, remember to look at the course outline for ‘Communication skills’.
