Simple Improvement Can Be the Best

Truth: How (well) a manager communicates with employees directly affects their engagement.

We're probably on the same page that just telling your employees to "get engaged!" only produces short-lived engagement, if any.

I'm confident, too, we agree that how you share ideas, opportunities, challenges, changes, assignments and more can affect how much they engage

Truth: How (well) a manager communicates with employees can be improved.

We learned to speak at an early age. We've done lots of it. We've gotten used to it. We know how to talk. We know what we want to say. We take it all for granted.

But simple efforts can improve that communication.

Conclusion (and pretty much a Truth): A little attention to how (well) you communicate information to engage your employees can have a big impact upon their engagement.

Situation: Your organization is increasing emphasis on customer satisfaction. You want your people to buy into the commitment, accept the responsibility, and engage in contributing to greater customer satisfaction.

 

Be Clear. Say what is true. Say it briefly. Say it simply. In the next quarter we want to increase client satisfaction scores by 5 points or more.

Be Uncluttered. Exclude opinion, qualification, and variation. Use simple examples that support only the main point. We want satisfaction increases in all areas on the survey: reception/waiting room, care staff, physicians, and office follow-up.

Be Energetic. Say it like you mean it. Say it like it means something. (Place your example here!)

Be Involving. Engage employees in the conversation from the get-go. Invite responses, thoughts, ideas. Ask questions and listen to answers. How might we contribute to this effort? What can you 'see' yourself doing to raise the scores? What can you project increased satisfaction looks/sounds like?

Remember, the intent is to improve how (well) your communication stimulates engagement. Try these three tips when planning what you'll say. These will help you include those Be's above.

• Say your message to yourself. Say it again.

• Ask, "What is the truth and nothing but the truth?" Now, say your message yet again.

• Plan specific questions. Put together what you know of your message, your individual people, and the current attitude-mosphere.

Comments

[Chris Young]

Hello, Tim!

Good stuff!

If I might add something to share from a different "angle"...

The biggest mistake I have made in the past and have observed others make is assuming that everyone wants information the way I want it.

We all have a unique "behavioral style" that "appreciates" being communicated with in a manner that respects that particular behavioral style.

Some people enjoy dynamic conversation with lots of emotion. Others want "just the facts" and get to the point!

By understanding one's own core behavioral style and that of subordinate team members, one can effectively "flex" one's behavioral style to meet the needs of those they work with.

I have seen employee engagement go up considerably as a result of behavioral awareness...

A thought...

Nice blog, Tim!