Karen Brown Tyson

Category: Internal Communication

How to Make Meaningful Connections in the Hybrid Workplace

As the workforce evolves, so must our communication strategies for hybrid workers.

With the rise of the hybrid work model—where some employees work from an office and others from remote locations—there are new challenges to fostering effective and inclusive communication.

Gallup’s research indicates that employees in the U.S. felt more detached from their employers in 2023. As business professionals, HR managers, or team leaders, it is crucial to understand how employees are feeling and learn how to bridge the communication gaps that may emerge.

But what can be done?

Let’s explore the factors influencing this new dynamic and explore strategies to maintain a strong, connected, and productive team, regardless of physical location.

The Dynamic Shift: From Office-Centric to Hybrid Work Environments

In a traditional office environment, communication often happens organically. The opportunities for in-person collaboration abound, be it a quick catch-up in the break room or a spontaneous whiteboard brainstorming session.

However, the shift to a hybrid work model introduces a new level of complexity. Adapting to this new dynamic is more than deciding which software to use for virtual meetings; it’s about reimagining the entire communication ecosystem to cater to diverse work settings.

Assess the State of Your Communication Infrastructure

Before implementing new communication strategies, taking stock of what you already have in place is essential. Do your existing systems support remote work effectively? Look at tools, processes, and the organization’s communication culture. An assessment might reveal that certain team members are left out of the loop or that there’s an overreliance on in-person channels that remote workers can’t access. Understanding these gaps is the first step toward creating a more equitable system.

Establish a Culture of Hybrid-First Communication

To address the disparities between in-office and remote teams, establishing a “hybrid-first” communication approach is essential. Encourage using digital channels for meetings, sharing information, and keeping team members connected. This shift fosters an inclusive environment where distance isn’t a barrier to effective collaboration.

Adapt Communication Guidelines to Remote Work Realities

Traditional communication policies need to be re-evaluated in the context of remote work. For example, expectations around response times to emails and messages need to be more flexible to accommodate different working hours. Clear guidelines help set new standards and align expectations for remote and in-office employees. Regularly reviewing and updating these policies will ensure they remain relevant and supportive of a dynamic, hybrid workforce.

Leverage Technology for Inclusive Collaboration

Innovative communication technologies offer potent ways to bring remote and in-office employees together. Video conferencing, collaborative project management tools, and instant messaging platforms can bridge the gap between physical workspaces. Choosing the right mix of technology that fits the organization’s culture and workflow is critical. Moreover, providing training to ensure that all team members can use these tools effectively is a must. Democratizing access to these resources ensures everyone can participate equally in the digital workplace.

Build Interpersonal Connections in a Virtual Setting

Maintaining an environment of collaboration can be challenging when team members work in different locations. Social interactions in the office often create the “glue” that holds teams together, so new approaches are necessary to foster these relationships remotely. Incorporating virtual coffee breaks, online team-building activities, or even casual channels on messaging apps can simulate the serendipitous moments that strengthen team bonds.

Communication Tools are the Means, Not the End

While technology and tools are enablers for remote collaboration, they are not a substitute for intentional and effective communication. The human aspect of communication gives life to the tools we use. As leaders, it’s crucial to role model the desired behaviors and ensure that communication is empathetic, transparent, and inclusive.

Address and Overcome Communication Hurdles for Hybrid Workers

Miscommunication can happen even in the most co-located teams and can be exacerbated in a hybrid setting. Language barriers, technology glitches, and differences in communication styles are just a few hurdles to effective mixed communication. Recognizing these challenges and providing resources to overcome them, such as offering language training or regular tech support, is imperative for maintaining high communication effectiveness.

Celebrate Communication Wins

In building bridges, it’s essential to recognize and celebrate the moments when communication is incredibly effective. Acknowledging the situations where team members have collaborated seamlessly across distances reinforces hybrid work’s value and possibilities. These stories can become powerful examples of the new communication standards you aim to achieve.

Final Thoughts on Fostering a Connected Hybrid Workforce

The hybrid work model will likely stay, and effective communication is more critical than ever. By understanding the shifts required in communication strategies, organizations can create an environment where all team members, regardless of physical location, can equally contribute and feel connected, not stressed or disconnected.

As we navigate this new normal, we must focus on building bridges that unite us and enable us to thrive, whether working in the office or remotely.

February 13, 2024
The Benefit of Employee Feedback: How to Turn Suggestions into Action

Have you ever considered that your employees hold the key to unlocking your organization’s potential? Employee feedback is a powerful tool for growth and improvement, yet many companies fail to harness its full potential.

In this article, we will discuss the benefits of employee feedback, effective ways to collect it, how to prioritize suggestions for action, and ultimately how to implement changes that will drive growth and improvement.

Incorporating a culture of active listening and action can take your organization to the next level. So let’s dive in and explore the power of employee feedback.

The benefits of employee feedback

One of the primary benefits of employee feedback is that it provides valuable insights into the workings of your organization. As such, employees are the ones who interact with customers, carry out tasks and run the day-to-day operations. Ultimately, they are uniquely positioned to identify areas that need improvement and suggest new ideas to help your organization grow. You can leverage their knowledge and expertise to make smarter, more informed decisions by seeking their feedback.

In addition, employee feedback also helps to boost employee engagement and motivation. When employees see that their suggestions are being heard and acted upon, it creates a sense of ownership and pride in their work. They feel valued and respected, which leads to increased job satisfaction and loyalty. Moreover, when employees feel they have a voice in decision-making, they are more willing to go the extra mile to achieve organizational goals.

Another benefit of employee feedback is that it fosters a culture of continuous improvement. Therefore, regularly soliciting and implementing feedback shows your commitment to growth and development. This encourages employees to take more risks, try out new ideas, and share feedback without fear of retribution. Over time, this creates a culture of openness and transparency, where everyone is invested in improving the organization.

Bottom line: employee feedback is a powerful tool to help your organization unlock its potential. It provides valuable insights, boosts employee engagement and motivation, and fosters a culture of continuous improvement. By prioritizing feedback and taking action, you can create an environment where everyone is invested in driving growth and success.

“Feedback is the breakfast of champions.” Kenneth H. Blanchard

Effective ways to collect feedback

Collecting employee feedback is essential to creating a culture of continuous improvement. However, waiting for feedback to come in passively is not enough. Here are some effective ways to actively collect feedback from employees:

1. Regular one-on-one meetings

Schedule regular one-on-one meetings with each employee to discuss their experiences and gather suggestions. This creates a trust-based relationship and encourages open communication.

2. Online surveys

Use online survey tools to ask specific questions and gather feedback. Make sure the surveys are straightforward to encourage participation.

3. Group brainstorming sessions

Host group brainstorming sessions to get feedback directly from multiple employees. This approach can help generate new ideas and encourage cross-functional collaboration.

4. Employee feedback boxes

Place feedback boxes in common areas or through online platforms where employees can anonymously leave suggestions. This provides a safe space for employees to share their thoughts without fear of retribution.

By using these methods and any other feedback collection processes that work for your organization, you can ensure your employees feel heard and valued. This, in turn, builds a culture of trust and transparency, where everyone is invested in making the organization better.

Prioritizing suggestions for action

While collecting employee feedback is a critical step toward improving your organization, it is equally essential to prioritize those suggestions for action. With a large number of suggestions, it can be challenging to decide which ones to focus on first. A useful way to prioritize feedback is by assessing its potential impact and the resources required to implement it.

Identify suggestions that address pressing issues or problems that significantly impact the organization’s success. Additionally, review suggestions that require minimal effort and resources to implement. These quick wins can help build momentum and demonstrate the organization’s commitment to employee feedback.

On the other hand, suggestions that require significant resources and have a lower impact on the organization’s success should be considered for the long term. Allocate time and resources to plan and execute these suggestions, but do not prioritize them over pressing issues or quick wins.

By prioritizing suggestions for action, you can ensure that your organization is making the most significant impact with its resources.

Implementing changes for growth

By prioritizing employee feedback and categorizing suggestions based on their impact and feasibility, your organization can identify quick wins and long-term changes for growth. But how can you turn those suggestions into action? Here are some steps to help you implement changes for growth based on the feedback collected.

First, identify the relevant stakeholders and decision-makers who can help implement the changes. This may include department heads, team leaders, or even external partners. Create a clear plan for how the feedback will be shared, who will be responsible for each action item, and what the timeline will be for execution.

Next, communicate the plan to all employees and stakeholders involved in the implementation. This will ensure that everyone is on the same page and understands what changes are being made and why.

As you implement the changes, track progress and make adjustments as needed. Regular check-ins with the team and stakeholders can help identify any roadblocks or areas for improvement.

Lastly, celebrate successes and share the impact of the changes with the entire organization. This can help build momentum for future feedback initiatives and reinforce the importance of listening to employee suggestions.

Implementing changes for growth can be challenging, but by prioritizing feedback and following these steps, your organization can create a culture of continuous improvement and drive meaningful results.

Conclusion

Incorporating employee feedback into your organization’s culture can be a game-changer. By listening to your team members’ suggestions, you can uncover areas for growth and implement changes that will elevate your organization to the next level. Effective feedback collection methods and prioritization strategies can ensure your team feels heard and valued while helping you make data-driven decisions. The benefits of implementing employee feedback are clear – improved morale, enhanced collaboration, and better performance. So, seize the opportunity to harness the power of employee feedback and watch your organization thrive. As Kenneth H. Blanchard said, “Feedback is the breakfast of champions.”

If you need help with your internal communications, let Constant Communicators help.

We specialize in helping organizations create cohesive, effective communication plans that engage everyone.

Contact us today to learn more about how we can help you improve your internal communications.

April 4, 2023
7 Tips to Improve Active Listening Skills in Internal Comms

Most companies understand that listening is the key to employee retention, productivity, and positive company culture. To ensure success, many companies appoint chief listening officers, hire consultants, or use initiatives such as exit interviews when employees leave the company.

These activities can help companies gain valuable insights into how employees feel about the workplace.

Photo from Shutterstock

Most leaders know active listening is critical to success in sales and marketing. However, don’t overlook the importance of internal communication as well.

Listening creates an environment where employees feel heard and valued. Making this practice ongoing rather than just an annual corporate event helps to ensure it’s instilled within a team’s culture.

Active listening is key to connecting and understanding others. But are you taking advantage of it in all the right places? Consider the following listening opportunities.

What is active listening?

Active listening is an invaluable skill that builds bridges of understanding between two or more parties. Rather than simply talking and waiting for a response, active listening seeks to uncover the needs, wants, and desires to create meaningful connections.

“I only wish I could find an institute that teaches people how to listen. Business people need to listen at least as much as they need to talk. Too many people fail to realize that real communication goes in both directions.”

— Lee Iacocca

Rely on a continuous listening approach

According to Deloitte, companies can continuously evaluate employees and managers with “pulse” surveys that collect anonymous feedback in real time.

This allows for quicker response times, improved productivity, and up-to-date insight into how workers and their supervisors perform.

Depending on the organization’s size, several everyday listening tactics can be used to engage with and listen to employees. Here are a few to consider.

#1. Meetings

During each meeting, adopt the habit of paraphrasing contributions, reviewing decisions and action items, and asking the team to clarify their point of view before disagreeing. Gauge each individual’s comprehension through careful questioning, letting everyone know they’re heard. And wrap up with a collective analysis of how well you all worked together.

#2. Brainstorming

Brainstorming sessions can be a great way to tap into new ideas. But these types of meetings can be insightful in hearing how employees feel about their workplace or team. Before the session begins, set ground rules on how each employee is being asked to contribute and listen. It’s essential that everyone involved listens rather than judging new ideas. This open-minded approach fosters innovation while avoiding the pitfalls of stifling innovative thinking.

#3. Town Hall Meetings

Capture questions asked during town hall meetings. Let employees voice their opinions without any hesitation. Paraphrasing each question can help ensure all attendees are on the same page. Ask for post-meeting feedback in a poll to learn what employees feel about the topics discussed.

#4. Delegating

When delegating tasks, it’s important to make sure you don’t just talk at people. Instead of giving them a directive and expecting immediate compliance, take the time to really understand their concerns, objections, and questions.

Listening carefully and paraphrasing can help create a two-way dialogue instead of a one-sided monologue. In addition to compliance, you want true commitment.

#5. Emails and voicemails

When replying to emails or voicemails, try paraphrasing the sender’s message. This helps you frame your response to capture their thoughts and feelings accurately.

How to practice listening during difficult conversations

#6. Performance reviews

When it’s time to have a challenging conversation about performance or policy compliance, you may feel tempted to fight back. Yet the key is taking on an empathetic outlook instead.

Paraphrasing your employee’s defensive reactions before re-stating your concern. This will ensure their understanding and create space for compromise.

#7. Intervention

If you sense that your team is not engaged, don’t ignore it. Instead, take the time to read their non-verbal cues – like if they’re on their smartphones or checking watches during meetings.

Take time to ask what’s going on. Then listen carefully; this can be an invaluable way of getting your group back on track.

Final thoughts

Poor managerial listening can have far-reaching and detrimental effects in the workplace, from decreased engagement to skyrocketing turnover.

Creating an environment of genuine listening within your company is essential for building great internal communication and creating a sense of trust and respect.

Managers can greatly improve their one-on-one listening skills with simple steps, such as providing a safe space for open dialogue, setting aside time for regular listening sessions, and following up with constructive feedback.

Furthermore, investing in positive listening practices will create an atmosphere of mutual respect in the workplace, leading to improved morale and better overall productivity.

If you need help with your internal communications, let Constant Communicators help.

We specialize in helping organizations create cohesive, effective communication plans that engage everyone.

Contact us today to learn more about how we can help you improve your internal communications.

February 15, 2023
5 Things You Can Do to Connect and Engage with Deskless Employees
Deskless employees are essential members of any team. Keeping this part of your workforce in the know is vital for their development and engagement with the company.

Therefore, deskless employees need different access to resources and communication than desk workers.

But how can you ensure they stay connected, informed, and included? Before we look at some best practices that work when engaging with deskless employees, let’s take a closer look at the deskless worker.

Types of Deskless Employees

Deskless employees can vary greatly in terms of roles and responsibilities within a company. Examples of deskless employees may include:
- Delivery drivers
- Hotel housekeepers
- Warehouse workers,
- Nurse practitioners
- Grocery store clerks
- Manufacturing staff
In today’s work landscape, about 80 percent of employees are deskless – an issue requiring unique strategies for effective internal communications. A well-crafted plan can ensure deskless employees stay connected, informed, and empowered in their roles within a company.

Here are five things you can do to connect and engage with deskless employees.

#1 Prioritize Onboarding New Staff

Onboarding new staff is vital to employee engagement. It ensures employees get all the information they need to feel included and connected with your organization.

Provide deskless employees with a comprehensive onboarding package that consists of a welcome package sent to their home, an introduction to the team, a calendar of upcoming events, and materials about the company’s strategy, mission, and culture.

#2 Establish an Ambassador and Mentor Program

Empower your deskless employees to thrive with an innovative ambassador and mentor program. Give stakeholders the resources they need to share clear internal communications.

Creating a mentorship system ensures those employees have timely access to helpful advice or support while reinforcing organizational loyalty and furthering their personal development.

#3 Recognize Wins

Everyone works better when they’re appreciated. Acknowledge accomplishments by clapping at the end of virtual or in-person.meetings. Praise a worker’s hard work – even if it isn’t directly related to their job description. This will show that you value their contributions and encourage them to keep working hard.

#4 Reach Deskless Employees through Apps

An employee engagement app is software that ensures employees stay connected regardless of location or device type. It allows employees to receive notifications about policy changes or process updates and sends feedback directly from their devices without having to navigate multiple menus or screens first.

Below are a few examples.

Workgrid

Workgrid allows employees to quickly access important information, such as vacation requests and payroll details, in one easy-to-use hub.

DeskAlerts

DeskAlerts is an efficient way to keep your employees connected, no matter where they are. With this communication tool, you can push notifications directly onto their phones and even send surveys or polls for instant feedback. Easily schedule messages in advance and install them on both mobile devices and computers.

Blink

Blink is the perfect tool to unlock your frontline team’s potential. With many features, including employee feeds, secure chat communication, and mobile access, all without company emails.

Plus, Blink helps you maximize satisfaction within your staff by analyzing their happiness – plus integrating with other tools for an even better experience.

PoliteMail

Are your communications being heard? Are you sure deskless employees, stakeholders, and partners are seeing what you’re sending? With PoliteMail integrated into Microsoft 365, now it’s possible to measure the success of your communication strategy.

Real-time metrics like open rates, read time, and click-throughs provide valuable insights into how well deskless employees engage with what you’re sharing.

#5 Collect Feedback

Connecting with deskless employees is key to understanding how they feel about their work and the company. Utilizing employee feedback apps helps businesses take into account everyone’s ideas while keeping communication open across all channels of an organization.

This way, you can get a comprehensive overview of where things stand and areas that need improvement within the workplace environment.

Final Thoughts

By following best practices, such as providing onboarding packages, using digital workplace platforms, and employee engagement apps, you can ensure that all team members stay connected and engaged.

These tips give you everything you need to create a thriving remote workforce environment. However, if you need help with your internal communications, let Constant Communicators help.

We specialize in helping organizations create cohesive, effective communication plans that engage everyone – even deskless workers.

Contact us today to learn more about how we can help you improve your internal communications.
February 2, 2023
7 Things You Can Do to Improve Your Internal Communications

Today, companies of any size must ensure their internal communications are beneficial and impactful.

Simply sending messages from management to staff is no longer sufficient. Instead, strong internal communications tactics are needed to help organizations stay agile in an evolving world.

As a result, investing time into effective internal communications shows employees they are valued and allows businesses to flourish.

Why Are Internal Communications Important?

According to a recent survey by Grammarly, companies with 500 employees lose about $6.25M a year resolving communication issues. In addition, there are financial costs associated with poor internal communication, which include:

● Missed deadlines

● Eroded brand reputation

● Decreased productivity

Research by Aon Hewitt (2020) indicates that time lost due to improper communication costs US companies $85 billion annually. But, unfortunately, that doesn’t account for the psychological costs of stress and frustration felt by the employees dealing with the inefficiencies.

What are the Benefits of Improving Internal Communications?

Companies with strong internal communication see a much higher employee engagement rate, resulting in employees feeling supported and valued by their managers. This helps cultivate trust between employers and employees, which drives productivity and reduces turnover rates drastically – up to 202%, according to Dale Carnegie’s research.

Excellent internal communications also foster better collaboration amongst workers, leading to more significant value creation for the company. Consistent communication practices are essential in creating an effective working environment where teams can collaborate effectively toward common goals.

And Most Common Internal Communications Issues Are…

1. Lack of transparency
2. Last-minute, unclear requests from senior management
3. Top-down only communications
4. Not listening to employees
5. Employees unsure of company goals
6. Ignoring remote employees
7. Weak messaging
8. No communications support from managers
9. Complex onboarding and offboarding processes
10. Poor measurement of the internal comms plan

How to Add Value to Your IC Strategy

Focus on delivering a multi-layered approach to get the most out of your Internal Communications strategy. For example, utilize newsletters and emails to reach employees but don’t forget about other mediums, such as videos or in-person meetings with key front-line personnel; these extra steps can help ensure an effective communication plan from all levels within the organization.

1. Deliver purposeful information to your employees on time

Keep your staff updated with timely and relevant news about what’s happening at the company. Showcase important information from top management so everyone can stay informed, understand expectations, and see what lies ahead.

2. Make the most of your intranet

Unlock the power of your intranet to drive employee engagement and productivity. From job postings, essential documents, and upcoming events – create a one-stop shop for employees to access what they need quickly. Strategically design an organized layout showcasing only the most valuable information so everyone can get back their work quickly.

3. Hold productive meetings

Organizations rely on meetings to keep their operations running smoothly but they needn’t become time-sinks. Establishing guidelines that ensure everyone understands what a productive meeting looks like will help prevent unproductive conversations and maximize the value of these all-important gatherings.

4. Produce short-form educational videos

Utilizing short-form videos like the ones on Tik Tok and Instagram is a great way to brighten up your internal communication strategy. Instead of just reading about topics, consider engaging your employees with fun video content that effortlessly shares knowledge in an entertaining way.

5. Get managers involved

Leadership is key in the workplace. Managers can inspire their teams and engage with them to drive outstanding performance. Equip your management staff with resources that facilitate effective communication between colleagues, allowing for meaningful conversations and strong collaboration.

6. Hold regular listening sessions as part of internal communications

Creating a culture of open communication is essential for any business. Regular listening sessions provide an excellent opportunity to encourage employees to be heard and allow managers to gain valuable insight into the pulse of their team. Through active engagement and dialogue, these productive conversations foster greater understanding between colleagues while providing invaluable feedback that can shape future decision-making processes.

7. Help employees feel like they belong

Following the aftermath of the pandemic, companies must shift their focus from measuring employee engagement to a much deeper sense of well-being. Cornell University describes workplace belonging as “the feeling of security and support when there is a sense that an individual has been accepted within his team or organization.” In reality, employers must go beyond standard practices to ensure individuals feel secure in their work environment.

Ready to improve your internal communications?

Are you looking to maximize your organization’s internal communication efforts? A comprehensive and up-to-date plan is invaluable for companies that want to reach their goals.

Constant Communicators can help provide the creative, strategic planning solutions necessary for success.

Investing now will ensure improved collaboration and strong support of key objectives – so don’t delay. Take action today toward better communications within your organization.

January 24, 2023