Would your employees agree when asked?
At the end of the day, all organizational problems can be boiled down to one thing: communication. Poor communication is a quick route to an “us vs. them” mentality, while clear communication helps create a “we” feeling.
When employees feel included in important decisions, they’ll feel like a true partner in the business. They’ll feel more connected too. Because when employees understand the “why,” they’re more likely to align with your organization, even if they don’t fully understand or totally agree with how you’re going about things.
What research reveals about well-informed employees
Energage research suggested that at average organizations, only 49% – fewer than half – of employees responded positively to this survey statement:
“I feel well-informed about important decisions at [this company].”
Well-informed employees are the norm at Top Workplaces. Here, the positive response jumps to 70% – 82%.
Six ways you can ensure employees are well informed
- Overcommunicate! Because different people have different communication styles, share information in as many ways as possible, and don’t forget to share the “why.”
- Check for understanding on both sides. “What I heard was …” “What can I clarify?”
- Quick documentation can do wonders for communication. Get it in writing!
- True communication is always a conversation. Employees should have an avenue to provide feedback and get their concerns addressed.
- Set aside time to decide how to communicate as well as what you communicate. A well-considered message can make a huge difference.
- Make a habit of formalizing what you plan on sharing after leadership meetings.
Communication is even more important when there’s instability
Managers often communicate less in troubled times — when they should be communicating more. And sometimes, people under-communicate because they’re not sure what can share. Usually, a little more transparency is usually helpful.
Lay the groundwork for success
How do you know if your employees feel well informed about important decisions? Ask them! Next, set a plan to communicate important decisions effectively throughout the organization, from the top to the front line. Be sure to include all stakeholders in important decisions. There will be a lot more buy-in to decisions that people felt involved in making.
Done right, you’ll notice employees are more receptive to change, more likely to participate, and more willing to give their best each day.