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Managers can boost internal communication by deliberately "passing word" to employees


This post was inspired by the following question raised on one of the recent webinars: "How do I maintain team spirit among employees when all communication is now remote call twice a day?" My first reaction would be to try to give the best possible solutions to this manager, finding the most suitable activities in managing remote work and maintaining communication. But...


After considering the question a bit, I realized that it is the right time to ask the counter-question: "Have you asked your employees what they need to maintain a sense of team in remote work conditions?" Somehow, we have reached the state where the leader must know and understand everything. Perhaps the political regime in which we have lived for decades is to blame, perhaps the personal characteristics of people, or the understanding of the role of the leader. It doesn't even matter much right now. The fact is that managers often use only one type of communication: explain, tell, teach. However, the essence of the sustainable relationship lies in the fact that there are two sides to the conversation, and it is not only the manager who speaks, but also the employee. The biggest benefit is the manager's opportunity to see that he doesn't have to know everything himself, that there is the team that can provide ideas, give different points of view. In recent years, the position that the manager must also be the coach has become very relevant. I believe that learning coaching methods in management is an excellent opportunity to practice this skill of asking questions and listening. It is coaching that trains active listening and letting go of your ego's voice, which has an opinion about everything. Likewise, the essence of coaching is to allow the conversation participant to take responsibility for decisions, possible solutions and their actions. How does it boost healthy internal communication?


  • By asking employees meaningful questions, you allow them to reflect and see themselves from the outside. In addition, it allows the manager to assess the employee's mood, attitude, and ideas.

  • Regular questions allow employees to take ownership of the team's results.

  • By empowering employees and truly listening to people, you as the leader will create an atmosphere of trust in the team. On the other hand, trust is directly related to a healthy internal environment and productivity.

  • When managers open opportunities for employees to express themselves and initiate ideas, it becomes a positive habit. Your communication environment opens. After a while, meaningful conversation will become the culture.


If talking with employees is not your strength or you have no clue how to start the conversation, I encourage you to try the "Conversation about change" tool under my guidance! This is the best thing you can do for your team during this time of change to strengthen, unite and direct to the positive outcome!

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