Communicating with employees during a crisis is imperative to earn their trust. Whether dealing with a global pandemic, economic downturns, or safety concerns, organizations should strive to unify their executives and leaders to communicate clearly with their employees. How can you produce a solid communication plan to allay employee fears? And why should you incorporate strategy days into the process? (Articles mentioned in episode: Negative communications: How they should be delivered and the effect on employees and “Crisis and emergency risk communication, Psychology of a crisis” from the CDC)
Asking why is critical to motivating ourselves and others. We have to be convinced that what we communicate is important in order to move others to take action. Here are several “whys” to ask to boost productivity.
Keeping employees engaged and motivated strengthens their passion for their jobs and their commitment to their company. Motivated employees are loyal and further engaged because they have a sense of purpose. What is employee engagement and why does it matter? How can you strengthen employee engagement? And how does leadership contribute to a stable environment?
As employees continue to learn how to manage their time and meet deadlines working from a remote office, executives and managers lead the way to keep employees engaged and help them avoid burnout. What are some best practices leaders are using to manage their team and keep up productivity? And what can employees do when working remotely?
Conducting a communications audit is imperative for businesses to do on a regular basis to focus on employee concerns, and review your communications to pinpoint their effectiveness and changes that need to be made. The comprehensive brief will help you and your team remain focused on your objectives, the scope of the audit, and give you a clear path in how your audit will be conducted. Why is a comprehensive brief important? And what should it include? What organizations need to know and the tools internal communication teams need.
Remote work has been a shock to employees, to the organizations they work for, and to their supervisors and leaders. Among the many challenges that has surfaced in this new way of working, is micromanaging, which adversely affects productivity, innovation, and morale. We’re going to look at the negative effects of micromanaging, including its damage to trust. And we’re going to explore ways that leaders can be more engaging with their employees and their teams without micromanaging.
Managing remote workers and the work has become a new challenge for many organizations. With little time to prepare for the sudden change in the work environment, business, operations and employee processes altered. What can leaders and organizations do to manage the remote work with their remote workers? And why does micromanaging lead to burnout?
If your company is in the middle of or planning to reexamine your communication arc, transform your culture, or restructure your internal communication, I am working with companies and their leadership teams – virtually – to:
– facilitate communication strategy sessions
– lead communications workshops
– train leaders on managing productive remote teams
– train employees on best practices for working remotely
Leaders are the pillars of the organizations they represent. Employees look to them to lead them through challenging times. If leaders are not present, employees become lost without direction. To lead a thriving business and teams, leaders need to have a consistent, visible, physical presence to encourage and inspire others. How can they achieve this during challenging times?
To effectively lead teams, leaders need to display compassion and empathy. They also need to be forward thinkers. But none of this is possible without being a good listener. What does being a good listener entail? Why does listening contribute to good leadership?