“I didn’t know that!” “When did that happen?” “What do they want from us?” “Have you heard?” “What does that mean?” “Did you understand that?”
Expressions such as these are indicators that an organization’s leadership may be failing to communicate effectively with its employees. And when leaders fall short in communicating effectively with employees, many adverse outcomes may arise.
Ineffectual communication may cause employees to become frustrated or apprehensive about their roles, career trajectory or even the organization’s well-being. In turn, this can lead to heightened anxiety and mental stress. These sentiments can contribute to a decline in motivation, morale and job satisfaction and potentially lead to increased turnover.
Further, if employees perceive that information is being withheld intentionally, leaders may become less effective, as secrecy erodes trust and providing false or incomplete information diminishes respect. These factors contribute to a breakdown in the employer-employee relationship. Present-day emphasis on “transparency” at work underscores the necessity for leaders to be forthright and truthful in their interactions with employees.
What do employees want to know?
Primarily, employees seek a clear delineation of their roles and responsibilities. This is particularly true for newer, less experienced employees. Also, they desire honest evaluations from their managers about their performance as well as constructive suggestions and support for improvement.
Employees also want to be informed about opportunities for professional growth, development and advancement. Awareness of avenues for training and the acquisition of new skills, with potential implications for career progression, significantly contributes to heightened employee engagement and improved job performance. In the current job market, prospective applicants often prioritize developmental opportunities in their decision-making process.
Clarity on compensation, including salary, bonus opportunities and benefits is another consideration. Many states mandate that companies disclose pay ranges in job advertisements. Often, this level of external transparency prompts questions from current employees about the classification of their jobs, the positioning of their job within the pay grade and how their pay is determined. Leadership must be prepared to address these pertinent inquiries.
Beyond these personal aspects, employees seek insights into the organization’s vision, goals, achievements and outlook. This provides context for employees, fostering a sense of purpose and job security. Employees, as stakeholders, also desire information about changes taking place within the organization, especially those that may impact them. Transparent communication about potential changes to policies, procedures, work processes, employee benefits or the overall business outlook and direction helps employees adapt more easily and instills a greater sense of inclusion in the organization’s operations.
What should organizations do?
To meet employees’ informational needs, organizations should use multiple communication channels. Publish a monthly newsletter describing company achievements, changes and upcoming events. Hold periodic briefings or town hall meetings with employees to emphasize important information and answer related questions. Provide training in effective communication and performance appraisal feedback for supervisors and managers. Conduct focus groups, employee surveys or departmental feedback sessions to learn how employees feel, what concerns them and what they would like to know. Create an Intranet Hub or Employee Portal to provide easy access to policies, compensation and benefits information, job openings and other key company information.
Regularly assessing and addressing employees’ informational needs foster a more supportive and productive work environment. These actions are even more important for remote workers to help them feel a part of the organization. Effective communication is vital for creating a positive, inclusive work environment, building trust and ensuring organizational success and sustainability.
In summary, organizational leaders should attempt to cultivate a culture of transparency at all organizational levels, where communication is open, honest and frequent.
