Manager and team – principles of team communication

If you understand the needs of your employees and their expectations of you, you are better able to support them and provide working conditions that will positively affect their well-being. This means a more creative, productive and happier employee, which translates into, among other things, greater loyalty to the company and lower staff turnover.

Therefore, talking to your team should be a fundamental part of management. How to do it right? What to ask? The most important thing is to genuinely listen to the needs of your employees. Not talking, but listening is the sign of a true leader.

Manager’s communication – what to ask the employee about

• How to communicate with him?

Preferences in the way we communicate vary, and these days we have an abundance of media and tools that can help us facilitate communication. Does your employee prefer a quick meeting, a phone call or communicating by text message? If so, will he respond more efficiently on Slack or in an email?

Remember that the employee does not have to explain or justify why he or she prefers this style of communication. Respect it. This can be due to character as well as social anxiety, ADHD or auditory processing disorder.

Also raise the issue of pronouns here – how to address this person? What pronouns does he use? Don’t be afraid to ask about such issues.

• Which way works best?

Find out if an employee prefers to be assigned a task and work on it alone or lean on it with the whole team? Is he more comfortable and productive when he has peace and quiet or does he need stimuli from outside and other people? What does he work best on? Providing, as much as possible, optimal working conditions has an impact on your employee’s well-being and comfort and the realization of their potential, which translates into increased productivity and creativity, as well as reduced stress.

Also ask what he likes to work on the most – knowing the answer will help you better assign tasks to your team. Its members will be more productive and motivated, and less stressed and frustrated. Not to mention that it’s an opportunity to develop your employees!

• What does he expect from you as a leader?

When asking your employee about optimal working conditions, also discuss the management style that best suits them. Does he prefer supervision and frequent feedback or more space and rather be left alone? Does he like to be praised in front of the whole team or does he start sweating from stress at the very thought? Perhaps words of appreciation during a 1-on-1 conversation will suit him better. Also talk about his previous manager, keeping an open mind and encouraging honesty. What did your employee like about the previous supervisor? What does he think he could do differently? This is a great development opportunity for you as a manager.

• How does he best assimilate new knowledge and what ways does he have of learning?

Work is also about learning skills and absorbing new knowledge – it is important to provide employees with the best possible conditions for this. Find out if your employee is a visual learner, or if they remember best by listening or moving? Does he prefer theory or practice? Is he learning independently or is it easier when he has the support of a mentor?

• What are the problems he is facing now?

Everyone has some problems, in the office or in their private lives, that stand in the way of working more efficiently. Encourage the employee to share his or her worries, but don’t push either. Ensure that it is a safe space. Maybe it’s a matter of conflict within the team, maybe it’s a frustrating task and lack of access to relevant information and resources. Or did something happen outside of work?

What if it’s a health issue, both physical and mental? Show support and offer a solution, or direct the employee to the appropriate person, such as an HR specialist or contact person for medical services or psychological support.

How can a manager support an employee?

You already understand your employee’s needs and challenges a little better. How can you help him in that case? Forwarding the contact to the right person, as above, is one way to support your team members.

Keep an open mind, don’t judge, create a safe space, making it easier for the employee to speak openly. Ask how you can support him in his development, but also what you can do to make him feel more secure and happier at work.

Also discuss how the employee feels about the team – does he or she feel supported by the team? If not, discuss what steps to take and, most importantly, what your interviewee wants to do about it.

Questions for the team

Asking your team for honest feedback is a great opportunity for you to grow and get closer to your colleagues. Encourage people to share their thoughts and observations. What can you do for them to be a better leader? How can you improve your product or service? Create a space that allows your employees to share their ideas without fear of being ignored – you will strengthen their loyalty and your employees’ relationship with the company and its success. Also consider giving feedback anonymously, such as through regular surveys.