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It’s Time for Small Business Leaders to Set a New Standard for Workplace Communication

When it comes to communication in the small business workplace, you need to
stop tolerating and start initiating.

What I mean by that is most small business owners are reactive
and on the defensive when dealing with how their employees behave
and perform on the job.

The more small businesses I become more intimately involved
with helping improve communication in their work environments
the more appalled I become at the low expectations business
owners have for communication at their companies.

Small business owners tolerate a lot.

What are you tolerating in your workplace?

What I mean by that is that you probably don’t realize
how low expectations for communication in a work environment
impact your employees and their ability to do the best
job they can.


(If you’d like help distinguishing whether its an ability or attitude issue and the communication issues that may have caused it and how better communication can fix it – let’s have a conversation. To schedule a free, no obligation Workplace Communication Assessment Strategy Session, go here now)


It’s time to stop the insanity and get serious about communication
in the workplace, the good, the bad and the ugly.

First, there are three contexts of communication that impact your
small business, you must pay attention to:

  • IT Communication – are the hardware devices able to facilitate the flow of information effectively. Is the software 
compatible with the devices and whatever other software 
pieces that need to interact? Are the devices as up-to-date 
technologically as they need to be (you don’t need the 
latest and greatest but it should be relatively current.).
  • Process and Flow – does the company have a system for 
disseminating the right information to the right people at the 
right time so they can do the best job possible and put out the 
best impression for themselves and the company out to the
community?
  • Interpersonal communication – what is communication like 
between co-workers and colleagues in the workplace and
 between company leaders and managers and their direct
 reports? Is it positive and productive? Is it civil? 
Does it allow people to feel supported and respected, etc.?

Typically, my audiences tell me the context that causes the biggest
frustrations, challenges, and issues is interpersonal communication.

That context also seems to be where most small business
leaders struggle, too.

It’s the place where the low standards of expectations lie, and
where the tolerations of the impact are most felt.

This manifests in many ways, such as employee conflicts with the
manager or business owner expected to play “referee” to “make the
call” for one side or the other.

This is not where you should be because, you know, the person most
booed in an arena or stadium is the referee. You don’t want to be
booed in your own company.

I also frequently hear how passive-aggressive behavior is pervasive
today’s workplace.

Many small business leaders struggle with how to address it.

They wish they could get people to follow through and be responsive
to requests from their colleagues, co-workers, bosses, and customers.

What about you?

There is way too much chasing and waiting, waiting and chasing.

Communication comes with real costs to a business’ bottom line.

What do you notice regarding communication in your workplace?

If you were to set a new standard for communication in your
workplace, what areas would you choose?

My next article will discuss the real “hard” costs of tolerating a
low standard of communication in your workplace.

Stay tuned.

 

 


(If you’d like help distinguishing whether its an ability or attitude issue and the communication issues that may have caused it and how better communication can fix it – let’s have a conversation. To schedule a free, no obligation Workplace Communication Assessment Strategy Session, go here now)


 

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