5 Steps to Better Employee Communications

Written by promotiondept

September 18, 2018

Last Updated: Jul 10, 2017
communication in your small business improves employee productivity, keeps everyone working towards the same goals, and reduces office drama and misunderstandings. Take these five steps to improve communication with your employees. 

in the workplace can be mind numbing or it can mean everything. Of course the water cooler fodder can be the mind numbing part – as can be the overly comfort and overly fridly employee who has a tdcy to stop in your office several times a day to just sit down and chat. They’re workers, so you’re about to fire them, but they stop in at the most inopportune times bringing your currt productivity level to a halt. Ugh.

We’ve talked about the negatives now let’s conr the positives. communication among the small business staff can lead to a more cohesive and cooperative work vironmt. Employees who are “in the loop” feel more ownership, feel like they know what’s going on, are more likely to know what’s expected of them on a daily basis, and will feel more comfort coming to you early with any issues they may be concerned about. So how do we nurture this type of vironmt? How do we make our SMB one with a nice flow of ongoing communication where people feel comfort sharing relevant information and know what they should be doing at any giv momt? Following these five steps will likely help.

Frequt communication is important. Just as I hold weekly internal team meetings as a project ager, individuals leading small businesses should be having internal “team” meetings with their employees. This will keep everyone in the loop as to what’s going on, what the la promotions are, any issues or concerns that are outstanding, and it gives everyone a chance to talk and ask questions.

Just like the first item above on holding weekly team meetings, at least one geral weekly, and more formal, email communication should probably be st out. This can serve as a follow-up to the weekly employee meeting and act as a sort of “status report.”

This is something I wish my agers had done with me and something I always try to do for my direct employees. Monthly one on ones means you’re never out of touch and your employees never feel you’re unapproach. I realize in an SMB that unapproach feeling is as likely to happ as it is in a larger corporation, but it still can happ. Don’t take for granted that everyone is happy and feels comfort.

As the leader, you want to have your hands in everything.  But it’s ok to pass leadership on to your employees wh you know they’re ready and can represt your company well. So wh you have a call or meeting or evt with a top customer, look for a chance to let an employee periodically lead that or play a significant role. The employee’s confidce rises, they gain more of an ownership feeling of the situation, and you get to offload some responsibilities. Win Win.

This can be a difficult one to pull off on a regular basis and budget limitations may be aher factor, but if you can schedule some type of outing or gathering every quarter, you’ll help build a more cohesive team .ev if it’s just a potluck at an employee’s house. Doing something together away from work is always a way to build better employee relations and keep communication going strong.

© 2014 Attard , Inc. All Rights Reserved. May be reproduced, reprinted or redistributed without writt pission from Attard , Inc.

Brad Egeland is a Business Solution Designer and IT/PM consultant and author of A Real World Project Manager’s Guide to the Successful Project. He has over 25 years of software developmt, agemt, and project agemt experice leading initiatives in ufacturing, Governmt Contracting, eative Design, Gaming and Hospitality, Retail Operations, Aviation and Airline, Pharmaceutical, Start-ups, Healthcare, Higher Education, Non-profit, High-Tech, gineering and geral IT. Brad is married, a father of 11, and living in sunny Las Vegas, NV. Visit Brad’s site at www.bradegeland.com.



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