Cultivating Communication Culture at Work

Creating a Collaborative Culture at Work with Workforce Communication

As a manager, how can you create a culture of open, honest, and collaborative communication with your work team?  Whether you are a small business owner with a salesforce of 15-100 sales people, a professional in the education industry needing to collaborate at the office and with your local community, or a division director leading a work team of hundreds, what can you do to cultivate a collaborating communication culture?  It’s your lead.

All leadership starts from within.  Who are you?  How do you comport yourself?  How do you treat your work team directly as well as at the company meetings?  Your own behavior, your demeanor and professional deportment establish the tone, tenor, and tendency for your department and team.

Repeatedly high level executive management has reported to me that the flow of communication within their company was one of their areas of greatest care and concern.  Your management team desires to create a culture of communication in your workplace.

But how do you really do that?

Ask for It.

“You have not because you ask not.” James 4:2  At your next departmental meeting, start asking for the open communication you’re seeking to cultivate and establish at your workplace.  Let both your words and your behavior establish the priority place you’re giving this to your workforce.

Acclaim for It.

People like to be admired.  Employees crave recognition.  However, do be careful and cognizant of the different personal temperaments and essential roles represented by your workforce.  Not everyone is the double extroverted sales person who loves being acclaimed and admired before the whole sales division for not only making and exceeding quota during a challenging economy but also for their creativity in evangelizing the company to new audiences during their personal time.

Reward for It.

Cite your employees’ positive actions contributing to the communication culture in their quarterly and annual reviews.  Tie this recognition into their total positive performance review.  Then be sure to reward them in some way monetarily.  If you’re permitted, weave it into their salary increase this year.  Or instead, tie this to a quarterly bonus.  Alternatively, reward them with a special gift card for specifically engaging in behaviors which help to create the communication culture craved by your management team.

Cheers and blessings,

April