Tag Archives: Communication

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Employee Retention: Communicate to Retain

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Employee retention relies heavily on how well an employee can do a job, inter-company relations and how efficient and purposeful the work is. Being competitive and offering great packages helps employee retention, as does rewards, recognition, training programs and a good hiring process. However, many of these things count on good communication skills to succeed.

Below are a few communication strategies to inspire effective communication throughout all organization levels.

Keep Employees Informed

Provide regular and ongoing communication throughout the entire organization. Regular communication gives employees an idea of when to expect feedback or new information, and through which communication channels.

Routine feedback will also help employees gauge their success and adjust their behaviors. Communicate their strengths, weaknesses, goals, responsibilities and options for improvement every few months so employees know whether standards are being met.

Ask for Feedback

Ask for employee input to create a company culture that encourages independent thinking and values employee opinions. Employees have unique insight on the business processes because they interact first hand with your customers and company systems. It’s especially important to request feedback with decisions that affect them, such as new policies.

Find Different Ways to Discover Their Opinions

In addition to asking for feedback at quarterly reviews or meetings, you can also use assessments and surveys to identify turnover in your organization. Host surveys, small group interviews, focus groups, exit interviews and online questionnaires to find out why your best employees stay with you and why some leave. Once you have the information to act on, you can begin taking measures to improve employee retention.

Deliver Relevant Messages to the Right Audiences

There is some information that your entire company would appreciate, such as an internal newsletter of upcoming events and holidays, or a quick email about something important happening in the office (ie. construction, power outage, etc.). However, not all information will be important or helpful to all employees, so consider your message and audience before you try to communicate. Don’t clutter your employees’ inboxes with unnecessary emails, and be sure to only send relevant, important information. If you send unimportant information too often, your employees may begin to ignore even the important messages.

Use the Right Medium

Different employees prefer to communicate in different ways. Consider using different mediums to communicate and if possible meet them where they prefer to discuss. For example, if a employees prefer SMS for quick messages, invest in an unlimited messaging plan. If you work with a freelancer who prefers email over anything else, communicate via email. Establish what communication resources your organization has and identify the best internal audiences to reach with them.

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Public Seminar: Leadership Skills for Supervisors

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Join us on March 18 to learn about Communication, Coaching and Conflict Management in our Leadership Skills for Supervisors workshop series. Supervisors affect the productivity of their employees and must be able to effectively lead teams.

Participants will learn ways to prioritize, plan, and manage time, identify their primary leadership styles, develop flexibility, learn to use other leadership styles, and different ways to turn conflict into a force for creative, well-rounded solutions. Participants will also learn different ways to meet the needs of employees through communication and coaching.

Course Outline

  • Pre-assignment review
  • What’s your type? How about mine?
  • Understanding leadership
  • Managing your time and your energy
  • The commitment curve
  • Employee development models
  • Dealing with conflict and difficult issues
  • What successful leaders do

About the Facilitator

Dr. Maria Vida G. Caparas holds a Master’s Degree and Ph.D., Summa Cum Laude, in Psychology. She is an Accredited Trainer of the Philippine Government with invaluable experiences in Organizational Development as a Human Resource, Training and OD practitioner. She authored three books on Psychology/HR Management and was a Trainer Delegate of DFA-Foreign Service Institute in Italy and Singapore in 1999-2000. Dr. Caparas is a recipient of various national awards and also a professor in prestigious universities.

Click here to sign up.

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Be a Great Communicator – Unlock the 4 Personalities

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By Yvonne Manzi
Social Media Officer, Profiles Asia Pacific

Communication between employees is a fundamental factor in the success of all organizations. Leaders who do not find effective ways to communicate with their employees are in for some difficult times and will use up a lot more resources than necessary.

Communication can often be ineffective because individuals persist in approaching others with their own style, rather than adapting to the other person’s needs. This can result in excessively long meetings, misunderstandings and resentment. This concept was popularized by its initiator Dr. Tony Alessandra in the late 20th century as the Platinum Rule (a moral principle related to but different from the Golden Rule), which recommended individuals to “treat others in the way they like to be treated.”

The DISC Model Theory which was developed in 1928 by Dr. William Moulton Marston provides a way for us to understand different personality types, and consequently their favored method of work and communication.

By learning to identify personality types and adapt to them, you can unlock the door to great leadership!

No personality is inherently bad for the workplace. In fact, it is poor management and often lack of variety that are detrimental. By understanding and incorporating various personality types in your company you can have people whose traits complement each other, you can better manage interpersonal conflict, and you can learn to train them in just the right way. In consequence you will have a better motivated, more satisfied workforce, with which you to build the best teams!

The DISC Model states that there are 4 types of personalities; Dominant, Influential (or Inductive), Steady and Conscientious (or Compliant).


How to spot them
Dominant personalities are generally direct, they have an air of inner certainty, they may interrupt, ask focused questions, and have a “tell” style

Confident, determined, loves challenges, focused, influences others. On his/her best day, a dominant personality can be competitive, demanding, determined, strong-willed and purposeful.

Poor listener, can be seen as arrogant, may push too hard, and doesn’t wait for feedback. On his/her worst day, a dominant personality can be aggressive, controlling, driving, overbearing and intolerant.


How to spot them
Influential personalities are generally sociable, enthusiastic, fast-paced; they smile more and gesticulate more.

Quick to build relationships, friendly and sociable, adaptable, imaginative and a skillful presenter. On his/her best day, an influential personality can be dynamic, demonstrative, enthusiastic and persuasive.

May lack focus, too casual for some, poor planning, poor follow-up and can lose interest. On his/her worst day, an influential personality can be excitable, frantic, indiscreet, flamboyant and hasty.


How to spot them
Steady personalities are generally slow to approach, they may show hesitation, they pause before replying, are slower in speech and have an “ask” style.

Builds deep, long-term relationships, natural listener, sincere, warm and present. On his/her best day, a steady personality can be caring, encouraging, sharing, patient and relaxed.

Slow to adapt, may lack enthusiasm in asking for a decision, avoids rejection and takes difficulties personally. On his/her worst day, a steady personality can be docile, bland, plodding, reliant and stubborn.


How to spot them
Conscientious personalities are generally reserved and business-focused, they show little facial expression, and they ask detailed questions and give considered answers.

Knowledgeable and detailed, has an air of competence, asks probing questions and is thorough in follow-up. On his/her best day, a conscientious personality can be cautious, precise, deliberate, questioning and formal.

Initial interaction may be difficult and stuffy, his/her questions may be seen as critical and insensitive, overlooks others’ feelings and focuses on inconsequential details. On his/her worst day, a conscientious personality can be stuffy, indecisive, suspicious, cold and reserved.

The key to successful communication is tied to one word: FLEX.

The leader who manages to situate him/herself within this framework, and who learns to flex (adjust his style to the needs of his/her employees) will notice a drastic improvement in team dynamics.

So when do you flex? Whenever you notice a lack in communication or cooperation with coworkers, you change your style to fit theirs. You can generally do this by matching their tone of voice and volume, pace, and body language.

But how do you communicate with each personality type? The DISC Profile gives the following tip for each one:

“Give them the bottom line, be brief, focus your discussions narrowly, avoid making generalizations, refrain from repeating yourself, and focus on solutions rather than problems.”

“Share your experiences, allow I-style persons time to ask questions and talk themselves, focus on the positives, avoid overloading them with details, and don’t interrupt them.”

“Be personal and amiable, express your interest in them and what you expect from them, take time to provide clarification, be polite, and avoid being confrontational, overly aggressive or rude.”

“Focus on facts and details; minimize ‘pep talk’ or emotional language; be patient, persistent and diplomatic.”

Ultimately, be prepared to allow them their shortcomings, but never so that it becomes counterproductive. Learn to find the right balance!

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