Here's how you can navigate different communication styles when communicating with employees.

I feel that when you want to communicate with someone you need to have an agenda in mind and also be ready to listen to the other person's perspective to make a difference and better decision

To talk to different kinds of workers, you can change how you speak. Like, if someone likes details, give lots of them. If they just want the main points, keep it short. It's about understanding what they need and adjusting how you talk to fit that.

Embracing neurodiversity in the workplace is key to creating an inclusive environment. Communication styles vary, especially among those with conditions like autism, ADHD, and dyslexia exist in the workplace as well. Once, I worked with a colleague who seemed uninterested in small talk during meetings. I later found out he was on the autism spectrum and preferred direct communication. After I learned about neurodiversity, I adjusted my approach by skipping the casual chit-chat and getting straight to business. This made him more comfortable and he became more engaged. This experience taught me that understanding different communication styles matters. By recognizing these differences, we create a workplace where everyone can contribute.

One thing I've found helpful is to use active listening skills. Make eye contact and to give time and empathy to the employee. Navigating different communication styles is crucial to build a cohesive team and trust. I tailor my communication style to the suit the individual and focus on the non-verbal ques. Our goal in HR is to ensure we are providing an environment where employees feel valued, safe and free to express their thoughts and feelings.

I find good questions and meaningful interactions is the key to understanding those we lead and work with. Asking questions open two doors, one is understanding. When we engage our teams, ask them questions about them, their interest, lifes and experiences we gain a sense of them to aid in our understanding of them. This helps us adjust our approaches as well gain insight to their perspective. The second is clarification, by asking clarification questions then we can ensure what is being transmitted is what is being received. This also help prevent misunderstandings and wrongful interpretations.

As we communicate, we think we are clear in what we are saying, however, the true proof is what they are person is hearing and understanding. Asking open ended questions helps to bridge the gap between what we think we have communicated and what the other person has actually heard.

Questions can be powerful when used correctly. One thing to keep in mind is that "Why" questions can come across as aggressive, depending on context. Think twice before asking questions such as, "Why do you do that?" Rather, ask "what lead to this method?"

If something isn't understood, always ask questions so that any outstanding queries are clarified. Asking questions can really help get a sense of perspective especially when implementing changes. For businesses, they can establish the thoughts and feeling of their employees through the questions they ask. This can help to create more meaningful relationships and see a different point of view.

En mi experiencia, todos en algún momento experimentamos el miedo a preguntar, ya sea para no caer en la ignorancia o demostrar debilidad, al contrario, lo que debemos saber y aprender anticipadamente es que preguntar de manera consiente y responsable, ayuda y guía tu trabajo de manera correcta, mejora la comunicación y entendimiento de los acuerdos en reuniones y procesos, pero cuidado, no hay que abusar.

Active listening is the cornerstone of navigating communication style differences. By focusing on the speaker's message, both verbal and nonverbal, you can bridge these gaps. Imagine a meeting: you actively listen to a colleague who prefers concise communication. You summarize their key points, ensuring clarity and avoiding unnecessary elaboration. This validates their style and fosters trust.

There's a communication strategy that helps with this. It's called repeat back. The person listening repeats back what they believe the person speaking said. Then asks, "Did I get that right?" It helps validate the information being exchanged. I find it's also helpful for the speaker to sometimes hear what they said (or what the receiver interpreted). This strategy has helped me not just with employees, but with family members. It does take conscious effort.

However, simply nodding enthusiastically in response to what an employee says is not a good strategy. Leading questions are a great way to help, so that the person you are talking to can open up the topic.

- In my experience it is critical to commit to being present and remove all distractions. This can be done by silencing phones or closing your computer. Paying attention to the employees verbal and non-verbal cues when communicating can give you an understanding of how the other person is receiving your message. This can be the road map to adjusting your delivery ensuring that they understand clearly and /or they feel heard. Also, using statements like, “what I hear you saying is ….”, this will give the employee the reassurance that you heard them or it gives them the space to clarify if needed.

La empatía es fundamental para lograr una efectiva comunicación por medio de una escucha activa, ya que esta habilidad nos permite identificarnos con el otro y compartir su sentir. Es importante tener el espacio y momento adecuado para evitar distracciones y si algo no está claro, es indispensable hacer las preguntas necesarias y nunca sobre entender el mensaje. Cerrar la sesión con un resumen de lo dicho y de esta manera, se evitarán confusiones o malos entendidos.

First of all, before giving any sort of feedback, it is imperative to build a rapport with the receiver of feedback. Otherwise, it often comes off as a criticism. Secondly, while most people are aware of communication styles, one aspect people often neglect is feedback style. Some people benefit from direct feedback, while some need a little bit of a boost along with the real blow. It’s vital to communicate the feedback in a manner that is construed as constructive rather than critical. Be kind, and empathetic. Use the good news-bad news technique if need be.

i agree, one needs to build rapport with the feedback receiver. Sometimes you are placed in the position of giving feedback to someone you just barely met though, and that is ok too, since the rapport piece is comes with time. Preparing before the feedback session, having the right data to base the feedback on, maching the style with the other person and ensuring the environment is the right one, and also a big one is the cultural background of the person, not all cultures perceive feedback the same. There are entire books written on that topic. Beyond all that though, one of the main recommendations is to be direct. Regardless of the background, and style, most people will appreciate an honest, clear and direct feedback above anything else

Uma habilidade necessária para lideran?as, pois a corre??o de rotas muitas vezes é necessário e comemorar conquistas também. Por isso é importante dominar essa habilidade crucial. Umas das maiores cobran?as que fa?o com novos gestores é praticar o dar e receber feedbacks, pois só ser?o bons praticando e geralmente trabalho com uma espécie de mentoria, acompanhando os novos gestores em se??es de feedbacks e dando feedbacks de suas evolu??es e pontos de melhoria caso necessário. Se quer ter uma equipe vestindo a camisa de verdade, é necessário transparência e feedbacks…

Constructive feedback is crucial for growth and improvement. Tailor your feedback to align with each employee's communication style, ensuring it's received positively and effectively.

Feedback é fundamental para o aprimoramento e desenvolvimento das pessoas. N?o sabendo o que eu fa?o de errado, n?o me cuido para melhorar e trazer resultados mais satisfatórios. O feedback construtivo é conseguir falar sobre os pontos positivos e negativos por meio de exemplos. é muito ruim quando a pessoa é apontada sobre algo que ela é e n?o que ela tenha feito de errado. Por vezes a pessoa se sente t?o desmotivada que pode até pedir demiss?o. Por sim é muito importante dar feedback mas saber a forma certa de fazer é essencial para ter resultado com êxito neste processo.

Before you send the text, email or pick up the phone consider who is going to receive that communication. Think of it like a gift and you want to make sure the recipient is going to be able to appreciate what you have sent them. The extra effort to tailor the message to the audience requires a flexible approach but rarely costs anything but a little extra time.

Para adoptar un enfoque comunicacional flexible, una estrategia útil es aprender a escuchar. El estilo personal del interlocutor en una situación determinada, puede guiarnos en la modalidad de comunicación, ya que la gente se expresa de la manera en la que se encuentra más cómoda. Creo que el mayor esfuerzo debe realizarlo quien comunica y esto necesariamente implica estar atento a su interlocutor.

In my opinion adapting and flexibility can successfully change situations and environments. Keeping calm in the face of difficulties. Planning ahead, but having alternative options in case things go wrong. Thinking quickly to respond to sudden changes in circumstances. Persisting in the face of unexpected difficulties.

I’ve found it effective to schedule a meeting if there are more than a couple emails back and forth with questions. It can be automatic to just respond in the way we have been communicating, but often a lot is lost in the back and forth. Senior executives and managers (and many others) get so many emails in a day so it’s often a better use of everyone’s time to jump on a call so you can provide context and clarify any questions in real time. On the other hand, you want to consider what is effectively shared by email.

Estirar y aflojar, con una rigidez flexible, dice el Budismo Zen. Recomendación clave para Liderazgo, las Relaciones Interpersonales y obviamente la Comunicación.

In my experience if you give staff the opportunity to truly express themselves you get so much more than just a staff member - you get a commitment for a staff member to add to the overall team objectives and you give the team and individual staff the opportunity to grow. A team that has true opportunity to express thoughts and opinions are normally more successful because participation is welcome and harnessed. I feel very fortunate to have such a team and have learned from my mistakes over the years - my job as a leader isn’t to make everyone think the same but to create free and open dialogue so each individual is thinking and has the greater good in their thoughts and goals

Foster a culture of open and transparent communication where employees can express themselves freely without apprehensions however maintaining inclusiviness in diversity of thought and professional decorum.

Great advice. I would add the word unique. Encourage them to express their own style with no expectation to fit into a particular box of expectations. Not a single human on this planet thinks exactly alike or receives communication the same way. So by opening this door of freedom to explain how they process and think, doors of understanding will open

Clear and concise communication emerges as a crucial bridge, building deeper understanding and connection among individuals. The primary goal is always in highlighting the significance of articulating thoughts clearly and concisely, steering clear of unnecessary complexity or ambiguity in communication. Encouraging open dialogue, welcoming diverse perspectives, valuing each team member's contributions, and cultivating inclusivity in discussions is the approach that works best. The basis of success remains rooted in the establishment of trust and rapport. When trust is cultivated, individuals feel secure, supported, and interconnected, resulting in enhanced collaboration and a cohesive work atmosphere.

As i talk with many people the last years understand the power to communicate with them with a sma?l stories, some of the benefits of communicating through short stories: Engagement and Connection: Stories can create a sense of engagement and connection with the audience as listeners experience events through the characters' experiences. Inspiration: A good story can inspire the audience and provide motivation for action or change. Reinforcement of Messages: Stories can reinforce key messages with examples and emotional experiences. Understanding: Stories can help in better understanding complex ideas or topics. Information Sharing: An interesting story is more likely to be shared with others, positively impacting a wider community.

Remember that the style of communication and flexibility required for a one-on-one communication differs from the styles required for a larger crowd. As the conversation progresses, ask questions and adjust your words and tone as required.

In my opinion it all circles down to ones ability to observe and assess non-verbal queues. In most cases, body language and attitude of a person gives away more information than their words can measure. In order to communicate effectively, if this is done well, you will be able to decipher what the person in front of you wants to hear. Then simply mould your information accordingly.

Something else to consider is to build relationships with your employees. Take an interest in their lives outside of work. It pays off when you know that John Smith is going through a loss of a parent (for example) and allows you to tailor your communication with empathy.