What do you do if your employees' communication styles clash in Internal Communications?

A clear corporate tone or communication style can be a good place to start, in my opinion. Every employee has a unique communication style, which could lead to a lot of miscommunication. Nonetheless, a clearly established corporate tone can serve as a guide to guarantee that, while preserving each employee's individuality, all are in agreement with the company's objectives regarding communication style and tone. Both the company's internal policy and the onboarding procedure ought to include this. Consistency is key .

It's hard to categorise an entire colleague cohort under one "style" of communication. Today's workplaces have up to five generations, each with very different needs and expectations on the role of internal communications. It's easy to get focussed on the loudest voices, but a few abrasive comments/emails on internal channels are rarely representative of the views of the entire cohort. Assess what type of communication or leaders people engage with the most through the tracking metrics you have access to, then start to build a picture of the style of the organisation.

Lidar com falhas na comunica??o requer uma boa dose de proatividade e comprometimento para resolver problemas antes que eles se tornem conflitos maiores. Por isso sugiro que invista pesado nas habilidades de comunica??o. Ofere?a para sua equipe treinamentos sobre escuta ativa, empatia, comunica??o n?o verbal, entre outros. Porém, antes disto, identifique a raiz do problema. Perceba onde est?o as falhas na comunica??o. Pode ser falta de clareza nas instru??es, má interpreta??o, falta de feedback etc.

An internal house style guide helps employees to communicate in one way. We are not telling employees what to say. The style guide is the narrative that connects to the organisation's strategy, objectives, values, and purpose. It helps rather than hinders the employee story-telling.

oster a culture of understanding and empathy among team members. Encourage them to recognize and appreciate each other's communication styles, acknowledging that diversity in communication can lead to richer collaboration and problem-solving.

Understanding communications styles starts with understanding self. Invest in your team's self-awareness by having them explore, through an evidence-based psychometric tool, with a certified professional (there are lots of options), their own strengths. This approach helps them understand their own preferences as well as how others perceive and receive them. It will also help them be more aware of the necessary balance in the communications materials they prepare.

-Create Clear Communication Guidelines: Establish and communicate clear guidelines that outline expected communication practices within the organization. These guidelines can cover everything from the use of language to the appropriate channels for various types of communication. -Encourage Feedback: Promote a culture where constructive feedback is encouraged and valued. Teach employees how to give and receive feedback in a way that is constructive and not confrontational.

Brand guidelines aren't just for external communications. Your brand should have the same kind of interactions with employees as it does with an external audience with slight variations. If the external brand is upbeat, friendly, and informative, keep that same tone internally. When you commit to communicating by brand guidelines, you are providing a consistent experience for employee, many of whom came to work for the company because of their experience with the known external brand.

Communications styles and preferences are born out of our unique strengths and personalities so it is guaranteed there will be clashes. Build your team and your IC strategies knowing that you need to engage with, listen to and reach audiences with diverse styles through diverse tactics (formats, lengths, locations, timing). Focus primarily on what team members and employees have in common using the organization's purpose and values as the foundation. Balance content that appeals to the spectrum of personality aspects, showing the benefits or WIIFM from both sides of each: - introvert/extravert - people focus/outcome focus - inspiration driven/discipline driven - big picture thinking/down to earth

- Monitor and Intervene When Necessary: Keep an eye on teams for signs of communication breakdown and intervene before conflicts escalate. This can be through regular check-ins or by fostering an open-door policy where employees feel comfortable bringing up concerns. -Lead by Example: Leadership should model effective communication practices. Leaders who communicate clearly, respectfully, and effectively inspire their teams to emulate these behaviors.