You're dealing with conflicts over internal messaging feedback. How can you navigate through the tension?

You should be an active listener while talking to your disappointed clients. The primary issue is that they want their voices to be heard. Also, you should consider their psychological types to react promptly. Some people are highly emotional and need to vent their negativity before they’re ready to hear the solution you’re offering. Others are anxious and need constant updates on what’s happening. Uncertainty is what scares them the most. The third may look calm but be very meticulous while learning the rules and regulations and referring to them. And these people do not like to lose, so I can't leave them without even a small incentive. So, consider their viewpoints and study people to understand them better and offer the best options.

1 - Promova um ambiente que preze pela comunica??o aberta e transparente, onde todos se sintam seguros para expressar suas opini?es. 2 - Para garantir que todas as vozes sejam ouvidas e respeitadas, implemente sess?es regulares de feedback estruturado, mediadas por um facilitador neutro, no caso você mesmo(a). 3 - Para minimizar mal-entendidos e tens?es no time incentive a prática de feedback construtivo, focado em comportamentos e resultados alcan?ados, e n?o em características pessoais. 4 - Mantenha a clareza e a responsabilidade entre os membros da equipe. Sugest?o: Utilize ferramentas de comunica??o digital para documentar e acompanhar o progresso das quest?es em andamento e como chegaram na resolu??o.

Internal communications must reflect company values and priorities. However, sometimes messages aren't received as intended. When facing negative feedback, I've found the worst response is to become defensive or rush to resolve the issue. Instead, pause and truly listen to what your audience is telling you. Often, their perspective can reveal new angles on a topic that hadn’t been considered. As communicators, our goal is to align company objectives with audience needs. It can be challenging, but with patience and understanding, conflicts can be navigated successfully.

When evaluating feedback on internal messaging, consider the voices of those most impacted—your people. I once worked with a leader who wanted to overhaul some of the communications initiated to foster employee engagement without seeking input from our employees and fellow leaders who could offer insights into why these communications were crucial. Without doing our due diligence of seeking feedback, we could've lost something our people valued. Assessing feedback helps identify what truly benefits the organization.