At a time when cloud-based communications and teleworking operations are becoming more standardised among business practices, it is paramount that business leaders make strides to improve workplace relationships and communication. Productivity, engagement, and satisfaction are underpinned by employee connectivity. If it is compromised or allowed to deteriorate, so does an operation.
The old practices that many businesses have become comfortable with, those that have typically supported teams operating within shared environments, as well as that communicate face-to-face, are no longer as relevant as they work, especially since they seldom take into account new landscapes of communication and asynchronous, collaborative task management.
If you are feeling that such a description applies to your own business practice or you are seeking to improve your company culture, then we have five considerations for you.
With a host of potential channels for communication, workplace dialogue can become quickly convoluted. Emails, messages, and collaborative documents can all become entangled, leading to diluted and misunderstood intentions.
Be sure to establish not only the essential platforms for communication within an organisation but how each one should be used.
Previously, it has been easy to visit an employee who works in close proximity with you. However, when they are remote, this simple check-in becomes impossible and unfortunately does not translate to digital communication. Whereas visiting an office or desk in person can be an effective way to reconnect with an employee, sending an email to do the same can have the opposite effect, leading to a sense of micromanagement.
Managers carry the responsibility of mitigating and facilitating conversation among employees. Therefore, it is advantageous to offer your business leaders and department heads management training in London, capital city courses that help to guide managers, developing their interpersonal and employee management skills.
By investing in such leadership skills, employee wellbeing and guidance is improved, with interpersonal conflicts being readily resolved and the efficacy of cooperative tasks being supported. Modern training courses also offer to develop skills of those leading remote teams too.
It is in a business’ interest to invest in the external social lives of its employees. Even relatively minor benefits, such as the organisation or facilitation of after-work gatherings can be immensely beneficial to workplace relationships, helping employees to feel better connected and able to communicate with each other.
This can be somewhat difficult for teleworking teams but should not altogether prevent efforts from being made. A number of teams can be receptive to online social events that, while less effective than in-person social gatherings, can still help to develop workplace relationships.
Communication within a corporate structure should never be entirely limited to one direction. At a time when employees are further removed from a business’ centre, it is crucial that line managers are receptive to feedback, listening carefully to the individual and collective discussion of employees. Doing so empowers employees, encouraging them to remain feeling part of the organisation, even when located afar.