Crisis communication only
Unfortunately, a frequent problem of managers is communicating with individual employees only in times of crisis or if a problem needs urgently solving. If nothing negative seems to be happening, the given manager sees no reason for active communication with team members. This is a big mistake. Communication should take place regularly, with an analysis of the situation even if apparently everything is in order; such communication should anticipate problems, not just solve them.
Neglected communication
According to Management Today, another fatal problem of team managers is lack of communication. This is often caused by the fact that the manager represents too narrow a channel for the large volume of information passing through; team members then lack necessary information for their job, which leads to employee frustration, inefficient work and chaotic attempts to meet deadlines. The solution is delegation of work and diverse communication channels so that not all information goes via the manager.
Inconsistent communication
Contradictory data and information can be a major problem for the internal functioning of any team. The communication of the team leader may go against the general rules and priorities of the company, thus putting employees in a gridlock situation, or it may be contradictory in itself. In any case, all communication must be unambiguous and consistent; only then can it be effective.
Dishonest communication
When communicating with employees, a manager should be open, honest and transparent. Otherwise they will lose authority and the trust of employees. If the leader repeatedly exaggerates the priority of certain tasks, is vague or unclear in communication, plays psychological games with staff or communicates in a dishonest way, employees will recognise this and soon stop trusting such communications altogether.
-mm-