Communications
How do I get messaging across to employees?
Whether you're managing production, or working with distributors, clear and effective communication ensures that everyone is on the same page, working towards the same goals. Simply put, good communication helps people do their jobs better and makes workplaces more satisfied and productive.
Good communications helps you maximise the impact of your policies and processes (see Your Obligations as an Employer for more information). Whether it’s something compliance related that protects you as an employer, or some guidance that will improve an employee’s work experience, people need to know what you expect of them so they can act accordingly.
Employees want their employers to listen to them, and most importantly to take action. Two out of three employees feel their voice is not listened to in some way by their manager or employer, which may have a negative impact on turnover#.
The costs of bad communication are:
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People make avoidable mistakes, and need to re-do jobs - wasting their time (and your money)
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Delays occur and deadlines are missed
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Managers can’t lead their teams well, when they don’t understand what is expected of them and their teams
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A lack of buy-in or understanding around change
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People are afraid to ask for feedback, which stunts personal and professional growth.
What should I keep in mind when thinking about communicating with employees?
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Clarity: Make sure your messages are clear and easy to understand. Avoid using complicated words or industry jargon.
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Consistency: Keep your communication consistent. This helps avoid confusion and ensures everyone knows what to expect.
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Listening: Communication is a two-way street. Make sure you're not just talking, but also listening to what others have to say. Show that you value your employees’ input by asking for their perspective too. Acknowledge their concerns and work together to find a solution.
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Respect: Always communicate with respect. Treat others the way you want to be treated. Try to avoid raising your voice.
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Timeliness: Share information in a timely manner. Don’t wait until the last minute to communicate important updates. Make sure your audience has enough time to read and respond if needed.
Remember everyone is at a different stage in their career. What is second nature to experienced farmers, growers, foresters, and fishers may not be for everyone on the team. A task that may seem simple to you might not be for someone else. When the pressure is on, it’s easy to forget that. Be thoughtful of others and their skill level and ability.
Note: Reading and Maths
Everyone is at a different stage in their journey reading, writing and doing sums. Some people are not confident in reading and doing maths. Adjusting your communications to meet the needs of your employees will ensure the best outcome.
How do I deliver communications with impact?
KNOW: What’s the most important point? This should be communicated first. Tell the truth: if you don’t know something, say so. If it won’t happen until October, say that. If you have a really difficult message to deliver, ask someone you trust for advice on how to put it.
THINK/FEEL: Put yourself in your audience’s shoes - if you want your communication to hit home, you need to understand how it will feel to receive it.
DO: What do you want people to DO with the information? Do they need to complete a survey? Do they need to speak to colleagues? Do they need to give you feedback? Tell them.
What does good communication look like in reality?
Have a range of formal AND informal communication channels that allow communication from you to employees, and employees to you.
*A pulse survey is a short, quick survey that you send out regularly to see how your employees are feeling - to ‘check the pulse’ of the employees as a group. It’s designed to be simple and easy to complete, usually taking just a few minutes to fill out.You can set up a pulse survey in about ten minutes using Google Forms here or an equivalent, using the 3 example questions included below. Consider collecting responses anonymously - employees tend to be more open and honest this way. You can share the link with your employees via email or group chat message and get them to fill it out.
Some questions to ask could include:
1. How are you feeling at work recently?
Multi-choice response options: Very Happy, Happy, Neutral, Unhappy, Very Unhappy
2. Do you feel supported by your team and manager?
Multi-choice response options: Strongly Agree, Agree, Neutral, Disagree, Strongly Disagree
3. Is there anything we can do to improve your wellbeing at work?
Open-ended response
These questions can help you gauge overall mood, the level of support employees feel, and gather specific suggestions for improvement.
Exit Interviews
Consider having a quick sit down with an exiting employee to find out what went well and what didn’t during their time working with you. If you don’t feel comfortable doing this yourself, opt for a trusted individual (e.g someone else in the business, or a trusted person to the individual) or get them to write down their thoughts.
You’ve got nothing to lose by asking, and this helps you be better going forward. Common themes that come up in exit interviews can help you spot ‘work-ons’, areas that you can improve in.
What does this look like in real life?
Have a range of formal AND informal communication channels that allow communication from you to employees, and employees to you.
Where are some more external resources I can use?
Even though the following resources may have been developed by a particular industry, the principles are relatable more widely.