Importance of Continuous Conversations for Employees

You can never over-communicate. This is one of my core management principles. In leading any organization, no matter the size or structure, you must actively, intentionally, and repeatedly communicate. And I am not just talking about team emails or town halls, both of which are important. I am talking about communication in all forms—formal and informal, verbal and written, broadly transmitted and delivered one-on-one. We often think we've done "a lot" of communicating. But even when we feel like we've hit every channel and made every point clear, there's always someone out there who still feels in the dark or disconnected from the mission or message. This doesn’t mean you’ve failed—it means you're human, and so are your teammates. But it also means that there is always room for more connecting. Maybe you need to enlist other messengers? Maybe you need to re-examine your message or your delivery? Most people don't just want to have an understanding of what's going on—they want to know how they fit in. This is especially true in mission-driven organizations where financial compensation takes a back seat to intrinsic rewards. People want to feel like they matter and that their work contributes to something bigger than themselves. Your team can’t connect to the mission unless you tell them exactly what that mission is. And then tell them why that mission is important. And then tell them how important their roles are in that mission. And then tell them all of that again and again. Effective communication isn’t about repetition for repetition’s sake—it’s about connection, clarity, and culture-building. When you bring people along, they are not just doing the work—they’re owning the mission. So, yes, send that extra email, give the extra update, or pop into a team member’s office one more time. Chances are, someone wants to hear more about how they can help move your mission forward. #Communication #Leadership

Leaders -- Here’s the Harsh Truth About Communication. When I meet with a prospective client "partner" I often hear about their problems: poor/declining customer service, employee turnover, lack of engagement, retention issues, conflict, etc. All the typical "symptoms". And then once I start working with them, I find out the real disease: COMMUNICATION. My suggestion is always relatively simple. Communicate regularly. Planned. Scheduled. Various ways. No matter what. If you’re not intentionally and regularly communicating with your team, you are communicating—you’re just letting gossip, rumors, and speculation do it for you. Something always fills the VOID. When communication is irregular or reactive, here’s what fills the silence: 🚫 Rumors: Employees start guessing at decisions and motives. 🚫 Gossip: Small issues get inflated into full-blown problems. 🚫 Distrust: People stop believing the official word, even when you do share it. 🚫 Disconnection: Teams drift, priorities blur, and momentum dies. Your silence creates a vacuum—and nature (and workplace culture) hates a vacuum. The fix? Planned, consistent communication. Not just when there’s a crisis, not just when you “have time,” but on a predictable rhythm that your team can rely on. They NEED this. The simple fix: The 4x4 Communication Framework 4 Key Topics to cover every time: ✅ Wins & successes ✅ Challenges & roadblocks ✅ What’s coming next ✅ How the team is making an impact 4 Regular Touchpoints each month: Daily or Weekly team huddle (15 mins) Weekly written update (email or Slack post) Weekly or Bi-weekly one-on-ones (20–30 mins) Quarterly or Monthly all-hands or department meeting You may think you’re “too busy” to communicate like this. Here’s the truth: you’re already paying the cost of not doing it—low morale, disengagement, and mistrust. Regular, planned communication is not an extra task. It's just not a nice to have. It's a MUST have. It’s the bloodstream of your leadership. Need some help in getting started? Reach or DM me. I would love to chat with you!

Real conversations at work feel rare. Lately, in my work with employees and leaders, I’ve noticed a troubling pattern: real conversations don’t happen. Instead, people get stuck in confrontation, cynicism, or silence. This pattern reminded me of a powerful chart I often use with executives to talk about this. It shows that real conversations—where tough topics are discussed productively—only happen when two things are present: high psychological safety and strong relationships. Too often, teams fall into one of these traps instead: (a) Cynicism (low safety, low relationships)—where skepticism and disengagement take over. (b) Omerta (low safety, high relationships)—where people stay silent to keep the peace. (c) Confrontation (high safety, low relationships)—where people speak up but without trust, so nothing moves forward. There are three practical steps to create real conversations that turn constructive discrepancies into progress: (1) Create a norm of curiosity. Ask, “What am I missing?” instead of assuming you’re right. Curiosity keeps disagreements productive instead of combative. (2) Balance candor with care. Being direct is valuable—but only when paired with genuine respect. People engage when they feel valued, not attacked. (3) Make it safe to challenge ideas. Model the behavior yourself: invite pushback, thank people for disagreeing, and reward those who surface hard truths. When safety is high, people contribute without fear. Where do you see teams getting stuck? What has helped you foster real conversations? #Leadership #PsychologicalSafety #Communication #Trust #Teamwork #Learning #Disagreement

According to the latest Gallup data, 51% of US employees are actively watching for or seeking a new job. This level of turnover risk is at its highest point since 2015, and should be a concern for companies across all sectors due to the high cost of recruiting and retaining replacement workers. This report digs into this trend by examining the factors that employees say could have kept them from leaving their previous position. 3 out of the 10 changes former employees say could have prevented their departure were related to either increasing positive interactions (21%), such as listening and communication, or having fewer negative interactions (8%) with their manager such as less rudeness or micromanaging. What's the solution? Gallup recommends managers aim to have at least one meaningful conversation/week with each direct report. When they do so, employees are 4X as likely to be highly engaged, regardless of whether they are a frontline, hybrid or fully remote worker. Check out the full report with more detailed recommendations at https://bit.ly/4eYer2e #WorkplaceWellbeing #EmployeeEngagement #Leadership

Dear finance bros & budget gatekeepers, Respectfully, it's time this is said... Internal communications is not a cost center. Employee experience is not a cost center. The REAL cost center? Employee disengagement. “Our spending decisions are based on data…” Cool! Love that! How about this data?👇🏼 “$8.9 trillion lost in global GDP due to low employee engagement” “52% of employees say they are watching for or actively seeking a new job” (Gallup, 2024 State of the Global Workforce Report) When employees aren’t informed, inspired, or engaged…honestly, what do you think they’re doing? 😂 Doing the bare minimum...or Looking for a new gig...or Spending all day on Slack / Teams trying to figure out WHAT is going on...(yapping w/ work besties & sending the funniest knee-slappers of all time🤭) OR...(dare I say) Nothing. Simply, nothing. 🤷🏻♂️ Disengagement can spread like wildfire. The match that ignites it? Misinformation, rumor mills, lack of transparency…or a culture that doesn't value the vital role of #internalcommunications. SO, when #internalcomms presents a business case, requests budget, & asks for new dynamic software or tools...(like Workshop 👀) Listen. Please, just listen.  Invest in your employees. Invest in effectively communicating with them. Watch how it impacts workplace culture, motivation, & your bottom line. Because if leadership doesn’t value employee engagement… Why should employees? 🤔 #comms #communications

A recent study by USC Annenberg and Staffbase highlights a critical issue for companies: poor internal communication as being a major factor in employee turnover. In fact, 61% of employees considering a job change cite it as a key reason for leaving. The 2024 Employee Communication Impact Study shows a clear link between effective communication and employee satisfaction. Yet over half of employees (54%) feel disconnected from their organization’s goals, and 65% don’t get the information they need to do their jobs well. Here's the big takeaway: Employees who are familiar with their company’s mission are far more likely to stay — 67% compared to just 21%. The solution? Regular, concise, and clear communication. According to Staffbase’s Frank Wolf, the frequency of internal messaging makes a huge difference in satisfaction levels. Daily or weekly updates increase satisfaction to 36%, while infrequent communication sees that number drop to a low 6%. Strong internal communication is essential for retaining talent and building a committed workforce. Companies need to prioritize clear, consistent communication to keep employees aligned with their mission and goals. #EmployeeEngagement #InternalCommunication