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How Communication Gaps Affect the Recruitment Process

The process of recruitment becomes seamless when there is no communication gap between the recruiter and candidates. In order to effectively engage in the recruitment of appropriate candidates, it is imperative to eliminate any communication gaps.
 
When efficacious communication is ensured, the employers are able to swift through the bulk of candidates and track down the most appropriate one for the vacant post. Hence, when communication gaps are least or absolutely abandoned, the recruitment process is boosted, and simultaneously the candidates open up about their experiences, expectations and willingness to grow.
 
The adverse effects of the communication gap are dual-natured. That is, the employers and employees both are under its influence. As far as the recruitment process is concerned, communication matters a lot to carry it smoothly until the candidate is onboard.
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How to Write Great Emails for Employee Retention?

Employee retention is one of the biggest challenges that businesses find themselves struggling with. Indeed, there could be quite a few employees leaving your company for a variety of reasons. 

One of the tools you can use to try to make them stay is email marketing. By crafting the right emails and sending them to your employees, you could improve their satisfaction with their jobs and reduce your employee turnover rates. Hence, here’s how to write great emails for employee retention.
 
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Using Tech to Boost Employee Communication

On one hand, companies today fear the notion of digital overload as they begin utilizing so many different digital tools. The initial idea might be to simplify their workflow or to make it easier for remote teams to connect, but over time, the overwhelming use of digital might become counterproductive. What this often leads to is a general fear of introducing new tools or replacing old and outdated ones based on the premise that “it works”. What if it could work better, with something more advanced and innovative at your disposal?
Technology is rapidly evolving, and that means that your business can, too. Choosing to upgrade to certain tech solutions and move from an outdated platform to a more modern one makes perfect sense in this competitive universe. It means giving your employees the necessary means to be more productive, engaged, and to collaborate seamlessly. Here are a few tech ideas to bear in mind when you’re looking to improve your internal communication!
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Ways to Communicate Effectively With Your Foreign Remote Workers

Effective communication is mandatory for employers who want to keep their foreign remote workers informed, supported, and motivated enough to be optimally engaged and productive. It helps develop a sense of belonging and nurtures teamwork among team members who don’t get enough in-person interactions, if at all. Follow these 5 tips if you are looking for ways to communicate as effectively as possible with your foreign remote workers.

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Do You Work With a Jerk?

If so, your work life must experience some difficult and challenging moments and we can empathize because we frequently hear about jerks in our research.

A jerk is a person who is unlikable, cruel, rude, small minded, who talks behind other people’s backs, and basically treats other people badly. Perhaps you work with some ‘prima donna’ employees who appear to get away with every trick in the book because they excel at their jobs. They can be life sucking and toxic so it is no wonder researchers study jerks to better understand the impact they are having on our work experience and how that impacts productivity, and job satisfaction. As employee researchers, we often see the impact jerks have on overall organizational performance and how they can wreak havoc on productivity and morale.


What the research shows is that people who spread their bad energy to others are often the squeaky wheels or ‘de-energizers’ in your organization. In a study from the University of Michigan Ross School of Business researchers found that what ‘managers may not realize is that this type of behavior spreads a dark cloud over everyone else, and the whole organization suffers’.


If you are not sure if the problem is you or your colleague, ask yourself if when you interact with that person do you feel:
a. Deflated or depleted?
b. Rejuvenated and energized?

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Ways To Heal Employees Caught In The Shame Blame Game

 As humans when someone accuses, blames or shames us most of us react in one of six ways. We will either withdraw, become defensive, lash out in a counter attack, beat ourselves up internally, be a people-pleaser in order to counter the inner feelings of never being good enough or, we look for a solution to the problem that results in positive change (which we all recognize is the healthiest response but not the easiest to do).

At work employees respond to blame and shame, criticism, judgment or threats by withdrawing which ends up translating into a lack of engagement, low morale and motivation
We all know people who react defensively or try to justify their actions; they come across as whining, argumentative, and sometimes hostile, none of which anyone enjoys. Unfortunately, the response could also be a counter attack, which would sound like a verbal attack…the situation could get ugly and extremely uncomfortable. The ripple effectof all this negative energy affects co-workers (consciously and subconsciously) causing apathy and bad feelings to flow. This is what drives engagement levels down and costs people and organizations their emotional and financial health.

Blame and shame don’t work for anyone but it takes knowledge and understanding and leadership to get a grip on the problem and turn it around. 

For example, do you ever feel like you are walking on eggshells at work?
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Does Office Gossip Help or Hurt Us?

 

Most of us would agree that office gossip can be deadly.


Many of us also know how much it hurts to be backstabbed by the people who greet us every day with a smile and cheerful ‘hi’ in the hallway. Yet some researchers have shown that gossip can be good for us and it can even be used to enhance relationships. They have even gone so far to say that talking behind someone’s back can bring about increased harmony amongst co-workers. 

Really?

As employee research experts we have never worked with a client who has used gossip as part of an action plan, as a means of strengthening communication and morale. So we were intrigued by a study conducted by a research team at Stanford University who discovered that gossip and ostracism were useful tools that groups of employees use positively to encourage cooperation and even reform bullies.

While we may think gossip is malicious and that it undermines trust and morale, this research showed it had positive effects. Participants in the study were encouraged to gossip about colleagues. What they found was that employees aligned themselves with others they perceived were cooperative and like them. The employees who were uncooperative and selfish were identified through gossip, which was encouraged. What was interesting about the study was how the ‘castaways’ or excluded employees behaved in response to being excluded. When they found out others talked about them negatively and then they were ostracized from the group, they changed their behaviors to become more cooperative. With this attitude change they actually returned to the group at a higher level of cooperation. Read full post

Body Language And How it Impacts Employee Engagement

 Understanding body language can enhance communication with your employees


Managers who understand the basic rules of body language have a unique ability to influence employee engagement by their ability to use non-verbal messages to know their employee’s true feelings. U.S. anthropologist and body language expert Ray Birdwhistell discovered decades ago that 95 percent of communication happens in our subconscious minds and then it is expressed through our body language. Taken one step further, Linda Talley, a current expert in body language, says that a person can say something which may not be true but their body language will always tell the truth.

Our bodies always tell the truth no matter what we say.


By being knowledgeable about body language and what the signs mean a manager can begin to observe and respond to employee’s behavior in informed ways. Not only can awareness make it easier for managers to get a better read on their employees, it can also help managers be more aware of how they are coming across to their employees. For example, if you call your team together for a meeting because you have bad news to share you might frame the conversation with positive words and a smile hoping to minimize the impact but your body language could warning everyone without you even realizing it. Read full post

Four Principles That Precede Employee Engagement

Learning to communicate is the basis for a happy life and happy employees


In various degrees, we each have natural emotional needs that are as important at work as any other place in our life. Perhaps even more important given the amount of time we dedicate to our jobs. Employee engagement surveys can give you the inside story about how well your employees needs are being met but how well do you understand your employees needs and what steps can you take to ensure you are creating a healthy positive environment to foster higher employee engagement?

It might be helpful to stop focusing in increasing employee engagement and focus on treating employees well instead. When we focus on the needs of others, listen to them and give them opportunities to grow, engagement naturally follows. If you try to squeeze more productivity out of people for the sake of profits they will see that coming and that will breed contempt and frustration but if your heart is in the right place they will see that too.  Read full post

Maximizing the Smartness of Teams

Three Drivers of Success


“All of us are smarter than any one of us” is a favorite phrase of one of our senior analysts. This simple statement effectively summarizes the power of teams – by working together, a group of people can often develop many more creative and powerful ideas than can individuals working alone. And we know from our employee survey experience, a strong feeling of teamwork is often named as one of the strengths of a highly motivating work environment. As several different employees summarized recently:
“I enjoy a challenging, fast-paced environment where you never know what will land on your plate today. Interacting with people, strategizing as a team, and seeing the fruit of your labor enhance the operations of the entire operations is extremely rewarding.”
“Our team environment allows for open speaking about anything.”
At the same time, though, we’ve all been in endless meetings without any clear direction and have been part of teams that achieved little more than to frustrate and anger all of its members. This ambivalence towards teams led three researchers – Anita Woolley, Thomas Malone and Christopher Chabris – to ask a fundamental question:

“Psychologists have known for a century that individuals vary in their cognitive ability. But are some groups, like some people, reliably smarter than others?”

 

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About

Insightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.



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