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Published on April 1, 2019

How to Boost Team Performance with Transparent Communication

How to Boost Team Performance with Transparent Communication

As many founder and team leaders would attest, clear communication––coupled with genuine transparency––is key to inspiring employees and, ultimately, growing as a company.

But in a truly collaborative environment that consists of powerful, capable hires, transparency is important for more than just inspiration. It’s critical for giving your people what they need to effectively do their job. If you don’t share data, plans, or concerns with your employees, you’ll hamstring them. Instead, you need to equip your people to make the best possible decisions for their area of responsibility.

But this needs to work the other way around, too; employees themselves need to be transparent about where they’re at in terms of progress, what resources they need to get their job done, and the challenges they’re facing or foresee facing in completing new projects. When that happens, everyone in your company has a chance to thrive.

That said, fostering and sustaining a culture in which this kind of two-way communication and trust exists is difficult, and it gets harder the bigger you grow. It requires you as a company leader to constantly prioritize and reinforce these values.

If this is something you’re struggling with right now, here are some steps we took to improve this at our company, Honey, that might be helpful for you:

1. Hire Someone Who Is Solely Focused on Internal Communication

This is what it looks like to truly prioritize strong internal communication: you have to invest in it.

That’s what we did at Honey, at least. We hired someone to set the cadence of internal discourse, fine-tune the messaging from leadership to ensure we’re conveying things the right way, and to facilitate back-and-forth between teams. Especially as we crossed the 100-employee threshold, we realized this was something we simply weren’t equipped to do on our own––not while also doing the work of COO, CEO, CTO, etc.

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The truth is, you have to treat communication as its own department or vertical. That’s because it really is as crucial to your company’s success as your product, or your marketing, or your sales.

If people on your team lack essential understanding around the reasoning behind certain decisions or company direction, or if they don’t have the information they need to do their job––if you or your teammates ever enter meetings surprised by what’s being discussed––you won’t be as efficient as you could be.

Don’t let that happen. Approach communication with careful and purposeful orchestration.

2. Be Honest and Sincere with Your Employees

Of course, you can’t just outsource communication and transparency and hope it improves or sustains. You have to do your part as a company leader.

That means being honest and sincere with your people in your messaging and in your conversations with them.

As we all know, communication hinges upon trust. Your people will only be 100% honest with you regarding their needs and challenges if you are 100% honest with them. They will only care about your company and the integrity of your communicative philosophy if you genuinely seem to care.

That means you should share news and updates across departments. Share updates from the executive suite with your engineers. When you have a potentially exciting conversation with an investor or advisor, tell your people. Engage with them if it’s appropriate to do so.  

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Communication is very much a two-way street.

But it’s also true that sometimes it’s hard to be 100% transparent with employees. If you’re in the midst of an acquisition, for example, you may not be legally able to to.

But employees will give you the benefit of the doubt in these situations if you’re sincere with them––if they know that honesty is a core value of the company.

3. Establish the Right Flow During All-Company Meetings

To get a bit more in-the-weeds, how you relay information and conduct conversation is very important. But you can’t just say that communication is important. You must also set out to communicate effectively.

The most likely way you’ll do that is during meetings.

It’s important, then, that you hold and conduct meetings the right way. Things like whether everyone in the room is comfortable, whether your delivery is engaging, the lengths of meetings––we find people can generally only focus for 90 minutes at a time––all matter.

In fact, your attention to detail as a leader will go a long way in determining how effective you are at facilitating internal communication. In our company, even small adjustments like asking presenters to abide by certain templates and formats in their presentation slides went a long way.

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You can say communication is important all you want, but unless you’re communicating correctly, it won’t matter.

4. Allow Q&A Time with Your Employees

Aside from all-hands meetings, you also need to schedule time specifically for question-and-answer sessions.

These could look like one-on-one meetings (if you’re a smaller team) or forum-oriented meetups where you as a leader don’t have any specific agenda other than fielding and answering questions from your team.

If you’re not already doing this, try it. You’ll be surprised how much your employees want to utilize their voice––how many concerns or questions they want addressed.

5. Do 360-Degree Reviews

Finally, to truly encourage and sustain a culture of transparency, you must submit yourself to the same expectations of reflection and appraisal as your employees.

That means conducting 360-degree reviews.

Most people don’t enjoy receiving constructive feedback. That’s as true of executives as it is of managers and engineers.

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We get defensive and fold inward because we feel like we’re being attacked. But designing feedback sessions as two-way conversations helps ensure the person sitting on the other side of the table understands that the purpose of providing feedback is to help the whole company improve and become more effective.

It also proves to your people that you really do value transparency and that your culture really does value equality.

The Bottom Line

At the end of the day, improving your internal communicative processes is something of an ongoing project which you can always work to improve. But prioritizing communication and transparency––and investing in it to prove it is important to you––is still crucial for inspiring your employees, helping them improve, and elevating your company’s overall effectiveness. It encourages growth and asks everyone to “level up” to be the best teammate they can be.

It’s a critical component, in other words, of your overall strategy. Don’t neglect it.

More Resources to Boost Team Performance

Featured photo credit: Romain V via unsplash.com

More by this author

Glen Allison

Glen is the Chief Operating Officer at Honey. He focuses on a culture of excellence and shares entrepreneurial tips.

How to Boost Team Performance with Transparent Communication

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Last Updated on August 12, 2019

13 Things Mentally Strong People Don’t Do

13 Things Mentally Strong People Don’t Do

Mentally strong people have healthy habits. They manage their emotions, thoughts, and behaviors in ways that set them up for success in life.

Take a look at these 13 things that mentally strong people don’t do so that you too can become mentally stronger.

1. They Don’t Waste Time Feeling Sorry for Themselves

Mentally strong people don’t sit around feeling sorry about their circumstances or how others have treated them. Instead, they take responsibility for their role in life and understand that life isn’t always easy or fair.

2. They Don’t Give Away Their Power

They don’t allow others to control them, and they don’t give someone else power over them. They don’t say things like, “My boss makes me feel bad,” because they understand that they are in control over their own emotions and they have a choice in how they respond.

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3. They Don’t Shy Away from Change

Mentally strong people don’t try to avoid change. Instead, they welcome positive change and are willing to be flexible. They understand that change is inevitable and believe in their abilities to adapt.

4. They Don’t Waste Energy on Things They Can’t Control

You won’t hear a mentally strong person complaining over lost luggage or traffic jams. Instead, they focus on what they can control in their lives. They recognize that sometimes, the only thing they can control is their attitude.

5. They Don’t Worry About Pleasing Everyone

Mentally strong people recognize that they don’t need to please everyone all the time. They’re not afraid to say no or speak up when necessary. They strive to be kind and fair, but can handle other people being upset if they didn’t make them happy.

6. They Don’t Fear Taking Calculated Risks

They don’t take reckless or foolish risks, but don’t mind taking calculated risks. Mentally strong people spend time weighing the risks and benefits before making a big decision, and they’re fully informed of the potential downsides before they take action.

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7. They Don’t Dwell on the Past

Mentally strong people don’t waste time dwelling on the past and wishing things could be different. They acknowledge their past and can say what they’ve learned from it.

However, they don’t constantly relive bad experiences or fantasize about the glory days. Instead, they live for the present and plan for the future.

8. They Don’t Make the Same Mistakes Over and Over

Mentally strong people accept responsibility for their behavior and learn from their past mistakes. As a result, they don’t keep repeating those mistakes over and over. Instead, they move on and make better decisions in the future.

9. They Don’t Resent Other People’s Success

Mentally strong people can appreciate and celebrate other people’s success in life. They don’t grow jealous or feel cheated when others surpass them. Instead, they recognize that success comes with hard work, and they are willing to work hard for their own chance at success.

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10. They Don’t Give Up After the First Failure

Mentally strong people don’t view failure as a reason to give up. Instead, they use failure as an opportunity to grow and improve. They are willing to keep trying until they get it right.

11. They Don’t Fear Alone Time

Mentally strong people can tolerate being alone and they don’t fear silence. They aren’t afraid to be alone with their thoughts and they can use downtime to be productive.

They enjoy their own company and aren’t dependent on others for companionship and entertainment all the time but instead can be happy alone.

12. They Don’t Feel the World Owes Them Anything

Mentally strong people don’t feel entitled to things in life. They weren’t born with a mentality that others would take care of them or that the world must give them something. Instead, they look for opportunities based on their own merits.

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13. They Don’t Expect Immediate Results

Whether they are working on improving their health or getting a new business off the ground, mentally strong people don’t expect immediate results. Instead, they apply their skills and time to the best of their ability and understand that real change takes time.

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Featured photo credit: Candice Picard via unsplash.com

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