A continuación, te explicamos cómo puedes fomentar una cultura empresarial positiva a través de una comunicación eficaz.

I have been in organizations experiencing fundamental transition, and it's remarkable how much more trust and support leadership will get from staff when they are open and transparent about the change process -- even when that change is difficult. When staff feel like they have space to ask questions and those questions are answered honestly -- even when the honest answer is, "I don't know the answer to that question at this time" -- and when staff here from leadership what the change process will be ahead of time, even if they won't be in the room where it happens, that creates trust and goodwill.

It all starts with the company values - your company DNA. To create a positive company culture, you need to live it, breathe and act on it. Show it through your behaviours and your actions. That's how it will permeate throughout the organisation. As managers, communicate regularly and transparently. Be accessible, be open, be direct, and be natural, especially when giving bad news. And don't talk in management-speak! That's a big no. Encourage everyone to give their input on what's working well and what can be improved. That's why true 360 degree reviews work well. To be effective you need to listen but importantly act on any feedback.

In my experience, words like transparency are end state words.In organisations, transparency is achieved and hence it is not a skill set. Therefore, the strategic question needs to be looked @. To foster an environment of open dialoguewhich means a conversation that suspends assumptions is the first step.To do this people in Organisations especially those in leadership roles, need to focus on what is happening below the surface and not just focus on open dialogues. One needs to understand and acknowledge that there are by default undercurrents that are present.How quickly can a person pick it up makes all the difference. Cultures are formed, by connecting with a human being and not only tactical measures.

The culture of any organisation stems from the management and their style of leadership. So it is important that leaders understand this responsibility and enshrine this aspect which is carried through the next generation. Comms is the glue that binds all employees together and plays an active role to drum up the standards the company would like to be known for. Multiple tools such as a vibrant internal social media, groups following special interests, Newsletters, Townhalls can be engaged, depending on the size and spread of any org to further the goals and objectives. It is important to sensitise the organisation to not only pick up what is spoken, but also the undercurrents so that leadership has an accurate picture of ground reality

I can't emphasize enough the importance of transparency and open dialogue. As the workforce becomes younger and bolder, the old way of making decisions without giving your teams the full picture becomes less acceptable. It breeds frustration, confusion and resentment, which only poisons your culture. Companies that present their teams with the facts and encourage feedback in whatever form your employees feel most comfortable will see these efforts returned a hundredfold. When trust is earned, your employees become your best assets, not just in their day-to-day work but in becoming brand ambassadors.

Start every meeting with recognition, a wise colleague once told me (yes, you, Andy Bailey from DIRECTV). This type of recognition helps team members feel seen and appreciated. It starts the meeting with positive emotions. It fosters goodwill. And it can help the team tackle upcoming challenges, because they know they have a track record of success. Be specific in your recognition. WHO are the people who took WHAT actions that generated WHAT results and outcomes. By consistently recognizing great work, you are not only engaging your team members but you are also highlighting specific examples of behaviors you'd like to see among all team members. Your recognition gives others a road map for their own accomplishments.

In my experience, recognizing efforts can also include highlighting internal events which create a unified team for both those who participated as well as those organizing them. As an example, when I was at Meltwater, we put together monthly team culture building events. These included things like hack-a-thons (or "Big Idea Days") or cultural awareness celebrations like Cinco de Mayo. In the communications sent out by the team after the event, those who were major contributors or winners were recognized. By recognizing these individuals, (as well as the organizers) it served as an example to others in the company who perhaps didn't participate -- extending the "hype" and encouraging future participation in upcoming like events. Win-win!

Nous allons très prochainement, dans mon entreprise, intégrer un module de "mur de remerciements" sur notre intranet. Au su et vu de tous la célébration de la performance, de l'entraide, de la reconnaissance en est que plus décuplée.

Fostering a positive company culture through effective communication hinges on acknowledging individuals' efforts. Without recognition: 1. Employees may feel disconnected, 2. Their motivation can wane, 3. Interest in work may diminish, 4. Efforts towards task completion could decline, 5. There's a risk of negative behaviors like gossip or undermining the organization.

Recognition and Rewards need to be formulated in a process oriented manner. - Categorise your R&R - Seasonal, Peer-Peer, Spot Rewards, public appreciation - Enable team leads to devise metrics and implement their own R&Rs - Maintain relevant records of employee achievements and identify avenues to appreciate these periodically - Encourage a communication channel to permit employees to self nominate themselves for milestones they self identify with - Add value through R&R whether it’s giving them an avenue to upskill or nominating them for a key activity

Ensure that all employees understand their roles, responsibilities, and how they contribute to the company’s overall goals. Clear communication of expectations helps in aligning individual efforts with company objectives. Establish formal channels for employees to give feedback anonymously if they choose. This can include surveys, suggestion boxes, or dedicated HR sessions. Responding to this feedback demonstrates that the company values and acts on employee input.

In any organization, clarity is key to success. consistent communication plays a pivotal role in achieving this clarity. When everyone is on the same page, working towards shared goals becomes more seamless and efficient. Achieving this level of communication culture is no simple task, yet it is certainly within reach. It can be accomplished through the practice of effective two-way communication, encompassing both active listening and clear expression. #Consistency #Communication #Clarity #Teamwork #Transparency #Trust #Efficiency #CompanyCulture

Cultivate inclusion by embracing diverse perspectives and backgrounds. Encourage all employees to contribute ideas and opinions, ensuring everyone feels valued. Implement consistent messaging that promotes inclusivity and respect across all communication channels. Celebrate the unique strengths of each individual, fostering a cohesive and supportive company culture.

Consistency in communication of a particular subject fosters clarity. When all micro communication at the lower levels in the company is dispatched regularly in a manner that is simple and aligned to the vision there is uniformity across the company. This can be broken down to tiny aspects such a feedback period, text format, the nature of messages etc. Consistency can not be emphasised enough. This is the key to sustainability of the organisation in the sense that when the entire institution speaks with the same voice the purpose and direction of the organisation is clear. This state of communication culture is not an easy feat but certainly attainable. It is possible by effective two-way communication; listening (acting) and speaking.

Stop aux injonctions contradictoires au profit d'une communication interne cohérente en fournissant des directives claires, des objectifs réalistes et une vision d'entreprise alignée, permettant ainsi aux employés de comprendre leur rôle, leur contribution au sein de l'organisation mais aussi les limites pour leur santé mentale .

Often overlooked, but simple and effective, is the role that leaders play shaping company culture and fostering a positive outlook, through their own actions. Employees get their cues from what they see around them, a lack of engagement and communication - is noticed and mirrored. Model open communication, empathy, and respect in all interactions, thereby setting the tone for a supportive and collaborative work environment.

Teams look up to good leaders. And good leaders create high-performance teams. What leaders expect from their teams must always be aligned with what they do. Otherwise, there will be unmotivated, unproductive teams with high turnover. Organizations that see this cultivate big gains.

Leaders should practice active listening, provide clear and concise messaging, and show appreciation for employee contributions both publicly and privately. Addressing conflicts promptly and fairly is essential to maintain a respectful dialogue and prevent misunderstandings from escalating.

Quando fui promovido pela primeira vez a um cargo de liderança, participei de um programa intensivo de capacitação. Uma das atividades envolvia simulações de crises, onde precisei tomar decisões rápidas e estratégicas. Uma das simulações destacou como um pequeno erro de comunicação poderia escalar rapidamente. Essa experiência me ensinou a importância de manter a calma sob pressão e a valorizar a comunicação clara e eficaz. A capacitação foi crucial para desenvolver minhas habilidades, permitindo-me liderar com confiança e eficiência em situações reais.

In my career, I have had the chance/pleasure to advise and empower leaders to convey their messages effectively through various platforms. I suggest a simple but impactful rule on strategic messages: “Repeating does good,” as the Latin saying goes (Repetita Iuvant). Indeed, the best way to make your message heard is by repeating it continuously and across multiple platforms. Remember, your message must be clear, concise, memorable, and adaptable. This last point is crucial, as you must always know your target audience and the tools you use to reach them. Tip: Learning never stops, whether you are a leader or an intern. We keep learning something new everyday, and everyone can be a “teacher” and/or a “learner” based on the situation.

‎‏As leaders, we must embody the change we wish to see in our organizations. It's not enough to preach values; we must live them through our daily actions and decisions. ‎‏Mature leaders recognize that sustainable transformation requires buy-in and alignment across the entire organization. We cannot drive meaningful change by prioritizing the needs of our teams alone. Instead, we must consider the broader organizational impact and find solutions that create value for all stakeholders.

Tiny change leads to bigger change. To act effectively on feedback the best way is to start small. In the company the lowest levels can initiate the micro positive changes at the source then the upper level pushes to the next immediately close reporting level upwards and then also vice versa. In this way change of an organisation is not viewed and implemented as huge rigid transformation but small changes at all levels across the organisation. This means everyone and everything makes a small change which collectively results in macro changes within the larger organisation all driven and guided by feedback at different levels within the organisation.

A cultura de feedback é essencial para o desenvolvimento pessoal e profissional. É um ambiente onde as pessoas se sentem confortáveis para oferecer e receber feedback construtivo, promovendo o crescimento mútuo. O feedback 360 é uma ferramenta poderosa nesse processo, pois envolve avaliações de diversas fontes, como colegas, subordinados e superiores, proporcionando uma visão abrangente do desempenho de alguém. Nesse ambiente, todos têm a oportunidade de compartilhar insights valiosos, contribuindo para uma cultura de aprendizado contínuo e melhoria. O feedback 360 permite que os indivíduos compreendam melhor suas fortalezas e áreas de desenvolvimento, incentivando a autenticidade, transparência e confiança dentro da equipe.

Build trust & growth with continuous feedback loops! Open communication goes beyond announcements. Empower employees to give & receive feedback regularly (not just reviews!). Here's how: Quick check-ins: Schedule short, focused meetings for ongoing feedback. Peer recognition: Encourage praise & constructive criticism among colleagues. Surveys & anonymous tools: Gather honest feedback from all levels. These loops create a culture of learning, growth, and appreciation – key ingredients for a thriving workplace! #companyculture #feedback #communication #employeengagement

Dar feedback é uma das mais importantes e mais difíceis tarefas que todos os gestores, líderes enfrentam. É uma ferramenta que ajuda a desenvolver líderes e equipes, para juntos alcançarem objetivos mais amplos da empresa. Há inúmeras, dezenas de ferramentas de feedback, porém, com o conhecimento teórico e prático, adaptei o modo mais simples de dar feedback. A forma de aplicar pode ser variada, de acordo com a cultura da empresa, o ideal é que seja em reuniões individuais, ou em uma simples conversa no café. O feedback deve ser sempre pensado, planejado. O líder precisa dominar essa ferramenta para ter êxito na sua gestão.

Employees feel valued, heard, and motivated when there is transparent communication across all levels of the organization. This means providing employees with access to relevant information about company goals, progress, and challenges. Regular updates help build trust and align everyone towards common objectives. An open-door policy encourages employees to share their thoughts and feedback freely, fostering an atmosphere of openness and trust.

Belonging is a basic human need, and achieving it goes through promoting inclusion in the workplace. Provide training for onboarding employees, ensuring everyone in the company has a basic understanding of inclusion and how it aligns with organizational values. Have regular activities such as webinars, roundtables, in-office events, and campaigns. Promote employee resource groups and encourage employees to take part on them, actively proposing solutions to create a more diverse and inclusive work environment.

Companies can foster inclusion and cultivate a positive work culture through effective communication by ensuring all communication channels are open and transparent, allowing everyone to voice their opinions and concerns without fear of judgment or reprisal. Encouraging active listening among team members, managers, and leaders to understand diverse perspectives and experiences goes a long way to build a solid culture. Additionally, providing clear, consistent, and inclusive messaging in all communications, including company-wide emails, meetings, and official documents.

Not a rocket science... Give them work what there presence meant for... ..and pay them well what they deserve... Rest all are HR will manage!

Cultivate inclusion by embracing diversity and actively seeking different perspectives. Encourage participation from all employees, regardless of background or position, and create a safe space for sharing ideas. Implement inclusive language and practices, and ensure everyone feels valued and respected. Celebrate the unique contributions of each individual, fostering a sense of belonging and unity within the company culture.

Transparent communication, recognition of those who don't belong to the executive team and empathy in leaders all work together towards effective communication that resonates with employees. It's important to practice what's preached - at every level. Hierarchies no longer feed a collaborative environment. Flatter the culture - more empowered the employees & more positive the company culture.

Even though a company is a seperate legal entity, but it surely is made with people. And people are driven by empathy. Building a positive company culture means understanding the key relationship an organization maintains with its employees and how do employees see that. While employees contribute to a company's growth, they are always looking for metrics of personal development. It's human nature. Building a spirit that supports and guides employees adds to the establishment of an empathetic relationship. This can definitely trigger a positive outlook towards an organization which employers can manoeuvre to foster positive company culture.

Fostering a positive company culture through effective communication can be significantly enhanced by an adaptive culture that leverages an omnichannel digital marketing strategy. By meeting employees where they are—be it on social media, email, internal chat systems, or virtual meetings—leaders can ensure that messages are not only received but also resonate with everyone. This approach acknowledges diverse communication preferences and work styles, promoting inclusivity. It also encourages feedback and dialogue, which are essential for a thriving workplace environment. An adaptive culture that embraces omnichannel communication empowers employees, fosters collaboration, and aligns the team with the company's vision and goals.

Il peut être très intéressant de se renseigner sur les différents types de personnalités qu'on a dans son équipe. Cela permettra aussi de s'adapter, dans un contexte donné, à une personne ciblée, afin que le message passe de manière encore plus précise. Car il ne faut pas oublier que la communication est donnant-donnant : on ne fait pas boire un âne qui n'a pas soif, tout comme on transmet un message uniquement à celui qui peut ou veut l'entendre. Une personne braquée n'entendra rien car elle ne le voudra pas. Une personne anxieuse n'entendra peut-être pas la même chose que ce que vous lui dites car elle est habituée à ce qu'on attende d'elle des choses qui ne sont pas dites : à ce moment-là, elle ne pourra pas l'entendre.