If an HR manager’s poor communication is causing tension, I’d talk to them privately to understand their perspective and share how their communication affects others. I’d offer helpful feedback and suggest solutions like training or team-building activities to improve their skills. Regular follow-ups would help track progress and show support. Creating a collaborative environment where clear and respectful communication is valued can make a big difference in reducing tension.

This requires a delicate, strategic approach. First, document specific instances of communication issues and their impact on team dynamics. Schedule a private, non-confrontational conversation with the HR manager, focusing on professional development and team effectiveness. Use "I" statements to express observations, like "I've noticed team morale seems affected by communication gaps." Offer specific, constructive feedback and ask open-ended questions about their challenges. If direct conversation doesn't improve the situation, involve higher leadership or consider a professional coaching intervention to help the manager develop better communication skills.

Talk to Them: Share examples of poor communication and explain its impact. Set Clear Goals: Tell them what needs to improve and why. Offer Help: Suggest training or coaching to build their skills. Follow Up: Check progress regularly and give feedback.

To address poor communication from an HR manager, start by gathering team feedback to identify specific issues. Have a private discussion to address concerns with clear examples of the impact on morale and productivity. Encourage the manager to share their perspective and challenges. Provide support through training or mentoring and set clear expectations for effective communication practices. Regularly monitor progress and collect feedback to ensure improvement. If issues persist, consider reassigning them to a role that better suits their strengths, prioritizing team well-being and harmony.

To address tension caused by poor communication from an HR manager, I’d take a balanced approach: Observe and Analyze: Understand the specific communication issues—unclear instructions, delayed responses, or tone—and how they affect the team. Direct Conversation: Schedule a respectful, private discussion to share observations, using examples to illustrate the impact while remaining solution-focused. Propose Solutions: Suggest tools or strategies, like communication training, feedback loops, or structured meetings, to enhance clarity and responsiveness. Foster Feedback: Encourage an open culture where team members can voice concerns early. It’s about aligning leadership with effective communication to rebuild harmony and productivity.