How can you help employees improve their communication skills?

Assessment and evaluation are highly valuable. Sometimes employees don't have an objective standpoint for their weaknesses. Another open-minded and experienced standpoint will support their growth. The unique personal development unlocking phase is in the feedback. Communication is an enormously important skill for career growth, and it shouldn't be neglected by any means. Build steadily, like every other skill. Compound acquired knowledge and start applying it.

This first way to acknowledge that your team or employees needs communication skills by observation and daily feedback. While your working with them and noticed any lack of communication, directly give feedback. Then make a good observation on the way the behave with the manager, other team members, notice the following: Are they willing to collaborate Are they manageable Are they will to start the initiative at work for any project. Are they speaking clearly about their task and to do list. If non of the above then you can start the plan for a communication skill development.

When assessing employees (either with a professional tool such NOVA profile or DISC or Hogan - the list is quite substantial - or by yourself) is important to understand their personality. Communication should be like a walkie-talkie. I am tuned to a specific channel to receive it. If I am not tuned then I will hear either a noise or nothing at all. And this goes both ways! Beware of those who say "you need to adapt to my communication style"

Don‘t just „offer“ training opportunities: make it a structural component of your employees’ development. Communication skills are so key in everything we do nowadays that continuous training should be a basic standard!

Training and resources are helpful, but information is not the same an implementation. Be sure to offer the opportunity to reflect on what they've learned and encourage them to put some of it into action NOW. Not when they feel ready or have the time. Sustained growth and learning requires action.

Onc3 you acknowledged the lack of communication skills and did the needed evaluation and assessment you can start now the communication skill development plan. You have two options: One : in house training by an HR team member or one who is specialised in communication skills Second: bring an expert trainer/coach in communication skills to train and coach the employees to develop the needed areas in communication.

Feedback is an 'all time green' topic. For how much we crave for it as human beings, we also cringe when somebody says "I need to give you feedback on..." This happens because: 📎 usually we associate feedback with something negative. 📎 we feel judged by it because is opinion based rather than fact based. 3 tips to see it differently: 🔑 Feedback is neither positive or negative; it's neutral. 🔑 Whenever giving it put facts first. "You are always late" is a subjective judgement. "In the last 3 meetings you arrived late" is a fact. 🔑 Make it connected to future improvement rather than ruminating what has happened. 📌 Be genuine when giving it "good job" or "keep up with it" should be banned and fined

After the training while observing the employee snd how well they understood the needed communication skill to develp their career you have to give a proper feedback Stay honest and give a positive feedback to improve the skill. Confront the employee on a daily basis of anything wrong with their communication and how it could affect their career development. Makes sure to give a feedback that will encourage the employees to do more and develop their communication for a better career development.

The best way to provide employee the needed practice. Give them examples and showcase the best communication style Give scenarios and ask them their opinions Give open ended questions as if : if you where instead of this person how would you deal with this customer (example) Encourage them to make role- plays in front of you and discuss the communication style and what is the best way to communicate effectively

Quality peers can evoke that well-needed extra impulse. Collaboration and feedback will empower personal development and activate all acquired knowledge. Networking is a crafty way to apply this method. LinkedIn is a perfect environment to do so because the vast number of peers is active in this healthy pro ecosystem. We support and empower each other through continuous micro-collaborations on various topics and business challenges.

Peer to peer engagement is a unique and important method of learning between colleagues. It is incredibly powerful in the way that it allows connections to form naturally and independently, encouraging genuine and meaningful opportunities for feedback and shared experiences that will benefit both/all parties involved.

Peers who have proven htey had great communication skills will definitely add a value to other who lacks communication skills. Colleagues spend a lot of time together so why not take th3 advantage and develop communication skills together. Start with a plan of who will coach who. Ask for a weekly performance evaluation of the communication skill development Discuss the point in the evaluation and the areas need to focus on more. Repeat as much as you want until you get the results you want from them.

Modeling what we are encouraging as leaders is important not only to build trust and credibility but to be listened to. If we want our employees to have good communication skills, we should have good baseline skills but more importantly, have a process to improve these skills. We can share what and how we work on this, and how often, and bring those activities along as part of our culture of learning and growth. The best culture we can build is one where leadership is practicing what is being preached, and fostering one where learning to improve our skills is encouraged.

I've noticed we put a lot of emphasis on how to give feedback, but we rarely talk about how to receive it. Trust me, it's a two-way street. When I first get feedback, my "croc brain" kicks in, perceiving it as a threat, which can make me defensive. I've learned the importance of emotional awareness in these situations. Before responding, I pause to understand my emotional triggers. What's making me defensive? Pinpointing these emotions allows for a more constructive conversation. So here's my message to both leaders and coworkers: Don't just focus on giving feedback; become experts at receiving it as well. Emotional intelligence and self-awareness can change the game, fostering a culture where everyone is open to growth and improvement.