The most common problems in communication of a manager with the rest of the team

Excellent internal communication is a must in the successful management of any team. Even though team members might be hard-working, ambitious people with a good team spirit, if there is no quality system of internal communication serving to link them together, they can never reach their full potential as a team. So, of course, the manager plays a key role in the internal communication of the team and setting the agenda. Today's article will look at the most common mistakes managers make in communication with the rest of the team.

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Lack of communication

The most common problem of team managers in this regard, according to Recruiter.com, is lack of communication. This is often caused by the fact that the manager is too narrow a channel for the large volume of information flowing through, while team members lack the necessary information for their work. This results in frustration of employees, inefficient work and chaotic attempts to meet deadlines. The solution is to delegate work and diversify communication channels so that not all information goes only via the manager.

Contradictory communication

If data and information communicated are contradictory, it might be a major problem for the internal functioning of any team. The team leader's communication may go against the general rules and priorities of the company, thus putting employees in a gridlock situation, or the communication may be contradictory in itself. Communication should always be unambiguous and consistent: only then can it be effective.

Dishonest or tendentious communication

When communicating with employees, a manager should be open, honest and transparent. Otherwise they will lose authority and the trust of employees. If the leader repeatedly exaggerates the priority of certain tasks, is vague or unclear in communication, plays psychological games or communicates in a dishonest way, employees will soon recognise this fact and stop trusting the communication altogether.

Communicating only in times of crisis

Unfortunately, quite often the problem of managers is that they only communicate with individual employees if there is a crisis or they need a problem solving urgently. If nothing untoward seems to be happening, the manager sees no reason for active communication with the team members. And that is a big mistake. Communication should take place regularly: it should analyse the situation even if nothing appears to be amiss and it should serve to anticipate problems, not just solve them.

 

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Article source HR DIRECTOR - British website for HR directors and senior HR managers
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