Tips for Dealing with Poor Communication:
Acknowledge receipt promptly: Provide a response timeline: “I’ll get back to you with more details by [date].”
Make collective "meetings" more ritualized: team-building moments, regular gatherings… and move toward greater flexibility and autonomy (which the majority of employees want)
insufficient opportunities for growth
- Provide training and coaching, including for employees over the age of 50: this remains an essential way to offer employees opportunities to further their skills in their areas of expertise.
- Promote internal mobility: job rotations, promotions, collaborative projects with employees from other departments…
Unrealistic goals & workload
Collectively assess the workload of the two employees: this is a team effort. It’s important to identify unseen work and set achievable goals, listen to employees’ concerns about stress, and avoid gaslighting.
a lack of recognition
- Saying "thank you" will do you a favor: it can be more effective than material rewards, which rely on extrinsic motivation. Be sure to personalize your thank-you messages.
- Keep employees informed about the collective successes they have helped achieve: through a newsletter or regular meetings
a lack of autonomy at work
- Clarify the objectives: the more explicit the communication is, the better defined the steps are, and the more freedom employees can be given between meetings
- Autonomy requires learning on the part of both managers and employees: we can therefore take a gradual approach, phasing out certain supervisory elements step by step and gradually increasing responsibilities and autonomy.
harassment in all its forms
- Train employees to recognize and prevent harassment: bystander intervention
- Establish organization-wide procedures for reporting cases of harassment to human resources managers
inspired by " Welcome to the Jungle"