Communication and Employee Engagement

Recent research by Watson Wyatt (you will need to register to read their report) on Communication ROI shows that:

Firms that communicate effectively are four times as likely to report high levels of employee engagement as firms that communicate less effectively.

Seems like an obvious conclusion doesn’t it? Give people information and they:

  • Feel valued.
  • Make better decisions.
  • Become more productive.

So why don’t more organizations have great communication strategies?
Why do so many hoard information and make it “need to know?”

Tell me what you think!


2 Responses to “Communication and Employee Engagement”

  1. 1 Tim Wright January 17, 2008 at 10:07 am

    Cindy –

    A good opening salvo! For sure, the evidence as well as the common sense assumptions validate that communication from managers to employees generates improved/increased engagement.

    And the benefits of that engagement are as well evidenced and assumed.

    The questions are:

    – What types of communication?
    – For what purposes and in what forums?
    – How often? How detailed?

    And there are more questions.

    Communication is a cornerstone of my work in building an Employee Engagement Culture. And we are talking about communication from the manager to the employee. I offer three suggestions:

    1. Ask what you do not know. A manager/leader should be just as eager to learn as anyone. In fact, the manager/leader wants to demonstrate the true Questioning Mind behavior if she wants hers to be a true Learning Organization.

    2. Answer from your heart and from your head. Managers and leaders are thought to have the answers all thought out. You want your answers to have feeling as well. Keep in mind that people enjoy working for/with those who care. Care originates in the heart.

    3. Listen to what you say. By listening objectively to what we say, we give ourselves (and our communication partner) great opportunities. These include the opportunity to correct, to add, to qualify, to verify and validate. Perhaps most important is the opportunity to avoid the “Did I say that?! I didn’t say that?! Did I…?!”

    Thanks, Cindy, for listening.


  2. 2 cventrice January 17, 2008 at 10:54 am

    Thanks Tim. These are good points regarding what makes for great communication.


Comments are currently closed.

My name is Cindy Ventrice. I am the author of the best-selling book Make Their Day! Employee Recognition That Works and the companion guide Recognition Strategies That Work.

My work has been quoted in The New York Times, Alaska Airlines Magazine, Workforce Magazine, and Tim Sanders' book The Likeability Factor.

Visit my website today!

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