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3 common reasons for miscommunication at work

3 common reasons for miscommunication at work In this video, I'm going to explore the common mistakes that we all make when we're communicating at work. Hi, welcome to the Let's Talk Talent channel where we discuss the world of HR and talent management. We're here to help you unlock the potential in your people. If you look at your employee engagement surveys, I bet you in your top three issues will be communication. Now, there are many ways to communicate. And why I think it's really important is it helps you get, keep and grow brilliant people in your organisation. But we all make common mistakes, even the most seasoned professionals. And here are some of the things that we've seen, and that you might want to start avoiding. The first is an unclear message. Now, we think we're talkingc learly, but we could be talking in Italian, and we're actually talking...we should be talking in French. It sounds really obtuse, but ultimately, are we thinking about, when we're communicating, why we're communicating? What we want people to think, feel and do as a result of that communication? So really think about the clarity of your message. And that doesn't just mean what you're saying, but also what you think you want people to hear. And also, if you're writing, how you're writing it. So unclear messaging isn't just about what we say, but ultimately what we've written and what someone's heard. So check for that clarity. Make sure that people really understand what you're saying. If you have to go through that two or three times and have to say it in different ways, then make sure that you do that. Another common mistake that we see is one-way communication. So I do all the talking, you do all the listening. So I become the parent, and you become the child. You don't get a moment to actually talk to me, or even have a conversation. Where's the fun in that? Communication should be about listening; it should be about challenging, and openness. So if you're only communicating in one way, you're only giving people one way of reacting: it's to shut down. And that doesn't just happen when you're talking on a one-to-one basis. It can happen when you're using corporate communication. You can be telling, and not asking for feedback. And the final reason that I wanted to share with you is poor management. Now managers should be communicating regularly. But you, again, might feel that it's one-way traffic or you're being told, rather than actually asked for your opinion. And managers have a tendency sometimes to micromanage. We've all been there. It's not nice. It feels like you're the child, and you're being told off by your parents. Teach your managers how to give and receive feedback, how to deliver difficult messages, but also how to praise and reward people. Because your managers play a massive part in how you motivate, engage, and how you keep brilliant people. If you don't activate them, all of the communication will be for nothing. So when you think about communications, think about it from an individual perspective. Think about it from a management perspective. But think about it from an organisational perspective. Because the mistakes that I've shared with you can apply whatever audience you're thinking about. And that's the trick. Audience first, communication second. So if communication is one of your burning platforms, we have lots of resources that you can tap into at LTT. So hop along to our website and have a look at our Giving and Receiving Feedback workshop, Courageous Conversations, and even our Communication Bootcamp. If you found this video helpful, please like and subscribe for more useful HR and talent management video content. Hope you enjoyed this video. See you next time. Giving Effective Feedback for managers workshop- https://letstalktalent.co.uk/workshop... Courageous Conversations Workshop - https://letstalktalent.co.uk/workshop... Communications Bootcamp - https://letstalktalent.co.uk/workshop...