Ben Watts, CEO - wattsnext
In today’s fast-changing business landscape, effective communication is more critical than ever. At wattsnext,
we’ve seen firsthand how economic uncertainty, hybrid work challenges, AI-driven industry changes and rapid technology advancements are
creating uncertainty and fear. This is leading to business owners and senior executives becoming overwhelmed and we are seeing more
communication breakdowns in SMEs than ever before. Without clear and structured communication, cultures crumble, especially during
uncertain times and rapid change.
We (wattsnext) conduct annual anonymous surveys with our clients and in almost all reveal that communication is a consistent challenge for businesses. Over the past six months this has been trending up and it appears employees are looking for they line managers to step up! Excellence in communication is an ongoing pursuit, never fully perfected, but with the right systems and training, significant improvements can be made. And the exciting news is it doesn’t take a massive investment of time nor money!
Business owners and senior executives rarely set out on their business journey with a goal to manage people. In my experience one of
the missing ingredients when they evolve into people managers is communication. Based on my experience employees need regular feedback,
clear expectations, and opportunities to provide updates on their progress to be successful. Unfortunately, most line managers address
communication differently and often forget their critical role of ‘communication conduit’ up and down an organisation’s hierarchy.
For communication to be truly effective, it should follow a simple methodology of the 4 x C’s:
From a business owner and HR best practice perspective, you can streamline communication and drive effectiveness by building a simple communication framework. These are the five key touch-points to ensure communication flows:
A structured 1:1 meeting is the centrepiece of communication. The employee owns the meeting and should be allowed to speak 80% of the time, while the manager provides top-down updates and ensures clarity. Key agenda points include self-assessment, red flags, feedback, and three actionable takeaways for follow-up. The communication methodology applies; these should occur weekly, a standard agenda followed, have preparation from both parties clear, accountable outcomes and managers practice active listening!
Commonly, I hear managers say, ‘we don’t need official 1:1’s, I have an open-door policy, and we talk daily’. And my answer is simple, this is not sufficient, and your communication framework is only as good as its weakest link! Line managers should have KPI’s that measure the consistency of their 1:1’s, it is a critical part of the people management component of their role!
Communication breakdowns destroy culture. Implementing a structured framework with regular check-ins and clear methodologies ensures alignment, trust, and engagement. By training line managers to be better communicators (and what that means), allows businesses to foster a thriving culture in a rapidly changing world.
Best practice communication is the glue that holds businesses together and it can be managed through a framework and taught by a methodology. Be disciplined, it’s only best practice if all parties commit and hold each other accountable.
Master communication, and you’ll you master your culture!
Should you require further information, please feel free to contact us: www.wattsnextgroup.com | e: bwatts@wattsnext.com.au
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