Making Your Team More Productive

There are many techniques used to increase communication. 

1. Establish a rapport with team members

The more a team member is able to communicate with their boss, the more likely they are to come forward and communicate when they’re experiencing a problem. One great way to lay the foundation for open communication is to establish a rapport with your team members right away.

For example, managers can take new hires out for lunch with their new teammates. Instead of talking about business, they can prompt everyone to share things about their lives and personal interests. Even though it may be a small gesture, it can function as a great icebreaker by helping to open up the lines of communication between everyone on the team.

2. Build trust with your team

According to The Workforce Institute at UKG, nearly two thirds (64%) of employees say trust has a direct impact on their sense of belonging at work. It almost sounds too simple, but it’s true — appearing trustworthy to your team can result in more effective business communication, time and time again.

There's plenty to say on the topic of how to improve trust, but the core of the matter is straightforward:

Show a genuine interest in your team, empathize with their roadblocks or challenges, and follow through on identifying, and acting on, the ways you can help.

Your team will be much more likely to communicate issues when they know they can trust you to stay level-headed and work with them to find a solution.

3. Meet regularly with your team

Sometimes, all it takes to open up the lines of communication with your team is setting up time for them to speak their mind. If there isn’t already time scheduled, your team members may worry they’re burdening you - this may mean a missed opportunity to hear their most recent challenges, concerns, or even triumphs. By setting up a recurring meeting to touch base with your team, you’ll learn more about what’s going on with your team, which makes it easier for you to iron out any kinks that arise.

For example, having a weekly one-on-one meeting between a manager and their direct report gives the team member a chance to review how work is going overall and discuss big-picture ideas. Adding a monthly one-on-one with the director of the department to grab coffee together or go for a walk can create a more relaxed space to air concerns or share wins without the pressure of asking a superior for a meeting outright.

4. Provide enough context around assignments

While it may be clear to a manager why a certain task must be completed, the reasons may not be as apparent to your employees. It’s important to provide enough context when giving out assignments. As you set expectations with employees, it can be helpful to note details like deadlines, examples of similar assignments, and any teams that might be impacted by the final output.