Situation: A CEO is concerned that communication between employees is often non-productive. Individuals can be abrasive in their comments. This leads to loss of productivity because the individual criticized feels hurt and distracted. It also results in the formation of “subgroups” which conflict with each other. How do you foster productive communication within your company?

Advice from the CEOs:

• Encourage tolerance of and sensitivity toward individual styles.
  • Identify the particular style of each individual. Assessment tools are helpful.
  • Admit that different individuals have different styles and that this is OK. Have a conversation with them so they are aware of this.
  • Always allow an individual one “charm” that is uniquely theirs.
• Identify the motivations that drive each individual within the company.
  • Communicate with each individual in a way that recognizes and aligns with their motivation.
• Focus on constructive communication aimed at helping the individual to strengthen performance. Build a foundation of fact to reduce the risk that what is said will be taken personally or interpreted as critical. Become the model for how others can effectively communicate with each other.
• Meet others half-way.
  • Outline, test and agree on basic assumptions to get the conversation rolling.
  • Weigh the pros and cons of each suggested alternative.
• Use employee reviews and compensation decisions as motivators.
  • Explain the company’s marketplace and plans vs. market practices. Get the facts. Know what each job typically pays and market balances between salary and incentive compensation.
  • Align the rewards offered with each individual employee’s motivations.
  • If an employee is not a 5 (on a scale of 1 – 5), explain what they need to do to become a 5.
• Keep the annual retreat alive when everyone returns to the office.
  • Generate follow-up plans as part of the retreat. Include measurable objectives, responsibilities, accountabilities and timelines.
  • Identify solutions, not just problems.
  • When asking for recommendations, acknowledge each suggestion. Be prepared to implement what is suggested – in whole or as part of a larger strategy.
  • Recognize that the environment is in constant flux and that the company must continually adjust to adapt to changes.

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