Sending the Right Message
Have you ever had a conversation with someone or sent an email that may not have been interpreted the way that you intended it to?
I have. In fact, in face-to-face conversations I tend to have issues with my level of sarcasm. I often hear, “I can never tell if you’re being serious or not.” In which case, I giggle to myself and then explain that I am indeed simply being sarcastic.
I bring this up to emphasize the fact that communication is a two-way street, and that in order to be sarcastic with someone or to simply send a normal toned email, text message or make a phone call you must know how to specifically communicate with your intended audience. We all know that jokes don’t go over well if someone doesn’t have a clue what you’re talking about…
Back in high school we all learned about the Two-way communication model with the sender, receiver, verbal 
and non-verbal messaging types, but since we originally studied that way back in the day, things have changed. Technology, telecommuting and other scenarios have taken communicating to a whole other level; making something as seemingly simple as communication extremely challenging.
In the 1960’s, Professor Albert Mehrabian established a statistic for the effectiveness of face-to-face communication, suggesting, “interpersonal communication is 7 percent verbal, 38 percent vocal and 55 percent facial”.
Those are some crazy statistics! So for those of you who tend to not be able to control some of your facial expressions, you must learn. This is especially important with public speaking, and this would be why you may want to practice in front of a mirror before you deliver any kind of speech, because if you are standing up at the podium slouching and sad-faced while giving a motivational speech, I’m pretty sure that your intended message will not be received in the way that you had planned.
Taking this topic back into an office environment, I write all of this to tell you to make sure that you get to know your employees. Take some time to talk to them and understand what type of communication they prefer, get to know their background, culture, etc. Understand that there are many barriers that can hinder a message from being received as intended; including physical (music, noisy group of co-workers, etc.), psychological (hunger, stereotypes, etc.), perceptual (perception of meaning), and experiential (cultural misconceptions and attitudes).
Getting to know the people who you work with in person, or via Skype or whatever you prefer will help for you to understand each other and will cutback on communications issues in the office.
And well, if you’re still having issues with communication, you can always rely on the “emotional spellcheck for email,” ToneCheck.
Written by:
Michelle Pelissero
Communications Coordinator
governmentresource.com
Cutting Out Workplace Negativity
We’ve all heard the phrase, “it only takes one bad apple to spoil the bunch,” and while much of the time this can ring true in an office environment, it really doesn’t have to.
If you have someone in your office that you feel has a “negative” attitude toward work, this is a huge red flag for you as a leader to look around and make sure that all of your employees are satisfied with their positions and the work environment. Chances are, the negativity or frustration is affecting more than one person. This is where relationship building comes in and the importance of actually getting to know your employees. Not just their names, but actually who they are.
Let me give you an example. Many moons ago I worked as a retail manager. While in this position I was transferred to a new store, a store that already had their own culture and employees who were used to a certain management style. Let’s just say that the change in management did not go over well with employees, because after all, adding someone new into the mix, especially a newly promoted manager, can be a hard thing to adjust to. Instead of letting the defiant attitudes get me down, what did I do? I got to k
now my employees. I learned about who they were, what they liked to do for fun outside of work, and most importantly what their aspirations were for their careers. I listened.
What I learned from all of that is that, like customers, frustrated employees simply want to be heard. They want to build that rapport with their managers so that they can go to them with any issue they may be facing, because they then know that their manager will look out for them and get things done. So while you must listen, you also must show that you follow through with your promises. Never make promises you can’t keep. This is what makes a good leader.
So here’s a list of some suggestions for how to become a better leader and cut out office negativity:
- Get to know your employees and build a lasting rapport with them.
- Listen to them. This is where that open door policy that everyone talks about comes in.
- Show them that you are a doer not a don’ter, because the minute you promise something to an employee and don’t follow through, you lose their trust.
- Finally, ensure that you are treating your employees as well as you treat your customers.
In my opinion, dedicating yourself to these steps will help to cut out any negativity that may invade the workplace. Treating your employees as well, if not better, than how you treat your customers will give them the motivation to succeed, contributing positively the organization’s goals.
That’s just my two cents. What are your thoughts?
Written by:
Michelle Pelissero
Communications Coordinator
governmentresource.com
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