Strategies for Enhancing Transparent Communication Between Leaders and Employees
At the heart of a thriving organization is open and transparent communication between managers and employees [1]. Engaging in this communication style can help build trust, foster collaboration, and ignite creative innovation [2].
For transparency to have a meaningful impact, it is important to share information directly related to employees about the organization's actions and decisions as well as invite employees to participate actively in its dissemination [3]. When employees feel their input is valued, their concerns heard, and their feedback welcome, they experience an increased sense of value and positivity, which can enhance employee-organization relationships [1, 4]. This also contributes to broader well-being, positively affecting personal areas such as family life [5]. Thanks to extensive research that has produced evidence-based best-practice approaches, we have access to straightforward and effective frameworks designed to help us strengthen and sustain these vital communication channels, which are essential for boosting organizational health.
The First Step: Create a Culture of Open and Transparent Communication
Research consistently shows that transparent communication builds trust and fosters employee engagement. Research has found that openness in communication strengthens organizational commitment by reducing uncertainty and enhancing trust in leadership [4]. To foster this culture, organizations can implement evidence-based approaches, such as:
Holding regular town halls or Q&A sessions where employees can voice concerns.
Creating anonymous feedback mechanisms, such as digital surveys or suggestion boxes.
Modelling vulnerability by sharing leadership challenges and decisions, fostering a culture of authenticity.
Asking for and considering dissenting opinions (e.g., ask questions like, “Based on your experience, what do you think could go wrong if we…”)
The Second Step: Implement Tools for Organized Communication
To maintain open and transparent communication, it is essential to implement structured communication frameworks to ensure that critical information flows consistently within and across teams. Research suggests that clear communication protocols can mitigate misunderstandings and enhance team coordination [6]. Evidence-based approaches to implementing communication tools include:
Using defined channels for different types of communication (e.g., Slack for quick updates, email for detailed discussions, tickets for tasks, group folders for documents, etc).
Establishing routines such as weekly team check-ins or daily stand-ups to share updates and priorities. Keep running notes of these meetings.
Scheduling regular 1:1s.
Using inclusive language and formats suitable for all employees.
Holding debriefing sessions when things go differently than expected.
The Third Step: Make Feedback and Evaluations Clear and Action-oriented
Constructive feedback is a cornerstone of employee development and motivation. Research reports that feedback interventions are most effective when they are specific, goal-oriented, and delivered in a supportive manner [7]. To improve feedback mechanisms within your organization, consider the following strategies:
Use the Situation-Behavior-Impact (SBI) framework to deliver feedback objectively. This framework helps provide clear, constructive feedback by focusing on observable actions and their effects. To use it, describe the specific situation, outline the behaviour you observed, and explain its impact, ensuring the conversation remains focused and objective.
Use positive language when providing critiques.
Ask junior colleagues how they like to receive feedback (e.g., verbally, written, combination, etc).
Include both positive reinforcement and areas for improvement to maintain morale.
Follow up on feedback to track progress and provide additional support as needed.
The Fourth Step: Put Emotional Intelligence Into Action
Research shows that the difference between average and outstanding leaders often lies in emotional intelligence and empathy, not just intellectual capabilities. These "soft skills" are transformative, enhancing team dynamics, organizational performance, and corporate governance. Yet, they remain undervalued and underdeveloped in many workplaces despite being critical for leadership excellence [8]. Some notable evidence-based approaches include:
Employing active listening training. Encourage leaders to practice active listening by maintaining eye contact, paraphrasing for clarity, and asking open-ended questions. Research links active listening to higher employee engagement.
Engaging in perspective-taking exercises. Incorporate role-playing or scenarios to help leaders understand diverse viewpoints, fostering cognitive empathy.
Participating in emotional self-awareness workshops. Use tools like the Emotional and Social Competency Inventory (ESCI) to identify areas for growth.
Introducing mindfulness training to help leaders stay present and manage stress, enhancing their ability to respond empathetically.
Creating formal mentorship programs. Pair leaders with mentors who excel in emotional intelligence to model empathetic behaviours.
Strengthening communication between leaders and team members involves blending evidence-based strategies with a dedication to continuous improvement. By encouraging openness, organizing communication channels, offering constructive feedback, and leveraging emotional intelligence, organizations can build a warm culture of trust and collaboration. Effective communication is more than just a means to achieve operational success; it serves as the cornerstone of a resilient and innovative workplace.
When leaders embrace these practices, they enhance the overall health of the organization and help employees flourish in their roles. To learn more about how to cultivate healthier communication and stronger leadership, consider booking our expert Speaker, Nina Gregoire, for your next company training or corporate event. Nina’s talk, Navigating Power Dynamics and Enhancing Communication in the Workplace, will equip executives, HR personnel, and/or leaders with actionable tools to foster a culture of respect, inclusivity, and collaboration. By addressing power dynamics, implementing practical communication strategies, and promoting participatory decision-making, her talk empowers teams to create a psychologically safe workplace where everyone thrives.
Written by:
Nina Gregoire, MA, WellIntel Talks Expert Speaker
References:
[1] Rawlins B. (2009). Give the emperor a mirror: Toward developing a stakeholder measurement of organizational transparency. Journal of Public Relations Research, 21, 71-99.
[2] Jiang, H., & Men, R. L. (2017). Creating an Engaged Workforce: The Impact of Authentic Leadership, Transparent Organizational Communication, and Work-Life Enrichment. Communication Research, 44(2), 225-243. https://doi.org/10.1177/0093650215613137
[3] Cotterrell R. (2000). Transparency, mass media, ideology and community. Cultural Values, 3, 414-426.
[4] Men, L. R., & Bowen, S. A. (2020). Communicating Strategic Change: The Role of Leadership Credibility and Open Communication in Engaging Employees. The Leadership Quarterly, 31(2), 101340.
[5] Greenhaus J. H., Powell G. N. (2006). When work and family are allies: A theory of work-family enrichment. Academy of Management Review, 31, 72-92.
[6] Leonardi, P. M., & Neeley, T. B. (2017). What Managers Need to Know About Social Tools. MIT Sloan Management Review, 58(3), 16-21.
[7] Kluger, A. N., & DeNisi, A. (1996). The Effects of Feedback Interventions on Performance: A Historical Review, a Meta-analysis, and a Preliminary Feedback Intervention Theory. Journal of Organizational Behavior, 19(6), 469-487.
[8] Deliu, D. (2019). Empathetic leadership–Key element for inspiring strategic management and a visionary effective corporate governance. Journal of Emerging Trends in Marketing and Management, 1(1), 280-292.