Your employees are your most valuable resource. How you treat them and the way you talk, listen, and interact with your team can significantly affect their motivation, negatively or positively, depending on your communication style. Motivated, happy employees are more engaged, put effort into their work, and are an asset to their team. However, unhappy, disinterested staff members can bring an organisation to its knees.
Communication styles can greatly impact your employees’ buy-in to company goals and values. If your employees are negative and disinterested, you may want to reflect on your interactions with them. Let’s look at seven signs your communication style is hurting employee engagement so you can improve your approach.
WHY EMPLOYEE ENGAGEMENT MATTERS
Employee engagement refers to an employee’s commitment and enthusiasm for their job and workplace. Gallup’s 2023-2024 State of the Global Workforce report revealed that low employee engagement costs the UK over £257 billion annually, highlighting just how important an engaged workforce is.
Engaged employees take pride in their work and care about the company’s performance and success, giving their all to work towards this goal. They also typically perform well in terms of productivity, and the quality of their work, and their workplaces have better retention rates and lower absenteeism.
COMMON COMMUNICATION STYLES
While everyone’s communication styles are unique, most people fit into one of four categories:
- Passive: These quiet, non-confrontational people seldom assert themselves. They are usually easy-going, soft-spoken, and struggle to set boundaries or say no.
- Aggressive: Aggressive communicators like to dominate conversations and can be reactive and overbearing by interrupting others, invading their personal space, and using intimidating gestures.
- Passive-Aggressive: These communicators are superficially calm, while inwardly, they may be aggressively working against those around them. They can be manipulative and sarcastic and may punish others with the silent treatment.
- Assertive: People with this style are typically respectful, confident, polite, and eager to take on challenges, although they know how to set boundaries and say no when necessary. They are open and collaborative and express their emotions and ideas in a healthy way.
7 COMMUNICATION HABITS THAT HURT ENGAGEMENT
Now that we’ve unpacked the definition of employee engagement and the types of communication styles, watch out for these signals that indicate your communication style may be unhelpful.
1. LACK OF INTERACTION AND FEEDBACK
If your employees rarely speak up in meetings, it’s a red flag. People stay quiet when they feel their opinions don’t count or fear negative reactions. This could mean your communication is too one-sided, dismissive, or intimidating. Encouraging open dialogue and making space for different opinions can turn things around.
SOLUTION: Ask for input directly, create a safe space for feedback, and show appreciation to staff who contribute to the discussion.
2. LOW MORALE
When employees experience a lack of clarity in instructions or impatience with their queries, they may stop engaging with leadership and their colleagues. They become disinterested and experience low job satisfaction. Regular check-ins, clear expectations, and recognition for their efforts can help rebuild morale.
SOLUTION: Recognise achievements regularly. Conduct surveys to discover employee concerns and make sure you follow up with visible changes. When staff see a culture where feedback leads to action, it will improve their morale.
3. DECLINE IN PRODUCTIVITY AND WORK QUALITY
A decline in an employee’s productivity and work quality screams disengagement, especially if they were previously enthusiastic and dedicated. A lack of strong leadership, clear instruction, respect, or openness to their ideas can demotivate employees, causing them to do the bare minimum in terms of quality and quantity.
SOLUTION: Spend time patiently clarifying tasks and instructions, speak and listen respectfully to employees, and recognise those who go the extra mile and achieve high performance. Mentor those who need it.
4. ABSENTEEISM AND TARDINESS
Disengaged employees often arrive at work late and leave early. They are forever on sick leave and use up all their vacation and personal days early in the new leave cycle. Of course, there are many reasons for this behaviour, but a poor leadership communication style can encourage it.
Passive communicators might not address the issue, which shows a lack of interest in the person and weak leadership. Aggressive or passive-aggressive behaviour will also not encourage employees to change their habits or discuss underlying issues with you.
SOLUTION: Set clear expectations regarding punctuality and attendance and clarify the consequences of not following them. However, your approach should be inquiring, concerned, and respectful. Mentoring, counseling, and coaching can help improve engagement when staff see that you care for their well-being.
5. HIGH STAFF TURNOVER RATES
If employees are leaving left, right, and centre, your communication style could be the common denominator. Inadequate communication and poor leadership are often the reasons for people quitting their jobs. If exit interviews frequently mention frustration over unclear expectations, lack of feedback, or feeling unappreciated, it’s time to reassess your communication style.
SOLUTION: Hold regular one-on-ones and practice active listening to understand employee pain points. Make sure feedback is timely, specific, and constructive. Offer career development opportunities and make employees feel valued beyond their daily tasks.
6. WITHDRAWAL AND LACK OF TEAMWORK
Disengaged employees will avoid activities requiring cooperation and collaboration with other team members. These employees may feel undervalued and unappreciated, possibly because you only communicate with them when there’s a problem.
SOLUTION: The secret to improving engagement in this situation is cultivating the skill to correct the negative behaviour while acknowledging the employee’s positive efforts. Communicate diplomatically and tactfully to offer balanced guidance that encourages results.
7. FREQUENT MISUNDERSTANDINGS
Are deadlines being missed? Are employees constantly asking for clarification or misunderstanding your instructions? This can signal that you’re not communicating clearly. You may be too vague, assume knowledge staff don’t actually have, or overload them with information. Simplify your messaging, check for understanding, and encourage questions at the start.
SOLUTION: Use multiple communication methods (verbal, written, and visual) to ensure clarity. Repeat key messages, summarise important points, and encourage staff to confirm their understanding.
TIPS FOR EFFECTIVE COMMUNICATION IN THE WORKPLACE
If your communication is less than perfect, consider the following tips:
SPEAK FACE-TO-FACE WHENEVER POSSIBLE
Digital communication doesn’t always convey the nuances of a conversation, leading to misunderstandings, frustration, and unhappiness.
To encourage better communication, having face-to-face conversations whenever possible makes it easier for employees to forge personal connections with their leaders. In turn, this builds trust and helps to resolve misunderstandings more effectively.
In-person discussions also tend to be more productive and focused, reducing the likelihood of distractions that can occur in digital communication.
CONVEY YOUR INTEREST USING POSITIVE BODY LANGUAGE
Actions speak louder than words; often, it’s not what you say but what your non-verbal cues suggest.
Positive body language, such as nodding and an open posture, reinforces your engagement and makes the conversation more inviting. Maintaining eye contact and avoiding distractions, such as looking at your phone, also ensures your full attention is on the speaker.
WATCH YOUR TONE OF VOICE
Your tone of voice can dramatically affect how your message is received. Speaking too loudly or harshly may come across as aggressive, while a calm and friendly tone helps convey respect and understanding.
By watching your tone, you can create an environment in which employees feel more comfortable communicating rather than fearing they have stepped out of line.
ENCOURAGE TWO-WAY COMMUNICATION
Creating a culture where employees feel comfortable sharing their thoughts and feedback also improves productivity and morale.
Encourage open dialogue by asking questions and showing genuine interest in their opinions. This approach enhances collaboration and creates an environment where everyone feels valued and respected.
DEVELOP AN OPEN-DOOR POLICY
Leaders should never exist in a vacuum. Establishing an open-door policy can promote transparency and ensure employees feel confident approaching you with any concerns or suggestions.
This type of policy breaks down hierarchical barriers and shows you’re approachable, willing to listen, and dedicated to creating a supportive workplace. It also helps quickly identify and address any issues that may arise.
PRACTICE ACTIVE LISTENING
Active listening shows employees that you’re fully focused on them and understand their message. When you actively listen, you can respond thoughtfully, ask follow-up questions, or paraphrase what they’ve said and repeat it for confirmation.
By practicing active listening, you build stronger relationships, reduce misunderstandings, and show empathy toward others’ perspectives.
FINAL THOUGHTS
Wherever we go, our communication can either build or break down. In the workplace, it’s essential to work on your communication style so you don’t hurt employee engagement. It’s easier to build trust and relationships with employees through assertive yet respectful communication than to try to repair the damage when they become disengaged and negative. Treat your most valuable resources well, and they will be an asset to your business.
Author: Addisson Shaw – Content Scrivener
Photo credit: StockCake
