Council Discourse: Avoid Silence Shaping the Tale: Strategies for Managing Enhancement Strategies
Janine Schindler, MCC functions as a Leadership Coach and Facilitator for Analytical, Left-Brained Leaders, serving as the Founder of JAS Leadership*.
There's a common misconception that "effectiveness in communication is primarily an illusion."
Effective communication, whether in business or life, plays a significant role in achieving success. Regrettably, there are numerous situations where communication can go awry or be misconstrued. One may think they're conveying a single message, yet it's interpreted differently. On occasion, people mistakenly believe that silence holds no meaning, but it can be viewed as a message in itself.
A leader's responsibility is to evaluate and monitor all forms of communication within the organization, ensuring all members are properly informed and engaged.
Consider my client Maureen's predicament. Heading a large team, she noticed that two of her direct reports were underperforming during an annual evaluation. Company policies allowed her to draft a Performance Improvement Plan (PIP) to help these colleagues pinpoint their fundamental issues and work towards achieving a desired standard within approximately two months. If progress wasn't made, they would be encouraged to seek roles more suited to their skills, either within the same organization or elsewhere.
Maureen's approach was meticulous, maintaining polite, respectful, encouraging, and compassionate conversations with her underperformers. Satisfied with the developments, she believed her communication endeavors were complete.
Unfortunately, after several months when neither employee had reached their objectives and left the company, tension arose among her team members. Two brave colleagues questioned Maureen about potential layoffs and their prospects. She was taken aback, discovering that the employees' departures had generated rumors of a company-wide downsizing and "eliminating excess." As a result, several employees feared they were at risk of losing their jobs and felt insecure despite their confidence in their job security. In essence, silence painted a picture of uncertainty in their minds.
The situation was tricky. Maureen had acted responsibly by working discreetly with her employees, ensuring their PIPs remained private. However, to prevent team unrest, additional methods of communication could have been employed.
For instance, when constructing a PIP, devise a plan to communicate its implementation. Discuss with the employee how they would like to proceed, electing to keep matters confidential or choose select individuals to communicate with. By reaching an agreement, all parties remain informed, minimizing the impact of outbursts or the unease that silence can provoke.
Additionally, it is advisable to have Human Resources (HR) touch upon PIPs during onboarding processes. Some employees may not be familiar with PIPs until they or their colleagues experience it. If everyone remains educated on the concept and implementation of PIPs, fewer misunderstandings may transpire.
Cooperate with HR to implement communications post-employee exit, sending out an email or leaving an "away" message in their email, stating, "So-and-so has sought new opportunities. We wish them success." Such language reassures other team members compared to maintaining silence.
Maureen's experience illustrates the necessity of incorporating communication within an organization and how unconscious or intentional silence can produce detrimental narratives, causing unrest and unease. To successfully navigate this delicate balance, every manager must prioritize both respect and discretion while ensuring information flows efficiently. Silence is not an acceptable choice. As a leader, how can you enhance communication?
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Janine Schindler, MCC, as the Founder of JAS Leadership, often works with analytical and left-brained leaders to improve their communication skills, including Janine Schindler herself.
In an organization, it's crucial for leaders like Janine Schindler to recognize the impact of silence on their team's perception and instill a culture of open and transparent communication.
