All You Need are These 5 Steps for Better Internal Communication-Guest Post by Rae Steinbach


When communication breaks down in business, your bottom line suffers and your reputation can, too. Poor internal communication is often at the root of business failures – from product recalls to under-resourcing promotions.

By learning and practicing better communication within your business, you can easily avoid the pitfalls that come with waiting until after an issue has occurred. Soliciting employee feedback early on and exploring new avenues for promoting conversations across departments are the means to achieving overall better internal communication.

Some of the most pervasive communication problems that organizations face are noted below, along with tips on how to solve or avoid them.

Establish Company Goals

A clear purpose is the glue that holds your workforce together. If your employees are asking themselves what they are doing at work then you are failing to provide the necessary motivation needed for them to attend the office each morning and rally around the common goals of your business.

Ask yourself and your leaders to answer some basic questions to find your company mission and vision:

  • Who are you?
  • What’s your primary motivation at work?
  • What does your business stand for?
  • Why should any of your employees feel motivated to come and work for you?

Refine the answers into no more than 2 – 3 short, high-impact sentences that can be easily understood by every employee in your office. This will help everyone to unite around the common cause of your organization.

Encourage Commitment From Day One

When new people join your organization, are they introduced to colleagues and taken through an induction process that explains their role, responsibilities and the resources available for achieving their targets? If not, you’re setting yourself up for a communication failure and also indicating that you don’t care about the progress of new hires.

To make the most of your employees’ abilities, it is essential that they understand company culture, core operations, protocols, best practices, and what resources are available to them to support their work. The easiest way to do this is through a short induction program. The added benefit is you will elicit strong commitment from new recruits on day one of their career with you.

Point Them in the Right Direction

You will never achieve great communication throughout your business if people don’t know who to communicate with and when. Employee directories, team meetings and planned collaboration sessions will assist staff to know when and who to speak to, in order to meet challenges and work together cohesively.

Communication is a two-way street and open door policies encourage staff to share concerns, ideas and thoughts about projects and policies. The power of the collective minds you employ will always outweigh even the smartest of leaders so it’s important to give employees a safe and easily accessible space for sharing ideas or concerns.

Share Resources

A company wiki, document repository, or communication and project management software will encourage efficiency and stop different departments from creating the same work over and over. Don’t be mistaken by seeing these resources as static, either. Encourage staff to continually add to FAQ documents and process libraries as they learn. They will be able to teach important skills and ideas to others if the resources are provided and encouragement to do so is given.

Get Out of the Office

Genuine relationships are built on a variety of experiences that are not all found in a work environment. Take some time out to do something fun as a team. This will allow people to get to know each other on a deeper level. The shared experience of doing something not work-related will have the added benefit of transporting positive energy into the workplace, making for a happier and more close-knit team.

Start Now!

Great communication begins with you. The next time you take a break from your desk, make eye contact with your team, begin a conversation, and get everyone talking to each other. Great communication is the basis for success in any business vertical.


Rae Steinbach is a graduate of Tufts University with a combined International Relations and Chinese degree. After spending time living and working abroad in China, she returned to NYC to pursue her career and continue curating quality content. Rae is passionate about travel, food, and writing, of course.


If You Want to Save and Preserve Employee Morale, Refrain from These 5 Things-Guest Post by Lester Corey

In an infographic published by Office Vibe, the site enumerated the 10 most important employee engagement statistics for 2017. The most notable ones are as follows:

  • 3 in every 5 employees wish to get more frequent praises on their work.
  • More than half of workers (51%) are contemplating on leaving their current jobs.
  • The percentage of engaged employees is measly, amounting to only 13% worldwide.
  • In average, 7 out of 10 employees wish to spend more time with their superiors.

Not to mention the expected 20% increase in sales for businesses with highly engaged employees, the benefits of employee engagement is indeed massive – both on financial and personal standpoints.

Meanwhile, poor employee engagement stemming from low workplace morale is detrimental for every business. It drives turnover costs, and hamper with overall productivity and efficiency metrics. The working atmosphere isn’t conducive, and everyone’s not performing to their full potential.

As a manager or business owner, you’re the first influencer of morale in your workplace. You set the culture, and devise ways to make work more fulfilling.

But as bona fide human beings, you’re bound to make some mistakes too, even without noticing it at times. Below are five clear red flags regarding employee morale that you should abstain from:

  • Micromanaging

This comes 4th in the list of Kim Bhasin, a senior reporter from The Huffington Post. Kim believes that “when you micromanage an employee, you’re telling them that you don’t trust their abilities.”

Carrying out tasks is of utmost importance for employees, but you don’t have to bug them every single minute for updates and work reminders. It’s an absolute mockery of their independence and competence.

Instead of frequently second guessing their work, an acceptable practice is to ask them to send progress reports at least once or twice for the day. If you have revisions and suggestions to make, I’m pretty sure your collaboration platforms at work will enable you to give insights to the employee even remotely.

Even if the pay and benefits are competitive, an employee may be discouraged to come to work if they sense substantial mistrust from you.

  • Subtle or direct jabs at their credibility

At times, you use criticisms and hope employees will receive it as a challenge, instead of a personal tirade.

Even if your intentions are good, you can’t expect all employees to be receptive to that approach.

When having hard talks with employees, never EVER bring out their credibility. Here are few statements that provoke employees:

Sometimes I wonder if you’re really an MIT alum.”

Guess I have to dig up your records.

By uttering these words, you’re showing the door to an employee. Those heart wrenching remarks will reverberate in an employee’s mind every day and before he goes to sleep. It’ll be forever embedded in his memory.

Why not go for a more challenging and supportive approach?

You’re way better than this.”

Your monthly performance is terrible, but I’m willing to give you the ropes.

Build employees, instead of obliterating them.

  • Dealing with employees publicly

No employee would want to be embarrassed in front of his colleagues. For instance, have you made it a habit to sit alongside your employee’s desk? Perhaps your voice still echoes on his neighboring workmates while you’re lecturing him.

This may lead to a great deal of shame for the employee, since you exposed his weak points to almost every member of the team. Others will be wary of your attitude too.

The best avenue for discussion is still in the four corners of your personal office or other isolated areas nearby. This way, you’ll have a more open discussion as the employee won’t get distracted from any audience but you.

You may also want to reduce those occasions you give high heaps of praise to an employee publicly. If you do it inconsistently, others will think that you play favorites.

  • Inadequate personal support

Majority of small businesses today are done in this setting: employees work at the principal place of office, while employers monitor them remotely.

If you’re just appearing personally to hand them their paychecks, you’re doing it wrong.

As per Chron contributor George N. Root III, “both the boss and employee need to commit to the concept of teamwork […]”

However, that concept can be impaired if you always hide in the shadows. Employees need to feel that their concerns are being catered by a real human. It boosts team synergy because they’re seeing something who takes charge with daily operations.

There’s just lots of communication barrier in online communication, so put a premium in live interactions with your men too.

  • Cronyism

When you inject a new hire to your team simply because that person’s a family member of yours, you’re dispersing an uncompetitive aura in the workplace.

If you approved someone who lacks the requisite skills incumbent in his position, what would prevent your employees from thinking that the person will climb up the ranks effortlessly?

This not only result to lost productivity from the person you erroneously hired, but also lack of engagement brought upon by perceived injustice.

Chron suggests to “support a committee approach to interviewing before a candidate can be hired.”

As a wrap-up, employee morale and engagement are responses. It’s reflective of the values, beliefs, and practices you instilled in the workplace as a leader. By shying away from the above mentioned practices, you can expect to bolster your team’s confidence on you and the employment opportunities you provide.


Author’s Bio

Lester Corey teaches Literature in Yale University. Most people think that teaching is the only thing he does for a living, but little do they know that he also writer essays for every night.

What Happens When You’re an Inconsiderate Leader?


“Ignorance and inconsideration are the two great causes of the ruin of mankind.” — John Tillotson

Just because you have worked your way up the corporate ladder doesn’t mean that you no longer need to be considerate of others. When you are inconsiderate of those working with or for you, you actually diminish your ability to be and effective leader. An inconsiderate leader does not concern themselves with treating employees with respect, they do not care if they take all the credit when things go good and point the finger of blame when they go bad, and they don’t care if they make everyone else’s job more difficult than necessary. So, what happens when you are an inconsiderate leader?

You lose respect

No one has respect for a leader who does not have enough respect for them, as individuals, to even be considerate. No one wants to stand behind and support a leader who is selfish and self-absorbed. Without the respect of your employees, you have no ability to inspire or influence the way a leader must to be successful.

You lose empathy

You need your employees to be able to see things from your perspective. When you are inconsiderate, employees no longer care how you feel, what you want, or what your perspective is. All empathy for what you, as a leader, are going through flies out the window when you treat employees inconsiderately.

You lose cooperation

Once you have lost the respect and empathy of your employees, you will soon lose their cooperation. If you are an inconsiderate leader, your employees will stop caring what you need. They will do the bare minimum necessary to meet their job requirements but don’t expect any more from them than that.

You End Up Alone

If you are inconsiderate as a leader, at the end of the day you end up alone. No one will have your back. No one will go above and beyond to help you look good and accomplish your goals. And, no one will care what happens to you. When you are inconsiderate, you send the message that it is every one for themselves. And, mark my words, you will reap what you sow.

Check your leadership behavior today. Are you an inconsiderate leader?


© 2017 Elizabeth Stincelli


Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the Founder of Stincelli Advisors where she focuses on helping organizations change attitudes, change communication dynamics, improve collaboration and problem-solving, engage employees, and strengthen organizational culture. Liz holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Liz by visiting her website, and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at


Employee Advocate | Leadership Consultant | Author | Speaker