Quality vs. Quantity re: Workplace Communication

I think it’s time for most companies to take a hard look at quality versus quantity when it comes to communication. More doesn’t always mean better, especially when people are trying to get things done. While I am a BIG fan of strategic, helpful, productive and purposeful communication, I’m not a fan of anything less, in both my personal and professional life. 

Kristi Hedges, author of “The Inspiration Code” and “The Power of Presence,” says most people feel overwhelmed by the amount of communication required on the job, e.g. emails, reports, meetings, team builders, and the list goes on. This applies to executives, managers, and workers. Is it any wonder productivity lags and frustration abounds in the workplace.

With a focus on top brass, Ms. Hedges says “leaders would be better served by prioritizing the conversations that matter.” Sounds simple enough, even self-evident. But just what are the conversations that matter? How do you separate the wheat from the conversational chaff?

The following four conversations, as recommended by Ms. Hedges, will yield a stronger workforce and higher productivity. I suggest you try implanting them.

A No Agenda Conversation

The No Agenda Conversation, or as Ms. Hedges calls it, the Open Conversation, is about broadening horizons, brainstorming, and being with the other person. The No Agenda Conversation is about strengthening relationships rather than ticking off a to-do list or walking away with action items. The conversation should be work related, and open-ended questions will facilitate talking much better than yes/no ones. Having the No Agenda Conversation is the point, not a means to a goal.

A Possibility Conversation

There are numerous studies indicating that employees value recognition as much as or more than money. What better way to give recognition than to explore someone’s potential or career ladder possibilities? This conversation is not about designing a career path but mutual exploration of an employee’s possibilities. It’s important to listen to what workers think of their own potential. As a leader, it’s important to know employees on this level. The Possibility Conversation doesn’t need to wait for a performance review. In fact, don’t tie it to any kind of regularly scheduled communication.

An Oomph! Conversation

Think of oomph as energy, which is what Ms. Hedges calls this conversation. The more oomph in the workplace, the higher the productivity possibility. Theoretically, anyway. Like many resources, oomph is limited. Can you name the times and days of the week when the energy level at your workplace is soaring? When it is depleted? In addition to conversations about energy, leaders need to observe, measure, and track oomph levels. What patterns are there? What causes a sudden spike or dip? Are there other workplace issues driving morale or energy levels?

A Why are We Here Conversation

Executives and managers need to talk with employees and worker teams about their purpose. Why are they, or we, doing what they (or we) do. I mean this in the broadest sense, as in the “what is the meaning of life” sense. I don’t mean trespassing into boundaries of the personal but more connecting one’s work to their beliefs and sense of purpose. To get this conversational ball rolling, Ms. Hedges recommends asking open-ended, motivational theory-related questions. Consider finding out what employees think they are good at, what part of their jobs do they enjoy the most, and similar thought-provoking prompts. This conversation is sure to build allegiance and trust.

The above four conversations are not one-time shots. To make an impact, think long term, the conversations should be held regularly and progress in depth. Sure, in the beginning you may feel awkward, but it will become easier. Most likely, you’ll start to look forward to the conversations. (Be mindful of the conversations you dread – is it the individual?) As the conversations become a familiar facet of the workplace, you’ll notice changes. Maybe subtle changes at first; then, bigger cannot-not-notice the changes. One day, you’ll look back and not believe how far your workplace has come.

Why not start your conversations today?

Sara Caputo, MA works with individuals, teams and small businesses to transform how they navigate workflow and productivity. Her approach is simple—to help people find strategies and solutions that work specifically for their brains, their needs and their life. She is the founder of Sara Caputo Consulting–a coaching, consulting and training business based in Santa Barbara, California.