As we mentioned last week in part 1, there are four types of communication that govern the way that people interact with one another in a company. In the previous post, we discussed upward communication; that is, the type that happens from subordinates to their superiors. We also explained why this kind of open feedback is important because it allows those in charge the opportunity to rectify concerns before they really grow into problems.
This week, let’s take a look at the inverse, which is called downward communication. As you would infer, this is the type of communication that happens from management down to their subordinates.
Edicts
As the article on the subject at Grammarly.com explains, typical downward communication often takes the form “of a new operational procedure, safety requirement, or individual expectation through a company memo.” Other examples include when “A manager communicates project information to the team,” or when “The CEO holds a meeting to cover the previous year’s performance numbers and discuss next year’s goals.”
These are important communications, obviously. They let employees know what’s expected of them, where the company is headed, and so on. Downward communication presents leadership with the opportunity to define the company’s culture by using these proclamations to convey what the business is all about—not just answering what but also why. Downward communication lets you set the tone.
Transparency
Like we said last week, communication is about honesty. These downward communiques allow the company to be fully honest and open with staff, avoiding the pitfalls of absentee or disinterested leadership. Again, remember that when employees are not told details they should know, they are being lied to by omission. This will lead to unwelcome surprises down the line, and a breaking of the trust necessary to keep your work environment healthy.
Being open about the challenges your business faces is important, as you gain really nothing by sheltering your employees from those concerns. After all, aren’t they there to help you work problems and find solutions?
Maintaining a Two-Way Street
The Grammarly article cautions us that, “Heavy reliance on a downward communication style can make employees feel unimportant, frustrated, or unenthusiastic about their work,” so it’s important to maintain a dialogue, to make your communication about having a conversation and not just issuing orders. Don’t just speak; listen, too.
In order to avoid making employees feel undervalued, it’s important that members of the leadership team remain friendly and approachable, ready to offer an ear when their subordinates need to sound off. This also means being ready to compromise now and then, too, when it makes sense for everyone. “Management should invite a healthy blend of upward and downward communication that can serve the workplace well,” the article stresses. This is a great way to forge a mutual respect among all members of your company.
Directness
One last point to consider is the importance of keeping communication as direct as possible. This means being wary of having too many levels of bureaucracy between the different levels of the business hierarchy, as your communications can be diluted when there are too many go-between messengers.
In the spirit of maintaining direct communication upwards, we remind you that this is something The Brandt Group specializes in. With our employee feedback tools, we can capture the raw and honest opinions of your staff through anonymity, so you can see just how effective your communication is. You can measure how well your employees understand your company’s mission and current goals. And just as crucially, you can ask them for their opinions to see whether they line up with what you understand about their needs.
This kind of knowledge will let you know what areas of your business communication is worth doubling down on, and what areas need work. So let’s not delay in showing your staff how dedicated you are to keeping your communication open and honest—send us a message now, and let’s get this conversation started.
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