People Managers - A Key Communications Audience; A Key Communications Channel

How do people managers fit into your communication strategy?

If you search online for “effective manager communication,” you’ll find several helpful ideas on how managers can improve their communications with their teams—from tactics such as team meetings and one-on-ones to thinking about frequency, transparency, and authenticity.

But if you’re a manager, what’s the content you’re sharing? How are you effectively communication key business updates and information to your teams? What help do you really need?

When we think about employee engagement, we sometimes overlook managers as a key communications audience and channel--and that's a mistake. Your front-line people managers are employees’ first contact with questions, and they are the face of leadership to them. This is true whether the role the employee plays is desk-based, in the field, on the manufacturing line, or on the floor in retail or health care. However, 91 percent of employees think their managers are bad communicators (Source: Inc.).

ROI Company’s 2023 Benchmark report noted that only 49 percent of companies have a strategy for communicating with people managers. Is your company one of the 51 percent missing out on this tremendous opportunity?

How can you effectively communicate with managers--and help them to do the same?

• Keep it straightforward and easy. Consider developing a resource that highlights what managers need to do, what they need to share, and what they need to know. While some may argue that managers should know this as part of their role, many employees are elevated into people leader roles for reasons other than their communication skills.

• Hold regular manager meetings. Are you already meeting with extended leadership teams or people leaders? If so, great! If not, how can you connect with these audiences to help them be in the loop and have an opportunity to get their own questions answered.

• Build in change management principles. In times of change, managers will go through the same cycles that all employees experience. To help them move to acceptance and communicate and listen effectively to their teams, we need to model the right approach and behavior for them.

• Provide training and resources. Communication doesn’t come naturally to everyone. How are you preparing new managers for their important role as communicators? How do you share expectations with new managers you hire from the outside? How do you respond to the questions they raise? The ecosystem you build helps determine their success—and the success of the company in engaging employees.

• Help managers respond to tough questions. Frequently Asked Questions (FAQ) documents can be incredibly helpful. Don’t shy away from the tough questions, and ensure managers know how to respond if they aren’t allowed to/are unable to answer a question. If the information is confidential or cannot be disclosed for regulatory or legal reasons, help managers with the right way to respond.

Understanding the unique needs of people managers takes time and practice, but it’s time and energy well spent in ensuring managers have the tools and confidence to engage with their teams.

Hansen Ramsey Strategic Communications is here to help you with your communication needs - including strategies for engaging and supporting your managers. Contact us to learn more.