Effective communication is more than just a talent for a people manager; it’s a vital instrument for creating a supportive and productive work atmosphere. Even with the best of intentions, some words can unintentionally undermine teamwork, motivation, and trust among your staff. We’ll discuss words to avoid using as a people manager in this article, along with how making intelligent word choices can improve results.
1. “We work together” as opposed to “They work for me”
When presenting your team, you might want to say, “We work together,” instead of, “They work for me.” This small change in wording shows that you regard yourself as a member of the group rather than as someone superior to it. As an alternative to establishing a hierarchy, it promotes cooperation and respect for one another.
2. Steer clear of accusatory or blaming language
Remarking to your team, “You messed up on [task/project],” can backfire and make them defensive. Rather than laying blame, concentrate on making improvements and solving problems. Asking questions such as “What challenges did we encounter with this task, and how can we work together to overcome them?” can help you address problems.
3. Adverse or Inconsiderate Remarks
In addition to being disrespectful, statements like “That’s a terrible idea,” “You should know better,” or “What is wrong with you?” can lower team morale and motivation. Giving constructive criticism as opposed to critical criticism will foster creativity and growth.
4. A harsh or patronising tone
“You need to do better,” or “It’s not that difficult,” are examples of harsh or condescending statements that can demoralise team members and sap their motivation. Rather, provide direction and assistance in a constructive and motivating way to enable them to realise their maximum potential.
5. Adversarial or Sarcastically Worded Remarks
Comments that are sarcastic or passive-aggressive, such as “I guess we’ll just have to fix your mistakes… again,” or “Great job… if you like mediocrity,” can cause friction and hostility within the team. An environment that is conducive to health at work requires open and honest communication.
6. Insults or Personal Attacks
Using derogatory language or personal attacks, such as calling someone “incompetent” or “lazy,” can seriously harm working relationships and team morale. Concentrate on politely and professionally handling particular behaviours or performance problems.
7. Ignoring or dismissing criticism
Remarks such as “That’s not important” or “I don’t have time for this” can stifle candid conversation and foster a non-collaborative culture. The opinions of each team member should be respected, and their issues should be quickly resolved.
In summary, the dynamics of your team and its success as a whole are greatly influenced by the way you communicate as a people manager. Think carefully before you speak, show empathy, and keep an upbeat, constructive attitude. You can become a manager who is seen, heard, and followed by eschewing these harmful expressions and embracing effective communication, which will create an environment where each team member can flourish.
