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Covid has changed many administrative ways in most workplaces. As a smart leader, it is one of your jobs to create communication between employees at work. With the right communication strategy as a smart leader, there are ways to develop communication approaches between employees. A leader should schedule frequent conversations with employees in this critical moment and create a good connection with them. Starting a conversation is the best way a leader and employees can understand each other. There are fundamental questions that could be asked to understand whatever an employee is going through; for example, How are you doing? Are you currently facing any challenges? How can I be of help? A smart leader should know how to start this conversation, and we offer a guide on how leaders can communicate effectively with their employees.


How start an organizational conversation as a smart leader?

Most leaders are often scared or don’t know how to start an organizational conversation, and research shows that few smart leaders start a conversation with an employee. Along the way, they do get stuck without knowing how to complete the conversation. The four principles for having a good organizational conversation are listed below;



Leaders create trust and authenticity between themselves and employees, and communication generated over here is direct and personal. During the conversation, a leader empathizes with the speaker and listens attentively to any comments stated by the employee. Ideas are created and exchanged between the leader and the employer. This type of conversation is suitable for either an employer or any employee.



Communication channels are used to send messages to employees. An intelligent leader will create a group or forum to address any issue that an employee might be facing during this period. Social media or online communication channels such as (Zoom, Google Meet, and Slack) can facilitate a virtual face-to-face chat for accessible communication.



Leaders are tasked to create good organizational content that could be passed across to all employees, and this might serve as a morale or follow-up message to see how well an employee is performing. A smart leader would show an employee how to participate actively in the organization’s messaging and progress as the organization’s brand ambassador.



A leader states the challenges and goals related to the organization. This conversation aims to create a strategy for overcoming difficulties and reaching a specific purpose. Topics, agendas, and approaches should be stated during a meeting. Also, a leader can ask an employee to express their feedback about any idea or develop their ideas with deliverables. In times of crisis, a smart leader should understand how to develop, implement, and execute a plan with the help of employees.


Recreating a solid relationship after the crises

Both leaders or employees would be returning to their work as they left it before the crises. Many people had undergone a series of stress, unlimited deadlines, and daily meetings (online), and relationships will need to be rekindled because people have gotten used to them zoom conferences and all. Adjusting to the old physical environment might take days before people can get back to their old administrative way. A leader’s job is to create an environment whereby people can learn even after crises.