Striking the right balance between directness and tact in workplace communication is an art form, essential for fostering open dialogue, fostering collaboration, and maintaining a positive work environment. Navigating this delicate balance requires careful planning, strategic delivery, and an understanding of the nuances of direct communication.
Planning for directness
Effective communication in the workplace begins with meticulous planning. “Careful planning before engaging in important conversations” is crucial, emphasises Vivek Tripathi, VP-HR, NewGen Software. This is particularly relevant when delivering feedback, seeking resources, or discussing critical matters with colleagues or superiors.
“Careful planning before engaging in important conversations is crucial. This is particularly relevant when delivering feedback, seeking resources, or discussing critical matters with colleagues or superiors.”
Vivek Tripathi, VP-HR, NewGen Software
For instance, imagine Alex, a talented but consistently rude employee. To address this, Alex’s supervisor doesn’t rush into confrontation. Instead, they meticulously gather feedback from colleagues and identify specific instances of Alex’s problematic behaviour. The supervisor then chooses a private setting and uses “I” statements to express concerns, providing concrete examples of dismissive communication in team meetings. By emphasising the impact on team morale and collaboration, the supervisor actively listens to Alex’s perspective and collaboratively explores solutions, such as communication workshops. Additionally, they reinforce expectations for respectful behaviour and outline potential consequences.
One effective planning strategy involves writing down key points before initiating crucial conversations. This ensures the supervisor remains focused, avoids unnecessary tangents, and chooses words carefully, recognising the crucial role language plays in shaping perception.
Cultural nuances and effective communication
Workplace communication extends beyond individual personalities and often involves navigating cultural nuances. Satyajit Mohanty, VP-HR, Dabur India, emphasises the importance of recognising that people often desire validation more than critical feedback. This shift in perspective encourages organisations to reconsider their feedback processes, placing an emphasis on acknowledging efforts and achievements.
“Directness in communication is fine as long as it is backed by facts and data/evidence and is spoken in a manner that is respectful to the individual. Likewise, directness in communication is also fine if it focuses on the strengths of the individual and how those strengths can be applied, with support from data and facts.”
Rajesh Rai, vice president & head-people, APAC, Global Logic
Furthermore, Rajesh Rai, vice president & head-people, APAC, Global Logic, highlights the importance of understanding cultural communication styles. “In the West, direct communication is highly visible, whereas in Asia, the communication style tends to be more indirect,” he explains. Recognising these cultural nuances within a diverse workforce is crucial for effective communication.
Rai suggests training employees on various communication styles linked to different cultures. Additionally, storytelling techniques can be valuable tools for communicating effectively across cultures. These practices ensure communication styles are adapted to the audience, fostering clarity and understanding.
Crafting the message and managing delivery
Writing down a message allows individuals to select words that are clear, respectful, and aligned with their intentions. As Tripathi rightly observes, “Rehearsing the conversation to ensure that one’s message is communicated in the right manner also helps avoid unintended confrontations or miscommunication caused by the delivery style.”
“Before delving into the mechanics of feedback, an assessment of trust and respect should be conducted. The manager’s responsibility is not merely to give feedback but also to establish a genuine connection with the employee. Without this trust, feedback may fall on deaf ears, rendering the entire process ineffective.”
Satyajit Mohanty, VP-HR, Dabur India
In potentially challenging discussions such as performance reviews, anticipating objections can be a valuable strategy. This involves considering possible responses, concerns, resistance, or even hostility that the other party may harbour. By addressing these proactively, one can be prepared for and open to different perspectives.
Furthermore, demonstrating a willingness to compromise in critical conversations can foster a collaborative atmosphere. Highlighting specific concessions or areas where one is open to adjustments shows commitment to finding mutually beneficial solutions.
For any communication to be clear, whether direct or indirect, data is essential. “Ensuring clear data points in communication not only enhances the weight of the message and its credibility but also the clarity of the requirements at hand,” Rai emphasises. This applies not only to internal communication but also to client interactions, where clear and concise communication can ensure alignment on goals, key performance indicators (KPIs), and actions.
Building trust and respect for effective feedback
A foundation of trust and respect is critical for facilitating direct feedback. Mohanty emphasises, “Before delving into the mechanics of feedback, an assessment of trust and respect should be conducted.” He points out, “The manager’s responsibility is not merely to give feedback but also to establish a genuine connection with the employee. Without this trust, feedback may fall on deaf ears, rendering the entire process ineffective.”
For example, consider Vidya, a manager who attempts to provide feedback to Soumya without building trust. Vidya simply points out areas for improvement in Soumya’s performance during a team meeting, highlighting mistakes and concerns without prior discussion. This approach leaves Soumya feeling blindsided and defensive, hindering the effectiveness of the feedback.
However, when Vidya takes the time to establish a personal connection and build trust before providing feedback, Soumya is more receptive. This initial investment in building trust sets the stage for a more effective feedback process, ensuring the feedback is received with an open mind and fosters a positive and constructive environment for professional development.
Managing the emotional impact and fostering growth
The willingness of employees to accept feedback is a complex interplay of individual development goals and organisational support. Organisations can encourage a growth mindset by shifting from position-focused career discussions to conversations entered around personal growth and skill development.
When dealing with individuals in positions of authority, the tone of voice and overall approach are crucial. To strike the right balance, Tripathi advises, “Ensure that the message does not come across as inflexible. Acknowledge that your perspective is just one among many, and express a willingness to consider alternative viewpoints.”
Managing the emotional impact of direct messages is also essential for effective communication. Individuals must be mindful of the language they use to prevent triggering negative emotional responses. Inflammatory or accusatory language must be avoided as it can escalate tensions. For instance, instead of saying, “Your work is consistently sloppy, and it’s affecting the team,” one can choose a more considerate approach such as, “Let’s discuss ways to enhance the quality of your work to better align with team expectations.” This avoids triggering negative emotions and fosters a more constructive dialogue.
“Understand potential emotional responses to your message and be prepared to address them constructively. This preparation allows for a more thoughtful and empathetic exchange,” asserts Tripathi. Speaking from his personal experience, he further adds, “If a conversation becomes emotionally charged, consider suggesting a break or postponing the discussion to a more suitable time. This approach allows for cooler heads to prevail and increases the likelihood of a positive outcome.”
The art of directness: Key takeaways
Managing directness in workplace dialogue is a skill that requires thoughtful planning and the ability of managers to deliver feedback effectively. Mohanty highlights the ‘5 is to 1’ rule, emphasising the importance of providing praise before criticism. “Building emotional accuracy through positive reinforcement prepares individuals to handle constructive criticism more effectively,” he adds.
Similarly, Rai advocates that “actions to be taken based on the feedback also need to follow the SMART rule – being specific, measurable, achievable, relevant, and time-bound.” Likewise, maintaining a positive posture, body language, and tone during feedback delivery is crucial. It is also important to focus on strengths to reinforce feedback.
“Directness in communication is fine as long as it is backed by facts and data/evidence and is spoken in a manner that is respectful to the individual,” Rai concludes. “Likewise, directness in communication is also fine if it focuses on the strengths of the individual and how those strengths can be applied, with support from data and facts.”
By mastering the art of directness, fostering open and respectful communication, and prioritising trust and understanding, individuals and organisations can cultivate a collaborative and positive work environment that empowers growth and success.
