4. Individualize your approach
Learn what communication style and channels work best for different team members. Younger team members may prefer communicating over instant messenger (IM) programs or text instead of email and phone calls, while veteran team members may prefer face-to-face meetings. Find out what your team is most comfortable with and be flexible about using multiple communication channels.
5. Provide training and support
Provide training on company policies and expectations during team members’ onboarding process, and ensure that all employees understand the company’s commitment to diversity, equity, and inclusion — and the benefits of embracing a diverse workplace culture. Put it on your teams radar right away that valuing and respecting differences is not only a non-negotiable priority, but improves how teams work together and keeps the company moving forward.
6. Choose your words carefully
Avoid idioms, slang, acronyms and industry jargon. These often don’t translate across cultures and even across different age groups. They can cause confusion and make people feel alienated. Be conscious of language barriers. Translate critical messages into languages commonly spoken within the organization and try to avoid words ending in -ing because they can be difficult to translate.
The more diverse your team is, the stronger it will be — as long as you’re practicing effective leadership communication. Embracing differences, and making sure your employees all feel seen, heard, and included will make your team happier, more cohesive, and more motivated to contribute.