Why communication feels harder than ever
Most managers I speak to aren’t struggling because they don’t care; they’re struggling because the game has changed. Hybrid work, too many channels and not enough training have raised the bar.
- 84% of business leaders say they’re now communicating through more channels than ever—email, chat, video, project tools and more—often to overwhelming levels.
- Around 69% of people in management roles say they don’t feel comfortable communicating with their staff, which makes difficult conversations even harder to start.
- ‘Communicates effectively’ is the top quality people say they want from their leaders, but many organisations still don’t prioritise people‑skills training.
If you sometimes feel like you’re winging it, you’re very much not alone.
Common challenges managers are wrestling with
Here are some of the most frequent communication headaches for managers today – which of these are you ticking a ‘heck yeah’ box for too?
- Too many tools, not enough clarity – People are spread across email, chat, task boards, and meetings, but still say, “I had no idea this was a priority.”
- Low engagement and ‘camera off’ culture – Poor communication and low managerial visibility are key drivers of disengagement.
- Conflict avoidance – With limited training, disagreements get ignored until they explode or quietly turn into resentment.
- Hybrid and return‑to‑office tension – When reasons for big decisions aren’t clear, trust erodes fast.
- Emotional load without the toolkit – Managers are expected to support people through tough times but often don’t feel equipped.
When these issues stack up, communication stops being a bridge and becomes a barrier.
The ripple effect on managers and teams
Poor communication doesn’t just frustrate people—it quietly taxes performance, mood, and reputation.
What it does to managers
- Up to 70% of team engagement is attributable to the manager, so when you’re unclear or exhausted, your team feels it.
- Disengaged managers are far more likely to have disengaged teams—your own burnout doesn’t stay “just your problem.”
- Many managers feel less psychologically safe than senior leaders when it comes to speaking up, which makes open communication harder to model.
What it does to employees
- Where internal communication is rated as excellent, engagement scores are dramatically higher.
- Employees often cite lack of transparency and poor dialogue with managers as reasons they lose trust and miss deadlines.
- Disengaged employees are more emotionally burdened and more likely to consider leaving.
Communication isn’t just “soft stuff.” It’s a performance lever. Pull it well and you get better results with less drama.
What great communicators do differently
You don’t need to become a TED speaker. You just need a few consistent habits that match how real people behave at work.
1. Make expectations boringly clear
- Translate big goals into simple language: “For this quarter, success means X by date Y.”
- Check understanding instead of assuming it: “Can you talk me through how you’re planning to tackle this?”
2. Talk with people, not at them
- Swap one‑way broadcasts for short two‑way touchpoints: quick huddles, open Q&A time, or office hours.
- Ask for views before decisions are final; when people feel ignored, scepticism spikes.
3. Handle conflict early
- Don’t wait for performance to dive; address tension when it’s still just “awkward.”
- Use simple language: “I’ve noticed X, and I’m concerned about the impact on Y. How are you seeing it?”
4. Adapt your style, not your standards
People don’t all hear information the same way.
- For detail‑lovers, give written follow‑ups and specifics.
- For big‑picture thinkers, start with ‘why this matters’ before the checklist.
- For fast‑paced personalities, keep it short and focus on decisions and next steps.
When you flex how you communicate (without lowering expectations), people feel more understood and are more likely to follow through. Guess what – we can help you with this!
Add the right tool to your toolkit
This is where personality and behavioural tools can give you a shortcut. Everything DiSC® (from Wiley) helps you understand your own communication style and those of your colleagues, so you can tailor how you show up in meetings, feedback, and one‑to‑ones. The way we use it helps build understanding, communication and empathy without pigeon holing, labelling and giving people excuses for poor behaviour.
Their research shows that:
- Soft skills like communication and relationships are now high priorities for employees.
- Communication has a direct impact on engagement, morale, and productivity, making it one of the highest‑leverage skills for leaders to develop.
If you’d like to explore this further, give us a quick ring to chat.
Bonus: Here’s a quick manager checklist
Use this list with your team this week:
- Have I clearly stated what success looks like for my team this week/month?
- Does everyone know where to look first for important updates?
- When was the last time I asked my team what’s not working about our communication?
- Do I change how I communicate depending on who’s in front of me?
- Have I invested time in building my own people skills (not just technical skills) in the last year?
If you start with one small improvement—clearer expectations, more honest Q&A or adapting your style… you’ll already be ahead of most managers still trying to communicate on autopilot in a totally new world of work.
