Large companies share their experiences: how managers can improve communication with employees

Contents:

• What a manager needs to know about communication: the "Building Bridges" study
• How to build a horizontal hierarchy in a company: the Reksoft Consulting case
• What are the problems in communication in large industries: we analyze the example of Rosatom
• How to communicate with creative people: the case of Art. Lebedev Studio
• How to communicate with Generation Z: the case of Inventive Retail Group
• The main thing about communication between the manager and employees in 3 points
• How to learn more about team management

At the business breakfast "Communication Architecture", organized by SberUniversity and Reksoft Consulting, the results of the joint study of the companies "Building Bridges" were presented. At the event, executives discussed effective strategies for building communication in business, and invited experts shared their experiences and practical recommendations in this area.

We have reviewed the recording of the event and are sharing the key points with you.

• What a manager needs to know about communication;
• How to build horizontal communication;
• What problems exist in large companies;
• How to communicate with Generation Z.

What a Leader Needs to Know About Communication: The Building Bridges Study

The study's authors presented eight key findings. Three of them were discussed in detail at the business breakfast.

Humble leaders tend to have more effective communication skills with their team. Research shows that leaders who are prone to self-criticism create an atmosphere of trust, which leads to more productive interactions with employees. This promotes open and constructive discussions, which in turn increases overall productivity and satisfaction in the team.

A leader who experiences doubts about their skills and achievements, even in the presence of objective successes, is prone to deep introspection and reflection. This quality makes them more sensitive to the emotional climate and context of their team. Such a leader is more likely to pay attention to feedback, strives for learning, and actively integrates new knowledge into their practice. This approach promotes flexibility and adaptability in management, which, in turn, improves team effectiveness and facilitates the achievement of shared goals.

Ivan Shafranov serves as Project Director at the Leadership Academy and SberUniversity. He is actively involved in the development and implementation of educational programs aimed at developing leadership qualities and professional skills. In his work, Ivan strives to introduce innovative approaches and methodologies, which contributes to the improvement of the quality of education and the effectiveness of specialist training. His experience and knowledge allow him to effectively manage projects, creating conditions for the growth and development of participants.

Feedback from the manager is essential for employees. In teams where communication with management is considered ineffective, a lack of feedback is often noted. Employees express dissatisfaction with the fact that some managers do not provide detailed feedback, while others do not devote time to evaluating the performance of their subordinates. Effective feedback increases motivation and productivity, helps identify strengths and weaknesses, and improves the overall atmosphere in the team.

Employees under 34 are significantly more in need of feedback from their managers. They are 1.9 times more likely than colleagues over 45 to express a desire to receive feedback and discuss their professional development. Young professionals are also 1.4 times more likely to seek personal communication with their manager and 1.3 times more likely to require more comprehensive information about their tasks and prospects. Providing high-quality feedback not only promotes motivation but also helps build more effective teams.

Remote work does not hinder effective communication. Some companies are currently returning employees to the office, claiming that this facilitates interaction between employees and management. However, research shows that teams that highly value communication with management often work in a hybrid format. Respondents note that they prefer to discuss development and receive feedback face-to-face, but this does not require a constant presence in the office. The hybrid model allows for a balance between in-person meetings and remote work, which promotes more productive interactions and improves overall team effectiveness. Research confirms that hybrid work is becoming the standard for high-performing teams in all aspects of interaction except feedback. In a hybrid format, the time a leader spends in-person interactions with the team is significantly reduced, increasing its importance. This circumstance encourages leaders to create a more structured communication system, which promotes improved interactions and increases team productivity. It is important to develop feedback methods adapted to the hybrid format to maintain effectiveness and maintain high levels of employee engagement. A team's choice or continuation of a remote or hybrid work mode reflects a high level of trust within the team. Such teams are more likely to achieve leadership in communication quality. This is due to the fact that in a distributed work environment, employees are able to interact effectively based on trusting relationships and a high level of responsibility. Successful communication in remote and hybrid teams contributes to increased productivity and a better overall company climate.

Margarita Patrusheva is Director of the Organization and Personnel Practice at Reksoft Consulting. In this role, she is responsible for developing human resource management strategies and optimizing business processes. With her experience and knowledge in work organization, Margarita helps improve team efficiency and implement modern approaches to HR management. Her expertise allows the company to offer clients innovative solutions for the successful development of their businesses.

The study was conducted using questionnaires containing both closed and open-ended questions. A total of 995 people from 20 large teams participated. The opinions of business and management experts were also considered. The full results are available at this link, and in this text, we present the key findings of the study and discuss the topics raised at the business breakfast.

How to Build a Horizontal Hierarchy in a Company: The Reksoft Consulting Case

Horizontal communication without a rigid hierarchy creates an atmosphere in which every employee feels important and contributes to the team. The consulting industry is actively developing a culture of continuous growth, based on the principle of "grow or go." Each consultant is viewed as a future manager or potential partner, which promotes personal and professional development. This approach removes artificial barriers between line employees and management, making career advancement a natural consequence of hard work. The faster employees develop, the more benefits the business receives, which, in turn, strengthens the company's competitiveness in the market.

The CEO of Reksoft Consulting is responsible for the strategic direction and management of all aspects of the business. His responsibilities include developing and implementing business strategies, shaping the corporate culture, and coordinating the work of all departments. Under the CEO's leadership, the company strives to increase efficiency, implement innovative technologies, and improve the quality of services provided. His experience and leadership skills enable Reksoft Consulting to remain competitive in the market and achieve its goals.

Informal communication plays a key role in corporate culture, as it demonstrates the manager's engagement and unity with the team. Formal business processes are certainly important, but personal interaction is especially valuable. At our company, we organize in-office meetings 2-3 times a week, which, in my opinion, significantly increases productivity. Ideas and solutions that arise from group discussions are impossible to obtain in other settings. People are social creatures, and team communication helps us better understand each other and work more harmoniously.

In his presentation, Reksoft Consulting CEO Andrey Skorotchkin confirmed the key ideas of the study, drawing on his personal experience. He noted that it's important to inspire and motivate young employees, as they seek feedback and development. At the same time, more experienced professionals need the opportunity to demonstrate their expertise and make independent decisions. This approach helps create an effective work environment and improve productivity.

The effectiveness of team communication directly depends on the leader's authority. Leaders who have achieved their position through professionalism and perseverance inspire the greatest trust among employees. Establishing trusting relationships improves teamwork and overall productivity.

Skillbox courses are designed for managers and those seeking career advancement. The training program covers the key skills and knowledge necessary for successfully managing teams and projects. Participants will receive practical tools and strategies to help them effectively manage their business and achieve their goals. Skillbox offers relevant content developed in accordance with modern management trends, allowing participants to be competitive in the labor market. The training is conducted in a convenient format, which makes it possible to combine study with work.

• "Team Management" - for those who want to learn how to assemble and develop teams, motivate and resolve conflicts.
• "Efficient Manager" - for those who want to master management systematically: learn how to manage teams and processes, analyze data, and build a strategy.
• "The Art of Communication" - for those who want to learn how to find a common language with a team, colleagues, and managers in any situation.

What are the problems in communication in large industries: we analyze the example of Rosatom

In large high-tech companies, such as Rosatom, there are certain problems in communication between employees. This may be due to multi-level management structures, differences in specializations and approaches to work. Effective collaboration is key to the successful implementation of projects and the achievement of shared goals. Therefore, it is essential to implement modern technologies and methods to improve internal communication and enhance team productivity.

The Director of Functional and Business Competencies at Rosatom is responsible for strategic management and the development of key competencies necessary for the effective functioning of the organization. This role includes analyzing current business processes, implementing best practices, and optimizing functional areas. The Director also coordinates the work of various departments, ensuring the integration of innovative solutions and enhancing the company's overall competitiveness in the nuclear energy market. Personnel training and development are an important part of this role, helping to build a highly qualified team capable of addressing the challenges of modern business.

Rosatom employs 420,000 people representing five generations—from young professionals to experienced mentors. Our industry boasts over 100 different professions, including engineers, scientists, construction workers, and IT specialists. We understand that the key to effectiveness and success lies in how people collaborate and in teamwork. Teamwork is the foundation for achieving high results and implementing ambitious projects in the nuclear energy sector.

Teams often include managers with different experiences, personalities, and perspectives, which can create difficulties in understanding each other. To build strong and cohesive teams, we first analyze their work processes and then help establish communication and define key goals. It is important that members understand why they are working and where their energy comes from. This methodology has already proven effective: when people better understand each other and share common goals and values, they achieve significantly better results.

Elena Usenko, Director of the Special Projects Center, and Natalia Khodunova, Director of the Functional and Business Competencies Unit, discussed communication-related issues. During their conversation, they emphasized the importance of effective information exchange for the successful implementation of projects and the achievement of business goals. Improving communication processes is key to increasing productivity and the quality of work within an organization.

Corporate cultures vary significantly. For example, Rosatom uses a vertical management model characterized by clear regulations and a strict hierarchy. Interacting with partners who adhere to more modern approaches to corporate culture can lead to misunderstandings and conflicts. These differences in perceptions and approaches to work can cause irritation both for Rosatom employees and for representatives of more flexible organizations. It is important to consider these aspects when establishing partnerships to minimize risks and ensure successful collaboration.

A situation where leadership changes within a team can lead to significant changes in workflow. For example, if a group of young professionals with an established flexible communication culture is assigned a manager who adheres to traditional management methods, this can lead to misunderstandings and conflicts. Differences in approaches, work styles, and communication methods can hinder interaction between team members. It is important to remember that successful adaptation to new conditions requires openness and a willingness to compromise, as well as an understanding of the values ​​and principles that underlie each approach.

Cross-functional conflicts in teams. Even when specialists work in the same area, such as development, disagreements can arise. A designer is focused on designing and delivering a product as quickly as possible, a technologist needs to implement it within technical capabilities, and a production manager is focused on ensuring a smooth process and optimal capacity utilization. Each specialist has their own priorities, which can lead to tension and conflict. Effectively managing such situations requires understanding the goals of all parties and finding compromise solutions, which contributes to improved interaction and overall team productivity.

Rosatom is actively addressing communication issues using a unique methodology developed by the Rosatom Academy team. This methodology is aimed at improving interaction both within teams and between different organizations. Elena Usenko notes that the implementation of this new approach has yielded positive results, reflected in an increase in key project metrics. This strategic approach to communication not only increases work efficiency but also improves the overall atmosphere in the team.

One of the key principles of this method is communicating the essence of the problem to the manager. Specialists must demonstrate how his behavior affects the working atmosphere in the team and the company's business indicators. For example, a toxic management style can negatively affect employee motivation, contribute to high turnover and, ultimately, lead to financial losses for the organization. A manager's awareness of these consequences is an important step in developing an effective system of interaction with the team.

The speakers emphasize that a systematic approach is necessary to solve communication problems. The key is understanding the thinking characteristics of different specialists and their goals. Taking these aspects into account, it is possible to create an effective and productive team. This approach helps improve interaction and increase overall work performance.

How to Communicate with Creative People: A Case Study of Art. Lebedev Studio

Conflicts in creative teams often arise between creative specialists and managers. Each has their own tasks and priorities: designers are focused on creating aesthetically pleasing and high-quality products, while managers emphasize meeting client needs and deadlines. It is precisely in this area of ​​overlapping interests that major conflicts arise, which can negatively impact the overall effectiveness of the team. To successfully resolve such conflicts, it is important to understand and consider the views of both parties, which will allow for compromises and improved teamwork. Artemy Lebedev Studio Art Director Oleg Stukalov shared his experience solving the problem of interaction between creative employees and managers. The studio has a rule that managers are not allowed to criticize the work of designers. Criticism from management is only allowed from the art director or senior designers. Oleg Stukalov emphasizes the importance of personal communication when criticizing, while praise should be given publicly. This approach, in his opinion, helps designers more easily accept criticism and motivates them to further develop. The studio also adheres to additional principles that contribute to improved communication. Effective communication between project participants is considered a key factor in successful work. Open and honest discussions help identify problems early, and regular meetings help maintain a common course and understanding of tasks. It is also important to take into account the opinions of each team member, which helps create an atmosphere of trust and mutual understanding. Using modern collaboration tools helps optimize processes and increase productivity. All these rules are aimed at creating a harmonious working environment, which in turn improves the end result.

• Always mention all project participants in the announcement, even if someone has only done 10% of the work;
• Say goodbye to toxic employees, even if they are cheap for the business;
• Create a pleasant and comfortable workspace for employees;
• Give each employee the opportunity to directly communicate with management, including Artemy Lebedev.

Our studio occasionally organizes unique events to strengthen team spirit. One such event was Parents' Day, when the parents of employees visited the office. This event provided an opportunity for parents to interact with management, learn about their children's projects, and immerse themselves in the studio's working atmosphere. Such initiatives help foster closer bonds between employees and their families and foster a better understanding of the corporate culture. Artemy Lebedev Studio's Art Director is a key figure in the team, responsible for creative direction and strategic direction of projects. He plays a vital role in developing unique design solutions that reflect the studio's philosophy and style. With a deep knowledge of design and marketing, the Art Director shapes the visual identity of brands and creates innovative concepts that contribute to the successful implementation of projects. Artemy Lebedev Studio is known for its original approach and high quality of execution, making its Art Director an essential part of this success. The event was very warm. An employee came with his parents, and at that moment, he felt like a child again. The parents were interested in where their son works, what design is, and what opportunities there are in this field. Every day, they ask him questions about his work and sometimes express doubts, suggesting that he consider more traditional careers, such as working in a factory. To maintain their interest and improve communication, we organized a meeting, fed everyone, and put on a show. I was able to talk to each parent, which allowed them to better understand the world of design and the career opportunities it offers.

As a result, we truly have become a real family. This feeling is so strong that sometimes it's hard to believe. Mutual understanding and support among colleagues have changed our perception of each other. We don't just work together, but also share emotions, creating strong bonds.

In conclusion, the speaker emphasized that successful communication is based on respect, trust, and the ability to identify each person's strengths. The main task of a leader is not to suppress, but to reveal and develop the potential of employees, which they sometimes do not even suspect. Proper interaction helps create a productive atmosphere and promotes the growth of both individual employees and the team as a whole.

How to communicate with Generation Z: a ​​case study by Inventive Retail Group

Maria Reznik, Director of Employer Branding and Corporate Culture at Inventive Retail Group, shared her recommendations for establishing effective contact with young employees representing Generation Z. In a company where 60% of the workforce are Zoomers, establishing communication with this category of employees is a key aspect of successful management. Understanding their needs and preferences helps create a more productive and motivated work environment, which in turn helps strengthen corporate culture and increase loyalty to the employer brand.

The Director of Employer Branding and Corporate Culture at Inventive Retail Group is responsible for the development and promotion of the corporate image, as well as the formation of a positive culture within the organization. The primary objective is to create an attractive employer brand that will attract and retain talented employees. A key aspect of this role is implementing strategies to improve the internal atmosphere and increase employee engagement. Therefore, the Director of Employer Brand and Corporate Culture Management plays a key role in building a successful and cohesive team, which in turn contributes to the company's business goals.

The division into generations is a relative concept. Modern companies employ millennials, who are at the intersection of the millennial and zoomer generations. All recommendations can be applied to young professionals for whom aspects such as self-realization, sincerity, and mental health care are important. These values ​​are becoming crucial in shaping a productive work environment and a successful career.

Maria identified three key principles for effective communication with young employees. Let's examine them in more detail. These principles will help establish productive interactions and create a positive work atmosphere, which is especially important for the successful onboarding of new specialists. Understanding and applying these principles will improve communication and increase employee motivation.

Feedback and small talk. According to Maria, representatives of Generation Z need regular feedback. However, it is important to realize that for young employees, feedback is not simply an assessment of their work, but a way to demonstrate attention and recognition from management. Effective communication and engagement help create a healthy work environment and increase employee motivation. Proper feedback not only promotes professional development but also builds trust within the team.

The Director of Employer Branding and Corporate Culture at Inventive Retail Group is responsible for the strategic development of the company's employer image, as well as for shaping and maintaining corporate culture. This role includes developing and implementing programs aimed at improving the internal atmosphere and increasing the company's attractiveness to employees and potential candidates. Key tasks include creating a unique employee proposition, developing the company's values ​​and mission, and actively engaging with the team to foster a positive brand image.

Two team members recently approached me with a request: "We don't need your feedback, we need your hugs. Please hug us—that way we'll know you care and continue to admire what we do." I understand that feedback isn't just a hug, but I'm open to new experiences and willing to adapt. This has now become a standard practice on our team. This approach strengthens bonds within the team and creates an atmosphere of trust and support.

It's important for a manager to interact with employees not only during work hours but also in informal settings. Maria teaches colleagues and the team the art of small talk in the elevator, in the kitchen, or on the way to a meeting. These seemingly insignificant techniques improve communication within the team and help overcome communication barriers. Establishing such connections creates a positive atmosphere and increases trust among employees, which ultimately leads to more effective work and team cohesion.

The company adheres to the principle of freedom of choice of tools. The primary focus is on the result, not the methods used to achieve it. Maria noted that employees have every right to use any services and neural networks, which contributes to increased efficiency and an innovative approach to task completion.

A policy of small victories. According to Maria's observations, young employees seek regular recognition of their achievements, expecting praise at least once a week. Recognition and constant approval are becoming important motivators for Generation Z. Therefore, the company emphasizes the need to train managers to recognize even the smallest successes of employees and express gratitude more frequently. This not only boosts team morale but also helps create a productive and positive work environment. The key to effective communication with young employees is respect, emotional support, and recognition of their achievements. Generation Z highly values ​​sincerity and strives to have their opinions and ideas heard. To successfully engage with this audience, it is important to create an open and trusting space where every employee can freely express their thoughts and feelings. This not only contributes to increased engagement but also strengthens team spirit, which ultimately has a positive impact on overall productivity.

The Key to Communication Between Managers and Employees in 3 Points

• Managers who are capable of self-analysis build more trusting and productive relationships with their team. Self-criticism and a willingness to learn make them more empathetic and attentive to employee problems.
• A lack of feedback from a manager is perceived as indifference and reduces motivation. Employees under 34 are especially in need of recognition, development, and personal communication with management.
• Remote work does not interfere with effective communication, but certain work issues are best resolved in person. Therefore, a hybrid format is becoming optimal for employees and managers.

How to learn more about team management

• The atmosphere in a team largely depends on the style chosen by the manager. In a separate article, we discussed the most popular management styles and how to understand whether a dictatorship is needed in a company.
• You can read more about feedback in this article from Skillbox Media. In it, managers from various fields explained what to praise and criticize employees for and how to do this without offending anyone.
• Those who want to learn how to motivate and develop teams may benefit from the Skillbox "Team Management" course. It teaches conflict and emergency management, goal setting, and work monitoring, including for remote teams.

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