Making Workplace Communication More Engaging

The workplace change process isn’t just about redesigning space; it’s about using the process to redesign how people connect. The discovery process for workplace change is an opportunity to: 🔥 Build Empathy – Employees share experiences about what they need to do their best work, wherever they are working. 🔥 Drive Innovation – Employees engage in conversations about improving systems and processes, which can lead to reduced friction and improved productivity. 🔥 Strengthen Culture – A workplace designed with employees leads to stronger engagement and ownership of the resulting space. When organizations treat workplace change as a dialogue rather than a directive, they create spaces that don’t just house people—they support them. The process itself becomes a tool for building empathy, driving innovation, strengthening culture, and shaping a workplace that reflects how people actually work today. I recently read a great piece by Eoin Higgins on the rise of hospitality-like workplace amenities. He made key points I want to expand on—because employees, not designers, architects, facilities teams, or HR, should define what best serves them. To engage employees, try this structured discussion in small groups (3-4 people). Each question gets 8 minutes (total of 24 minutes). Have participants write their answers silently for one minute, then take turns sharing (1 minute each). The group selects a top idea from each person’s list to report out. Active Contribution vs. Passive Consumption – What ways of working encourage shared ownership of work, policies, processes, technology, and space? Friction as Meaningful Work – Oliver Burkeman suggests challenges create meaning. If friction were seen as valuable rather than something to eliminate, what would you want more (or less) of in your work? Engagement Beyond Perks – True engagement comes from purpose and shared endeavor. How do you connect with our organization’s purpose and others? What would improve engagement for you? These discussions will inform design decisions and foster ownership of outcomes. Research shows early employee participation increases adoption and support of workplace changes - and also builds connections, strengthening culture. Caveat: Don’t ask if you won’t listen—nothing frustrates employees more. Images by Josef Chalat of people sitting in a circle having a conversation (illustration of a facilitation method called "fishbowl").

As leaders, it’s easy to focus on the voices we hear in the room - but what about those we don’t? Remote workers, introverts, neurodivergent team members, and those in different time zones or cultural contexts can face unique challenges that make it difficult for them to feel fully engaged or valued in meetings. Small shifts in how we communicate can make a big difference in making everyone feel included and heard. Here are a few things these team members wish leaders would say - and things they hope we avoid during meetings: ✅ “I understand we’re not all in the same room, so if anyone has thoughts after the meeting, feel free to share them via email or chat.” ↳ This allows remote workers, introverts, and neurodivergent team members to contribute after they’ve had time to process. Virtual meetings can feel rushed, and this opens the door for more thoughtful responses. ✅ “We’ll be discussing XYZ in our next meeting - please take time to prepare.” ↳ Advance notice helps remote workers (especially across time zones) and introverts, who appreciate time to prepare their thoughts, to contribute more meaningfully. I highly recommend this for all meetings, as it allows for better preparation and leads to more impactful and productive conversations. ✅ “Let’s make room for those who haven’t had a chance to speak yet - remote or on-site.” ↳ Virtual attendees, introverts, and neurodivergent team members often find it harder to speak up. Creating space for them specifically encourages participation and ensures they feel included. ✅ "If you prefer sharing your thoughts in writing or after the meeting, feel free to send them via chat or email." ↳ This provides a comfortable option for those who prefer written communication or need extra time to reflect on their responses. ❌ “Oh, I didn’t see you there - anything to add?” ↳ Remote workers and introverts can feel sidelined when their presence isn’t acknowledged from the start. Casual remarks like this can feel dismissive or like an afterthought. ❌ “You should really turn your camera on - it’s important for participation.” ↳ While face-to-face communication is valuable, it’s crucial to respect personal boundaries. For many remote workers, introverts, or neurodivergent team members, camera-off doesn’t equal disengagement. ❌ “Let’s do a quick icebreaker!” ↳ Impromptu personal sharing can feel even more daunting for remote workers and introverts, who may already feel distanced or pressured to connect virtually. ❌ "Since we’re all here..." ↳ Assuming that “everyone” is present, especially in a global team, can unintentionally exclude those unable to attend due to time zone differences or personal constraints. Let’s create a culture where remote workers, introverts, neurodivergent individuals, and team members from all backgrounds feel just as valued as those in the office or those with louder voices. Inclusive leadership bridges that gap! #leadership #companyculture #remotework

𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗯𝗿𝗼𝗸𝗲𝗻. We’re drowning in Zoom calls, Slack messages, and emails—yet too many employees feel 𝗱𝗶𝘀𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗲𝗱, 𝗱𝗿𝗮𝗶𝗻𝗲𝗱 & 𝗯𝘂𝗿𝗻𝗲𝗱 𝗼𝘂𝘁 at the end of the day. 🔹 45% of workers report emotional exhaustion. 🔹 44% say they feel burned out. 🔹 Collaboration, innovation & trust are suffering. But the solution isn’t forcing people back into offices. It’s fixing how we communicate—wherever we work. 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗰𝗮𝗻 𝘀𝘁𝗲𝗽 𝘂𝗽: ✅ Prioritize clarity & intentionality. - Set clear expectations in meetings: Why are we here? What’s the goal? - Use asynchronous updates to reduce unnecessary calls. - Make space for deep work—constant pings ≠ productivity. ✅ Master remote & hybrid communication. - Reading tone over text? Tricky. Over-communicate context & ask for clarity before assuming intent. - Give people grace—typed words lack body language & tone. - Use video when it adds value—not just because it’s default. ✅ Lead with vulnerability & active listening. - Great leaders don’t just talk; they listen at the highest level (active & empathetic listening). - Create space for employees to share ideas & concerns—psychological safety fuels innovation. ✅ Make connection a habit. - Remote work isn’t the problem—poor connection is. - Intentional check-ins, virtual coffees & Slack shout-outs build relationships. - 𝗧𝗵𝗲 𝗕𝗼𝘁𝘁𝗼𝗺 𝗟𝗶𝗻𝗲 ➡️ 𝗧𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 𝘄𝗼𝗿𝗸 𝗶𝘀 𝗳𝗹𝗲𝘅𝗶𝗯𝗹𝗲. The companies thriving today aren’t dragging people back to cubicles—they’re getting better at remote & hybrid communication. Leaders: How are you making communication work in a flexible world? Let’s create workplaces where communication drives connection—not just noise. #Leadership #RemoteWork #Communication #FutureOfWork #WorkplaceCulture #HR

Ever wondered why you feel more connected to colleagues on Slack than through email? I was analyzing workplace communication tools recently and had an interesting revelation about the psychology behind Slack's design. Those little emoji reactions we casually drop? They're actually powerful friction-reducers. With one click, I can acknowledge a message without typing a response, and the sender gets immediate feedback without an inbox ping. But it goes deeper. The channel structure fundamentally changes how teams interact. Unlike sprawling email threads that quickly go off-topic, channels keep conversations focused and accessible to everyone involved - no more hunting through forwarded emails or missing context. What really fascinated me though was the role of casual channels like #random. These digital water coolers allow us to glimpse personalities behind professional facades - a key pillar of gamification that creates connection with others "playing" in the same space. This sense of connection doesn't just make work more enjoyable - it drives investment and engagement across other workplace tools and tasks. Have you noticed how these subtle design features shape your team dynamics?

You have a job - but what if you were also someone who could architect possibility? What if you could get from "we want to grow" to being someone who suggests those improvements? I want to suggest to you that your problem may not be your position, your title, your intelligence, or the people you are working with. If your questions are wrong, the insights may be reasonable in answer the question asked, but they won't turn up the things that matter. Are you asking the right questions? As one example, I recently was talking with an executive who wanted to improve client engagement. It was a plan that was assertion deep. Getting to that place however requires doing something different. There's no amount of doing the same thing that results in change. Instead of saying, “We’re improving client engagement,” ask: - What friction do clients face that we haven’t acknowledged? - What assumptions do we hold that no longer serve the outcome? - What would success look like if we removed our brand from the equation? These questions shift the lens from execution to insight. 1) Frame conversations around dilemmas, not declarations. Ask: “What’s the real problem we’re solving?” instead of “Here’s the solution.” 2) Spotlight others’ wins and insights. Share how a teammate’s approach changed your perspective. This builds credibility and shows humility. 3) Use inclusive language. Replace “You must” with “One approach I’ve seen work.” This invites collaboration. 4) Balance authority with openness. End with prompts like “What do you think?” or “What’s missing from this view?” to encourage engagement. 5) Write with clarity and accountability. Use direct language. Avoid vague generalizations. Every post should have a clear takeaway. Write someone's name next to steps to be taken, not "we" or "our". In a group, we make dangerous assumptions that someone else "has it". Often - no one does.

Your Team Doesn’t Need Another Office Poster—They Need a Message That Moves Them. Because people aren’t leaving for lack of perks, they’re leaving for lack of purpose. Drop the corporate wallpaper communication. 😜 People don’t disengage because they’re lazy. They disengage because they don’t feel connected to something meaningful. In every organization I’ve worked with, one pattern is clear: Retention isn’t just a systems issue—it’s a communication issue. When leaders clearly communicate the why behind the work, people stay. They contribute more. They show up differently. Because when people feel connected, they commit. Here are 3 ways communication drives retention: Clarity of Purpose – When employees understand how their role contributes to the bigger picture, they feel valued. Consistency of Messaging – When leaders communicate transparently and regularly, trust is built. Emotional Connection – Storytelling creates meaning. Meaning creates belonging. And belonging is what makes people stay. Perks are great. But if your message doesn’t connect, engagement won’t last. #EmployeeEngagement #LeadershipCommunication #Storytelling

Tired of endless meetings and pointless emails? High-performing teams have cracked the code. Ever noticed how some teams just "click" while others struggle with endless back-and-forth? The secret lies in how they communicate. After all, we spend 88% of our time at work communicating. After working with diverse teams for 20 years, I've identified 10 core principles that can transform your team's communication: 1. Quality over Quantity: Less talk, more impact. 2. Clarity Above All: Ensure your message is crystal clear. 3. Consistency Builds Alignment: Repeat key messages across all channels. 4. Active Listening: A Two-Way Street 5 Cultivate Small Talk: Strong relationships fuel effective communication. 6. Storytelling: Engage and Inspire 7. Transparency Fosters Trust 8. Embrace Feedback as Growth 9. Mindful Body Language: Your body language speaks volumes. 10. Establish a Push/Pull/Exchange System: Empower your team to share and receive information effectively. These principles go beyond just sending emails. They're about creating a culture of open, honest, and impactful communication. What are your top communication tips? Share in the comments below! And follow me Oliver Aust for daily insights on leadership communications.

If you want to avoid boring and repetitive text conversations, try these fun 10 conversation starters: 1. Opinion-based questions These work because the brain loves having a point of view. Instead of asking for a status update, you’re asking for a judgment. Try: • “I just saw ___ in the news. What do you think?” • “I read a study about ___. Curious what your take is” 2. Time-anchored questions These work because they give the brain a clear search window. Use: • Fridays: “Any fun plans this weekend?” • Mondays: “Did anything fun this past weekend?” The brain scans for highlights instead of defaulting to “busy.” You’re asking for something good, not everything. 3. A better daily check-in Never ask “How are you?” over text. Instead ask: • “What’s been the best part of your day so far?” This disengages autopilot and primes positivity. 4. Drama teasers (use sparingly, but they’re powerful) This taps into curiosity. Try: “You will not believe what just happened…” Then pause. Let them respond. And then explain. Curiosity gaps pull people in. Just make sure the payoff is worth it. 5. Food decisions = instant engagement Food questions are low-effort and emotionally neutral. Try: • “I’m starving. What should I order?” • “Thai or sushi?” Everyone has opinions about food, and it’s easy to answer quickly without pressure. 6. Deeper questions (always preface them) You don’t drop these out of nowhere. Start with: “This might be a little deep, but…” Then ask: • “What motivates you right now?” • “What’s your biggest goal this year?” • “Unlimited money or unlimited time?” 7. Fun either/or questions These keep things light but revealing. Try: • “Road trip or beach?” • “What was your dream job as a kid?” • “What’s a trend that secretly annoys you?” These questions reveal values without getting heavy. 8. Professional or coworker check-ins Anchor your message to something real. Try: • “I saw you working on ___. How did it go?” • “Where do you think this industry is heading?” • “I saw you know ___. How do you two know each other?” 9. Reaching out to old friends Name the gap. That removes the awkwardness. Try: • “It’s been forever. I was just thinking about you.” • “I passed our old hangout and thought of you.” • “I saw you started a new job. How is it?” 10. Built-in excuses to text You don’t need a reason, but these help. Use: • Holidays: “How are you celebrating?” • “I just saw someone who looked exactly like you.” • “What’s your favorite YouTube video?” Shared moments (holidays, places) create easy entry points. Pick one question from this list and send it today. Texting is a powerful way to build closeness when you ask better questions. And if you have a favorite text opener I missed, I’m always collecting them.

I've noticed something interesting in workplaces lately. Companies are offering better salaries, fancy perks, and cool office spaces. Yet employees still feel disconnected. The missing piece? Genuine engagement. Here's what actually works (based on what I've seen create real change): Stop talking at people. Start talking with them. The best ideas often come from the person doing the job, not the person managing it. When you genuinely listen, people lean in. Make recognition immediate and personal. A simple "I noticed your effort on that project" beats a generic company-wide email every time. People remember how you made them feel. Help them grow, not just perform. Nobody wants to feel stuck. When you invest in someone's development, you're telling them "I see your potential." That matters more than most realize. Give their work meaning. People don't just want tasks, they want to understand the "why." Connect their daily work to the bigger impact. Purpose fuels motivation like nothing else. Lead with competence and care. Bad managers don't just hurt productivity, they drain energy and enthusiasm. Good leaders create environments where people actually want to contribute. The bottom line? Engaged employees aren't built through policies. They're built through hundreds of small, intentional actions that say you matter here. What's one thing that's made YOU feel more engaged at work? I'd genuinely love to hear. #WorkplaceCulture #EmployeeEngagement #Leadership #TeamBuilding #WorkplaceWellbeing

I'm sure many of us are familiar with the standard format of large, regular meetings that conclude with an anonymous Q&A session. While these meetings provide an opportunity for employees to anonymously voice concerns or ask questions of their leaders, it is not uncommon for the underlying topic to go unaddressed because the context is often unknown. It was the same for us. So, we wanted to create additional formats that would allow for a different atmosphere and for colleagues to really talk about what was on their minds. We introduced "Ask Me Anything" sessions. They are held virtually to bring together colleagues from around the world. We limit the number of participants to keep the sessions small and personal. One requirement: Everyone is invited to bring at least one specific question they want to ask or topic they want to raise and discuss. That way, we make sure that everyone is prepared to really engage and encourage dialog. And I have to say, it works very well for us. For me personally, the sessions have a very special added value: My colleagues are a sounding board and give me insight into areas for improvement, potential concerns, and creative solutions. Best of all, the sessions also contribute to our OneHR understanding: each session is attended by a diverse mix of representatives from different HR teams. This helps us work against silos and ensures mutual exchange and understanding. What’s one thing you would like to change or improve about your company's communication culture? #Communication #Engagement #Transparency #Culture #Feedback #peoplecreatevalue