Communication skills are like the unsung heroes of the skill world. They're the power tools in your toolbox of life, helping you convey your thoughts, feelings, and beliefs with precision and flair. In both personal and professional arenas, the ability to articulate your ideas can open doors and create opportunities you might never have imagined. It's a bit like having a superpower – one that enables you to achieve so much more.

In the workplace, communication is not just a skill; it's a priceless asset. Open dialogues and effective communication are like jet fuel for your organisation's growth and innovation. They help build bridges, tear down walls, and create an environment where ideas flow freely, and collaboration thrives. It's where the magic happens – where challenges turn into opportunities and ideas become reality.

However, let's face it; not everyone is born a communication wizard. In this fast-paced, diverse world we live in, ensuring that every voice is heard and every perspective is valued has become more critical than ever. We need to empower people to share their thoughts, express their challenges, and voice their concerns. This isn't just about improving mental health (although it does that too); it's about creating a workplace where everyone feels heard and valued.

But here's the challenge: with such a diverse workforce, open communication doesn't always come naturally. It's something that needs to be nurtured, cultivated, and encouraged through smart policies and strategies. It's about creating an environment where employees can share what's on their minds freely, without fear of judgment or reprisal.

To delve deeper into these practices and policies that foster open dialogue in the workplace, People Matters caught up with Priyanka Anand, VP and Head HR – South-East Asia, Oceania & India at Ericsson. She's shared tricks and tips to create workplaces where communication is king.

Workplace dialogue: A game changer in the job market

Promoting open dialogue within the workplace stands as a crucial pillar in ensuring the well-being of employees, particularly in the contemporary complex and unpredictable professional landscape. In an environment where change and challenges are constants, the ability of employees to openly share their concerns, stressors, and anxieties is a linchpin for Human Resources (HR) and the organisation itself to extend the essential support and resources to their workforce. This proactive approach, in turn, yields a plethora of benefits, including enhanced well-being, mitigated burnout rates, and a substantial uptick in job satisfaction among the employees.

Moreover, in the current competitive job market where top talent is a hot commodity, transparent communication becomes an invaluable tool for identifying and addressing employee concerns at an early stage. This early intervention significantly reduces the risk of losing valuable team members to rival organisations seeking to woo talent away. Additionally, it casts a favourable light on the employer brand, making the organisation an appealing place to work. This becomes especially crucial in situations where recruitment and talent acquisition are posed with the challenges of a highly competitive market.

Priyanka Anand, VP and Head HR – South-East Asia, Oceania and India at Ericsson, emphasised the company's recognition of the paramount importance of these principles. “Ericsson is not merely aware but committed to fostering a workplace culture where open and honest communication is not only encouraged but actively supported. This commitment to transparency, consistency, and genuine concern for their employees sets them apart and is a testament to their unwavering dedication to strengthening their employees' sense of belonging and trust. It's a recipe for a workplace where every voice matters and every concern finds a receptive ear, contributing to a thriving and successful professional ecosystem.” 

Creating a safe space: HR's role in mental health dialogue

Fostering open communication is an essential strategy for ensuring employees feel valued and heard. 

• Holding regular open forums and consistently engaging in two-way conversations can significantly contribute to this sense of being listened to. 
• To create a culture where employees are comfortable discussing their concerns, raising awareness about mental health's importance is crucial. 
• Providing training to managers on how to approach such conversations with empathy is equally significant. 
• Additionally, offering support resources like Employee Assistance Programs (EAPs), promoting regular one-on-one check-ins, fostering inclusivity, and maintaining an open-door policy all play a part in creating an environment where employees feel safe to express themselves.

For Priyanka Anand, Head HR – South-East Asia, Oceania and India at Ericsson, people are at the heart of everything they do, with well-being taking the top spot in their priorities. Ericsson has introduced a range of initiatives to ensure their employees' holistic well-being. They understand that physical, financial, emotional, and social well-being are interconnected. Regular Pulse Surveys are conducted to assess employee sentiment and identify opportunities for improvement.

"We've established a 24x7 health line staffed by professionals to provide one-to-one support to employees for their mental well-being," Priyanka Anand shared. Additionally, Ericsson has implemented a virtual coaching program for leaders known as Leaders as coaches, encouraging employees to enhance their competencies through learning modules available on Degreed, their digital learning platform that's accessible anytime, anywhere.

Moreover, they've created Employee Resource Groups (ERGs) that provide a platform for employees to connect, share experiences, and learn from one another. The company's regular Speak-up Sessions are designed to break down hierarchical barriers and promote a culture of speaking up. Further initiatives include All Employee Meets held every quarter and monthly CEO newsletters and videos to keep everyone informed and engaged.

The role of leaders in initiating open dialogues

In the realm of workplace dynamics, leaders and managers wield a pivotal influence when it comes to initiating and nurturing open conversations within their teams. Their role extends far beyond merely directing tasks; they set the very tone of the work environment and have the power to cultivate a culture characterised by trust and transparency. Effective leadership in this context demands specific qualities and actions that pave the way for an environment conducive to open dialogue. These include active listening, empathy, approachability, and a steadfast commitment to addressing concerns and feedback constructively.

As Priyanka Anand pointed out, the role of a leader is paramount in this process. At her organisation, they have introduced the Leaders as Coaches program, “which places a strong emphasis on empowering leaders to steer their teams effectively with empathy. The program equips leaders with the essential tools not only to gain greater self-insight but also to provide the necessary support to their teams as needed. This approach not only fosters open dialogue but also strengthens the leader's capacity to lead with compassion and insight. It's a testament to the central role leaders play in creating a workplace where every team member feels heard, valued, and empowered to speak up,” she shared. 

Tech-driven solutions for open conversations

In the modern professional landscape, HR has a powerful ally at its disposal: technology-driven solutions that can foster and enhance transparent communication among employees. These tech tools offer a multitude of benefits, aiding HR professionals in their quest to create a workplace environment characterised by open dialogue. Examples of such technology solutions include:

• Employee engagement platforms
• Anonymous feedback systems
• Collaboration software, and 
• Social intranet platforms

By incorporating these tools into their HR strategies, organisations can facilitate communication and feedback exchange among their workforce. Furthermore, “the data analytics generated by these technological solutions provide invaluable insights into employee sentiment and engagement levels. This data serves as a valuable resource for HR, enabling them to identify specific areas where open dialogue can be improved and, in turn, enhance the overall mental health and well-being of employees,” Priyanka Anand told PM. 

The VP and Head HR – South-East Asia, Oceania, and India at Ericsson, underscored the importance of a multifaceted approach when it comes to assessing the effectiveness of HR strategies in promoting open communication and improving mental health outcomes. She emphasised the need for a blend of both quantitative and qualitative data to gain a comprehensive understanding of the impact of these strategies.

“An ongoing and crucial aspect of this process is the regular evaluation of these metrics, coupled with the continual adjustment of HR strategies. The goal is to create an environment where open communication is not just a goal but a fundamental aspect of the organisation's culture. This approach involves a wide range of key metrics that serve as indicators of success. These metrics include employee engagement surveys, retention rates, performance evaluations, feedback from peers and managers, absenteeism levels, the outcomes of training and development initiatives, diversity rates, and even the time it takes for employees to make the decision to resign, among other factors,” she shared. 

Ultimately, the aim is to establish a comprehensive HR strategy that not only measures success but actively fosters a workplace culture where open conversations are not just encouraged but are deeply ingrained as a fundamental aspect of employee well-being.