Communication Challenges and Solutions in the Workplace: A Report

This report delves into the critical aspects of communication within the workplace, highlighting various issues that can negatively impact employee performance and overall organizational success. It identifies key communication challenges such as failure to communicate clearly, lack of self-editing, assuming task completion by others, being unprepared, cultural differences, using the wrong communication tools, and issues related to team dynamics and ego. The report provides practical solutions to these problems, including the importance of clear and comprehensive communication, self-editing, assigning roles in teams, being organized, and understanding cultural diversity. It also emphasizes the appropriate use of communication tools and strategies for fostering teamwork and addressing ego-related issues. The report concludes by stressing the significance of effective communication, starting from the upper management level, and the need for training to improve communication skills, ultimately aiming to enhance productivity and employee satisfaction.

Running head: COMMUNICATION SKILLS
COMMUNICATION SKILLS
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Author Note:

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People spend half of their adult lives in the workplace, and there is some primary reason
for stress for the workers in the workplace. It is challenging to work appropriately with their
expectations, role, and behaviours without any problems and struggle. (Fahie 2014 pp. 19-36).
There are some primary workplace issues which impact on workers emotionally and
mentally such as Interpersonal Conflict, Gossip, harassment, communication problems, bullying,
discrimination, performance issues, low motivation, poor job fit, and job satisfaction.
Workplace communication is the procedure of exchanging facts and concepts, both
verbal and non-verbal way inside the organization. From the various parts of society, the
company involved the employees. So there is some communication issued which is affected by
the workplace.
The most critical communication issue is a failure to communicate totally in the
workplace. In workplace shared the information through text and email, sometimes misdirected,
unnoticed, or misplaced. Some of the times, replying “yes” to different types of questions
through email or text are not understandable for all of them if an employee responding “OK”, it
is not justified when someone questioned where he or she stored the document, what types of
feedback provides, and where the revised document needed (To et al., 2013 pp. e113-e123).
To resolve this issue mailed the details clearly and also make responses which are
comprehensive and understandable for all of them. Before clicking the Send button, question
yourself. Such as, Did I answering each question in full? Did I fulfil the requirement? And Will
the receiver closed the queries after reading my email?
Failure to self-edit is another communication issue in the workplace. Self-editing is an
essential business technique to study both the written and oral forms (Macdonald & Levy, 2016

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pp.169-190). It is not capable of understanding what the worker writes in the conversation,
because the employee not clear the whole portion of the thoughts otherwise the employee
responds without any rational thinking, which hurt emotionally to other employees of the
organization.
To resolve this issue must concentrate that before the press on the Send button, check the
grammatical mistakes such as spelling, content, and validity. Then, check the quality and made
sure that the recipient can understand the words. When talking in a vital situation, make sure that
the words are must be sensible and before saying others loudly must maintain the minimum
mental filter.
Assuming someone else has the ball, which is the issue that employee faced in the
workplace. When an employee is a part of a team on a discussion period, a team chat, email, and
a team project, there is always the tendency to predict someone else has an enclosed the task.
When all of the employees believe somebody else is supervised the matter, which leads to finger-
pointing, missed targets and blamed for it (Keyton et al., 2013 pp. 152-169).
The solution of this issue is, in a dynamic team, their criteria are, to select a potential
employee who fixed and describes roles in the conversation or the argument. A group email and
chat make clear all the doubts such as who is doing the task, what and when the order or
assignment taken by the team.
Being unprepared is another communication issue in the workplace. If the worker does
not attend the conference in the correct time or approaching for the targets and the employees
unable to attempt it, they sometimes tempted to do it. When the employees are unprepared to do

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the task for misunderstandings, errors, and also the misguidance of an assignment and task can
occur (Lucas 2015 pp. 621-646).
Be organized, prepared, and planned for solving this issue. If it is not possible, it’s better
to acknowledge that need some time than to throw a plan against the wall and think it not
possible.
In today’s workplace, cultural differences have to convert into more diversified,
especially if the company agreements with an international client or has foreign workers. While
there is diversity in the workplace, people still tend to talk with people from their same cultural
backgrounds. Then, managers faced the challenges of communicating with every team member
as one team while controlling the dynamics involved in groups (Schullery 2013 pp. 252-265).
Managers try to combine all the employees from various cultural backgrounds to resolve
the cultural difference. Spread them into a different small team and try to diversified employee’s
collaboration on their tasks and assignments. Also, communication forms, such as commercial
desktop wallpaper software, information sheet, and email can reduce the effect of cultural
diversity.
Many times are using the wrong communication tool creates a problem in the workplace.
Such as when email communication is not appropriate and other times when a phone call or
individual meeting is more suitable. Misdirect the requirement and pick the incorrect tool can
lead to an interruption in discussion and make mistakes, misunderstanding, and upset feelings.
If the team member exchanges insensible news every day, email is ok, and it helps to
solve this issue. But if the team member trying to figure out a sticky situation with incorrect
information, a phone call and video call such as Skype session permit for a more significant

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back-and-forth exchange (Christiansen et al., 2014 pp. 138-143). If the worker delivers incorrect
information and having a severe argument, in that time in-person approach is the most brilliant
decision.
Sometimes group-work is deterred because of one of the team member’s attitudes and
ego. One team member may need to take too many arguments and prevent another team member
from speaking about their views. The other team member might ignore to miss the arguments
and consider that another team member might be correct (Zareen, Razzaq & Mujtaba, 2013 pp.
46-55).
The manager should focus and make sure that the team concentrates on the work.
Teamwork and group cooperation will only occur if the aim reflects the necessities of everybody
in the group. It helps to solve the attitude and ego issues in the workplace.
People often overshare when they speak before they think. Rest of the times, they gossip
and chatting with each other. Some of the times, oversharing and sharing personal details
unintentionally hit “reply to all” or “forward” in an email chat in which two colleagues are
chatting in offensive languages about consumers.
Emphasise the necessity for the privacy of the organization, hold emotional discussions
behind the closed room, share private information through email, and stop gossip in the mail.
Modernized and effective communications begin from the upper level. If an employee
does not have fluent communications skills in this situation and this place, then it uses for
orientation and employee training sessions. Equally, it considers some of the cases, such as when
an issue found to the outcome of poor communication that could be unproductive commercial
performance, and demotivated time management skills.

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References:
Christiansen, N. D., Quirk, S. W., Robie, C., & Oswald, F. L. (2014). Light already defines the
darkness: Understanding normal and maladaptive personality in the workplace. Industrial
and Organizational Psychology, 7(1), 138-143.
Fahie, D. (2014). Doing sensitive research sensitively: Ethical and methodological issues in
researching workplace bullying. International Journal of Qualitative Methods, 13(1), 19-
36.
Keyton, J., Caputo, J. M., Ford, E. A., Fu, R., Leibowitz, S. A., Liu, T., ... & Wu, C. (2013).
Investigating verbal workplace communication behaviors. The Journal of Business
Communication (1973), 50(2), 152-169.
Lucas, K. (2015). Workplace dignity: Communicating inherent, earned, and remediated
dignity. Journal of Management Studies, 52(5), 621-646.
Macdonald, J. L., & Levy, S. R. (2016). Ageism in the workplace: The role of psychosocial
factors in predicting job satisfaction, commitment, and engagement. Journal of Social
Issues, 72(1), 169-190.
Schullery, N. M. (2013). Workplace engagement and generational differences in values. Business
Communication Quarterly, 76(2), 252-265.
To, Q. G., Chen, T. T., Magnussen, C. G., & To, K. G. (2013). Workplace physical activity
interventions: a systematic review. American Journal of Health Promotion, 27(6), e113-
e123.

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Zareen, M., Razzaq, K., & Mujtaba, B. G. (2013). Job design and employee performance: The
moderating role of employee psychological perception. European Journal of Business
and management, 5(5), 46-55.