5 communication mistakes managers make – and how to fix them

When managers don’t communicate well, employees don’t get what they need to excel in their roles. Learn 5 ways managers can fix their communication mistakes.

Communicating at the right time, to the right people, in the right way is everything in the workplace. Unfortunately, communication between managers and employees often goes wrong. This can have a serious and lasting impact on the success of the whole organization.

It’s a common problem. 69% of employees say that their organization delivers inconsistent messaging across different communication channels. And while it takes many things to be a great manager, being a good communicator is essential.

With the right strategies and tools, you can improve your communication with your employees…while also improving your bottom line.

Why manager-employee communication is so critical today

Given the current war for talent, creating a positive employee experience is top of mind for most organizations. That experience largely hinges on interactions with managers. But 3 in 5 employees say managers fail to meet communication expectations. It’s a gap that impacts team engagement and understanding.

Without good communication, everything falls apart in the workplace. Confusion and frustration reign, while productivity and engagement suffer.

By fostering high engagement, managers who communicate well with employees build cultures founded on trust. It’s simple: great managers are business-critical, and you can’t be a great manager without communication know-how.

Managers’ top 5 communication mistakes

Many managers struggle with how to communicate with employees, and it can show up in countless ways. These mistakes might be particularly familiar:

• Sharing vital information too late

Nobody likes to be out of the loop. Employees at every level need to know what’s happening with the organization, whether it’s good or bad. Managers who announce important company news at the last minute lose trust and fuel disengagement.

• Withholding feedback

Whether it’s positive or negative, feedback is essential for employees to feel valued. 80% of employees who received feedback in the past week feel fully engaged with their role. Workers want to know how they’re doing so they can grow, improve, and head off potential dissatisfaction with their performance.

• Using the wrong communication methods

Face-to-face requests are more engaging than ones made through email. Yet many managers continue to rely heavily on the inbox in their communication with employees. They also fail to adapt their communication method to the situation and the recipients’ preferences.

• Being aloof

Employees don’t need to be best friends with their managers, but they do need some degree of genuine connection. When managers cancel or avoid one-on-one meetings, never ask about employees’ lives outside work, and – this is a bad one – don’t know employees’ names, it sends the message that they don’t care.

• Excluding remote employees

It’s hard enough working off-site without feeling like your manager doesn’t recognize your unique communication needs. In our 2025 trends report, respondents cited reduced face-to-face interaction opportunities due to remote and hybrid work environments as one of their top challenges when trying to connect. They’re more likely to miss out on important information or be excluded from meetings, which adds up to wasted time and lost revenue. 

6 tips for better manager-employee communications

So how can you improve your communications (both formal and informal) with your employees? By recognizing it as a priority with wide-ranging benefits and applying these best practices.

• Connect often

Employees whose manager meets with them regularly are more likely to be engaged as those who don’t. Frequent team meetings and one-on-one chats are the easiest and most effective ways to break down communication barriers.

• Ask for and provide feedback

Give employees a say by creating a dedicated feedback center where they can offer their ideas and opinions. Show them you’re listening by making it interactive. On the flip side, go beyond the annual performance review and “nice job” note. Be specific and go public with your praise by centralizing it in a recognition center.

• Be transparent

Share company news in real-time whenever possible (a centralized newsroom helps), and be open and honest about what it means for the organization. Give employees a window on what’s happening at the executive level with a leadership center that invites direct input.

• Include everyone

Experts recommend that managers have frequent conversations with remote employees to address their potential isolation and determine what they need to feel connected. Digital tools such as intranets and personal profiles can help ease these  communication and collaboration challenges.

• Be approachable

Employees who feel that they can talk with their manager about non-work issues generally feel more engaged with their work. It’s as simple as knowing employees’ names, asking about their lives outside the office, and really listening.

• Use the right tools

First, send fewer emails. There are more efficient ways to communicate with employees. Choose your vehicle based on the message and the recipients’ needs and preferences. Deliver emotional news in person, for example, but make company-wide announcements on the intranet.

Invest in digital workplace solutions built for communication

Poor manager communication with employees is widespread but fixable. It’s all about sharing, connecting, and listening more, and leaning on the right tools.

Do your communications tools enable managers to effectively connect with employees? If not, it’s time to think about new solutions that can help get the job done. Explore all-in-one Appspace’s workplace experience platform.