Effective communication is the foundation of any high-performing team. Yet, many organisations underestimate just how much poor communication from managers can derail productivity, engagement, and morale. When managers fail to communicate effectively, teams are left in the dark, confusion replaces clarity, and progress stalls.

For HR and L&D professionals, equipping managers with the tools and skills to improve communication isn’t just a “nice-to-have” - it’s essential for maintaining team performance and avoiding costly mistakes. Let’s explore how poor communication impacts productivity, with examples of how behaviour plays a critical role in shaping outcomes.

How Poor Manager Communication Hurts Productivity

1. Missed Deadlines and Goals

When managers don’t communicate clear expectations or provide timely updates, teams are left guessing what’s required of them. This often leads to missed deadlines, misaligned priorities, and work that doesn’t hit the mark.

For example, if a manager whose behavioural style favours high-level strategy over detail oriented execution, sets vague objectives like “increase sales” without specifying targets, timelines, or strategies, team members who thrive on structure and clarity may feel directionless, resulting in missed objectives.

2. Reduced Engagement and Motivation

A lack of communication - or communication that feels one-sided - can leave employees feeling undervalued and disconnected. Managers who fail to acknowledge team efforts, provide feedback, or share important updates risk creating a disengaged team.

Behaviourally, this issue is often rooted in misaligned communication preferences. For example, a manager who prefers quick, transactional updates may inadvertently alienate team members who value regular, in-depth check-ins. Over time, this mismatch can lead to frustration, disengagement, and lower productivity as employees feel their efforts are unseen or unappreciated.

3. Increased Conflict and Misunderstandings

Poor communication creates a breeding ground for conflict and misunderstandings. When managers fail to address issues proactively or communicate in a way that resonates with their team, small problems can escalate into bigger ones, disrupting workflow and collaboration.

Consider a manager who avoids conflict due to their natural behavioural tendency to prioritise harmony. While this may keep short-term tensions at bay, unresolved issues can fester, creating confusion and mistrust within the team. In contrast, a more direct and assertive approach could prevent misunderstandings from escalating and ensure smoother collaboration.

4. High Turnover and Team Instability

Teams thrive on trust, and trust is built through clear, consistent communication. When managers don’t provide this, employees are more likely to feel unsupported and look for opportunities elsewhere. High turnover not only disrupts productivity but also increases costs related to recruitment and onboarding.

Behaviourally, managers who fail to adapt their communication style to individual team members’ needs may inadvertently contribute to turnover. For instance, a manager who values autonomy might unintentionally neglect team members who need more frequent guidance and reassurance. These employees may feel abandoned, prompting them to seek more supportive leadership elsewhere.

The Root Cause: A Lack of Communication Skills & Behavioural Understanding

Poor communication often stems from a lack of confidence or skill. Many managers struggle to give feedback, have difficult conversations, or tailor their communication to different team members’ behavioural needs.

For example, a manager who is naturally introverted may find it challenging to deliver feedback in high-pressure situations, leading to vague or overly cautious communication. Similarly, an overly assertive manager might inadvertently come across as dismissive or abrasive, discouraging team members from speaking up. These behavioural blind spots can significantly impact team dynamics and productivity.

How to Fix It: Equip Managers with Ready-to-Use Communication Tools

Improving manager communication doesn’t have to be a long, drawn-out process. One of the quickest ways to help managers communicate more effectively is by providing them with practical, ready-to-use tools.

Imagine if your managers had access to performance feedback scripts designed for real-world scenarios—whether it’s giving constructive criticism, praising a job well done, or addressing conflict in the workplace. With clear scripts to follow, managers can approach conversations with confidence, consistency, and clarity, eliminating the guesswork and improving outcomes.

For example:

• A manager with a tendency to avoid conflict could use a script to structure a difficult conversation, ensuring they address the issue without avoiding it.
• A manager who struggles to deliver positive feedback could follow a step-by-step script to acknowledge and celebrate achievements, boosting team morale.
• A highly detail-focused manager could use concise scripts to ensure their feedback doesn’t overwhelm team members who prefer big-picture thinking.

Ready to Improve Manager Communication?

If poor communication is holding your teams back, it’s time to act. Equip your managers with the tools they need to handle any scenario with confidence and ease.

Download our free Performance Feedback Script Library—a comprehensive resource packed with ready-to-use scripts for a myriad of management situations.

With this library, your managers will learn how to:

• Give clear, constructive feedback that drives improvement.
• Recognise and reward top performers to boost morale.
• Address conflict and difficult conversations with confidence.
• Provide clarity during times of change or uncertainty.

[Download the Performance Feedback Script Library Now →]

Strong communication is the cornerstone of strong teams—this free resource will help your managers master it.

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