Why does your interpersonal communication block the success of your team?
Interpersonal communication can radically transform your team's performance. A McKinsey study shows that well-managed teams with good communication skills can improve their productivity by more than 20% . However, this potential often remains untapped in many organisations.
At Evolence, we see on a daily basis that the effectiveness of a company depends fundamentally on the quality of the interactions between its members. In the current context, where 37% of French workers want to leave their company within two years because of unfavourable working conditions, and where 36% of teleworking employees feel they are missing something In the face of these challenges, the mastery of interpersonal skills becomes crucial. As HR professionals or managers, you are probably confronted with these concrete challenges that are holding back innovation and the development of your teams.
In this article, we'll explore why your interpersonal communication is potentially blocking your team's success, and how the right interpersonal communication training can transform this situation. Concepts such as active listening and assertiveness will be at the heart of our analysis, which will always be rooted in the professional reality you experience every day.
Are you interested in these issues? Do not hesitate to contact EVOLENCE to discuss your support project.
Signs that your interpersonal communication is problematic
"The biggest problem with communication is the illusion that it has taken place."
- George Bernard Shaw, Playwright and Nobel Prize in Literature laureate
Recognising communication problems within your team is the first step towards resolving them. These often subtle warning signs can have a major impact on your collective results if you ignore them.
Lack of clarity in day-to-day exchanges
The transmission of vague instructions or poorly worded messages inevitably creates confusion among your team members. In fact, when instructions lack precision, your employees interpret the information differently, leading to errors, delays and a drop in productivity. [1]. You've probably already noticed these situations: emails that raise more questions than they answer, or briefings that leave your teams baffled.
This lack of clarity can take several concrete forms:
- Imprecise instructions leading to operational errors
- Selective communication in which crucial information is omitted
- An information overload that drowns out the essential points [2]
In multicultural teams, this problem is even more acute. Misunderstandings frequently arise because of differences in communication styles or language barriers. [1]. For example, an Atlassian study reveals that more than a third of employees lose more than 40 hours a year trying to decipher what their colleagues are trying to explain [3].
Recurring tension or conflict in the team
A tense working environment is often a symptom of poor interpersonal communication. Conflicts generally result from an accumulation of irritants, disagreements or unexpressed dissatisfactions. [1]. When your employees systematically avoid confrontation by minimising or denying problems, they are helping to maintain the problematic situation. [1].
Furthermore, according to a study carried out by the European Agency for Safety and Health at Work, 60% working days lost in Europe are linked to professional stress generated by unresolved conflicts [2]. These tensions also lead to a deterioration in trust, cooperation and the quality of professional relations, hindering collaborative working and blocking the dynamics of innovation. [4].
According to the Harvard Mediation Centre, unresolved conflicts can consume up to 25% of a team's working time - a quarter of performance spent managing tensions instead of creating value. [5]. However, a simple disagreement does not necessarily constitute a conflict. The difference lies in the emotional and relational escalation which, left unregulated, generates stress and degrades the working climate. [2].
Difficulty getting key messages across
When your important messages are not understood or retained by your team, it's usually a sign of an interpersonal communication problem. One-way, top-down communication fosters confusion and makes employees feel left out, leading to gradual disengagement. [6].
According to Buffer's international survey, the third greatest difficulty cited by teleworkers is collaboration and communication. [7]. This problem is more acute in international organisations with geographically dispersed teleworkers.
Furthermore, ambiguous messages create confusion and frustration, leading to potentially costly mistakes for the company. [3]. Daniel Goleman, a psychologist renowned for his work on emotional intelligence, points out that the ability to communicate clearly is directly linked to self-awareness and empathy - two essential components of interpersonal skills.
A lack of contextualisation can also hamper the effective transmission of messages. For example, a short, direct e-mail from a superior may be perceived as dry or aggressive by employees, undermining their well-being at work. [3]. Without contextual information, you run the risk of offending the sensibilities of certain employees.
The invisible causes of poor communication
Behind the visible symptoms of poor communication lie deep-seated mechanisms that hinder exchanges within your team. These causes, which are often invisible because they are rooted in our habits, are at the heart of the problem.
Lack of active listening
Active listening is much more than simply hearing the words spoken by your employees. It involves total attention, genuine understanding and validation of what is being said. And yet, according to a study by the International Listening Association, we use only 25% of our listening potential and retain only around 20% of what we hear.
Daniel Goleman, an expert in emotional intelligence, stresses that listening is the foundation of any effective professional relationship. Without it, it's impossible to create the trust necessary for teamwork. When your employees feel genuinely listened to, their commitment increases 4.6 times.
In practice, the absence of active listening is manifested by:
- Frequent interruptions from callers
- Mentally preparing your response while the other person is speaking
- The inability to reformulate what has been said correctly
Lack of assertiveness or confidence
Assertiveness, the ability to express one's needs and opinions clearly while respecting those of others, is often lacking in professional environments. Furthermore, a lack of self-confidence leads to passive or, on the contrary, aggressive communication behaviour.
Many professionals find it difficult to strike this balance, particularly in highly hierarchical environments. In fact, a study by Cambridge University shows that 40% of managers find it difficult to give constructive feedback for fear of hurting or demotivating their teams.
This inability to communicate assertively leads to unspoken words, frustration and, ultimately, a deterioration in the working environment. However, this interpersonal skill can be developed through appropriate interpersonal communication training.
Confusion between verbal and non-verbal communication
The discrepancy between what we say and what our bodies express is a major source of professional misunderstandings. According to the work of Albert Mehrabian, only 7% of our communication is conveyed by words, while 38% is conveyed by tone and 55% by body language.
However, few professionals are aware of these signals, which they emit unconsciously. A manager who claims to be open to suggestions while crossing his arms and avoiding eye contact is sending contradictory messages that disrupt understanding.
This confusion is amplified in multicultural environments, where non-verbal codes differ considerably. Nevertheless, being aware of these mechanisms and working on the consistency of your communication are powerful levers for improving exchanges within your team.
How this hampers collective performance
Deficiencies in interpersonal communication are never without consequences for your organisation's performance. In fact, they have a direct, measurable and tangible impact on collective effectiveness.
Loss of motivation and commitment
Poor communication quickly erodes the motivation of your teams. In Europe, only 13% of employees feel committed in their work, and this figure falls to 7% for the French [8]. This disengagement is not without financial consequences: it would cost an average of €14,580 per year per employee. [9].
When your employees don't feel listened to, they develop a sense of powerlessness that kills their motivation. [1]. This phenomenon is particularly noticeable in companies where communication is deemed insufficient, with an increase in absenteeism of 15% and a fall in commitment of 22%. [4].
According to Daniel Goleman, this disengagement is mainly due to the feeling of exclusion felt by employees when information does not circulate properly.
Lower productivity
The impact of poor interpersonal communication on productivity is considerable. Organisations with 100 employees would lose almost 884 hours a year simply to clarify their internal communications [2]. In financial terms, the resulting drop in productivity would cost an average of $26,041 per employee per year. [2].
Conversely, effective communication literally transforms performance: fulfilled employees are 31% more productive, 2 times less ill, 6 times less absent, 9 times more loyal and 55% more creative. [10].
This loss of efficiency can be seen in concrete terms in :
- Frequent errors and misunderstandings
- Reduced quality of work
- Time wasted looking for essential information
- Delays in projects [11]
Difficulty innovating or collaborating effectively
Without fluid communication, collective creativity quickly fizzles out [12]. Your teams devote 58% of their time to "work on work" and waste 129 hours a year in useless meetings. [13]. For an organisation of 5,000 employees, these unproductive interactions represent a potential loss of 101 million dollars a year. [13].
What's more, when your employees don't have a clear understanding of how their role contributes to the company's objectives, they are less inclined to get involved in innovation efforts. [14]. Communication ambiguities create organisational bottlenecks that considerably slow down collaborative working. [6].
The interpersonal skill of communication thus becomes a strategic lever for releasing the creative potential of your teams and encouraging the emergence of new ideas in a climate of shared trust.
Interpersonal skills to be developed as a priority
To develop effective communication, certain interpersonal skills need particular attention. These skills are the cornerstone of a productive and fulfilling team dynamic.
Active listening and reformulation
Active listening radically transforms the quality of professional exchanges. It goes far beyond the simple act of hearing: it implies total attention, genuine understanding and validation of what is said. In practice, this skill is based on simple but powerful gestures:
- Maintain natural eye contact without staring at the other person "like a pancake on a plate". [3]
- Adopting an open and attentive attitude
- Rephrase what has been said to confirm your understanding
Rephrasing shows the person you're talking to that you've really listened to them, while making sure you've understood their message. According to the experts, "If I understand correctly, there are concerns about the team's workload?" is a good way of calming a situation and opening up a constructive discussion. [3].
Clear, concise messages
Effective communication depends on our ability to be clear and concise. In a professional world saturated with information, short, precise messages hold more attention, improve comprehension and make it easier to remember. [15]. Use short sentences (15 to 20 words maximum) and simple language that can be understood by all profiles. [16].
Empathy and emotional intelligence
Empathy, the ability to understand and share the feelings of others, is a fundamental pillar of emotional intelligence. Daniel Goleman, who popularised this concept, identifies five key components: self-awareness, self-regulation, motivation, empathy and social skills. [17].
A study of 46,000 people reveals that genetic factors have a 10% influence on our level of empathy. [18]. However, this skill can be developed. By showing empathy, you strengthen your relationship with others and build mutual trust.
Assertiveness in exchanges
Assertiveness is our ability to express ourselves clearly while respecting the opinions and needs of others. An assertive person maintains openness, trust and benevolence, even in situations of disagreement. [19]. She doesn't try to be right like the aggressive person, but rather to find win-win solutions.
To develop this essential skill, learn to express your ideas without fear of judgement or aggression, to ask questions freely and to receive feedback without perceiving it as a personal attack. [20].
How to set up effective interpersonal communication training
Implementing effective interpersonal communication training requires a structured approach that goes far beyond simply selecting prefabricated modules. Here's how to maximise the impact of your investment.
Identify the specific needs of your teams
A precise analysis of needs is the first essential step. There are two types of needs to be distinguished: collective needs (those of a department or team) and personal needs (linked to a specific employee). [21]. To identify them effectively, several tools are relevant:
- Individual interviews to explore aspirations and skills to be developed
- Performance appraisals, revealing gaps between skills required and skills demonstrated
- Questionnaires and surveys to find out what employees think about their needs
Choosing appropriate formats (face-to-face, e-learning, coaching)
The diversity of training formats means you can adapt to the constraints and preferences of your teams. Options include:
Face-to-face sessions encourage role-playing and direct exchanges between participants [22]. E-learning offers flexibility and accessibility thanks to dedicated digital platforms [23]. Individual coaching provides personalised support, particularly effective for interpersonal skills.
Many organisations also offer tailor-made training courses, incorporating both the content and the format required. [24].
Measuring progress and adjusting content
Effective training includes a three-stage evaluation process:
- Before: self-diagnosis and gathering of preliminary expectations [25]
- During: continuous assessment through practical exercises and quizzes [26]
- After: assessment of learning and satisfaction [25]
This approach means that content can be adjusted as progress is made, guaranteeing optimum return on investment for your organisation.
Conclusion
Interpersonal communication is without doubt the central pillar of collective performance. We see every day that teams suffering from communication problems see their potential for innovation and productivity fall considerably. Conversely, organisations that invest in developing these skills reap tangible benefits: more committed employees, a calmer working climate and improved financial results.
However, improving communication in your team is more than just organising a few one-off workshops. It requires a precise diagnosis of specific needs, followed by in-depth work on the fundamental skills of active listening, assertiveness and emotional intelligence. What's more, this transformation requires constant commitment on the part of both managers and employees.
Organisations that succeed in this gamble generally see remarkable results. Firstly, misunderstandings are drastically reduced, freeing up precious time previously spent resolving conflicts or clarifying instructions. Secondly, employees regain motivation and meaning in their work, resulting in lower absenteeism and greater creativity. Finally, innovation emerges naturally from an environment where everyone feels listened to and valued.
Remember that the quality of interpersonal communication is not a luxury but a strategic necessity in today's professional world. Companies that neglect this dimension are depriving themselves of an essential performance lever. Conversely, companies that place these skills at the heart of their organisational culture create the ideal conditions for every talent to flourish and contribute fully to the success of the whole team.
So, rather than considering interpersonal communication coaching as a cost, think of it as a profitable investment for your organisation. The benefits will go far beyond the professional sphere, and will also affect the personal well-being of your teams. This global approach will transform not only your company's performance, but also the quality of the human relationships that develop within it.
To remember ...
Poor interpersonal communication can cost up to 26,041 dollars per employee per year in lost productivity, but solutions exist to transform this situation.
- Identify the warning signs Lack of clarity, recurring tensions and misunderstood messages reveal communication problems that need to be addressed as a priority.
- Develop active listening and assertiveness These fundamental skills help to create a climate of trust and improve team commitment.
- Invest in structured training : analyse specific needs, choose appropriate formats and measure progress to maximise impact.
- Transform collective performance Effective communication increases productivity by 20% and reduces absenteeism by 15%.
- Create an environment conducive to innovation Fluid exchanges unleash creativity and encourage collaboration between teams.
Interpersonal communication is not a luxury but a strategic investment. Companies that place these skills at the heart of their organisational culture create the ideal conditions for every talent to contribute fully to collective success.
Standardised and internationally recognised tools such as DISC or EQ-I (Emotional Quotient Diagnostic) are powerful accelerators for developing a culture of healthy and effective interpersonal communication.
FAQs
Q1. What are the main obstacles to effective interpersonal communication in the workplace?
The main obstacles include unclear messages, a lack of active listening, cultural differences, unresolved conflicts and difficulty in expressing ideas assertively. These factors can create misunderstandings and hinder collaboration within teams.
Q2. How does poor interpersonal communication affect team performance?
Poor communication can lead to a significant drop in productivity, a loss of employee motivation and commitment, and a reduced capacity for innovation. The result is more frequent mistakes, project delays and a tense working atmosphere.
Q3. What are the key skills that need to be developed to improve interpersonal communication?
Essential skills include active listening, assertiveness, empathy and the ability to formulate clear and concise messages. Developing these skills helps to create a more collaborative and productive working environment.
Q4: How can I set up effective interpersonal communication training?
Effective training starts with a precise identification of the team's needs. It must then propose appropriate formats (face-to-face, e-learning, coaching) and include a system for measuring progress in order to adjust the content. The ongoing involvement of participants is crucial to the success of the training. Standardised and internationally recognised tools such as DISC or EQ-I (Emotional Quotient Diagnostic) are powerful accelerators for developing a culture of healthy and effective interpersonal communication.
Q5. What are the concrete benefits of good interpersonal communication in the workplace?
Effective interpersonal communication can increase team productivity by more than 20%, reduce absenteeism by 15% and stimulate creativity by 55%. It also fosters greater employee commitment, faster conflict resolution and an overall improvement in the working climate.
Are you interested in these issues? Do not hesitate to contact EVOLENCE to discuss your support project.
References
[1] – https://www.applauz.me/fr-ca/resources/erreurs-de-communication-qui-nuisent-la-motivation-des-employes
[2] – https://www.mozzaik365.com/fr/communication-interne/internal-communication-issues
[3] – https://pratiquesrh.com/article/ecoute-active-travail-communication
[4] – https://www.management-entreprise.net/comment-la-communication-interne-impacte-la-cohesion-d-equipe/
[5] – https://assessments24x7fr.com/travail-en-equipe/
[6] – https://www.eurowebinfo.org/6409/pourquoi-la-communication-evasive-peut-freiner-la-collaboration/
[7] – https://blog.haiilo.com/fr/blog/communication-interpersonnelle-definition-importance-competences-indispensables/
[8] – https://factorial.fr/blog/les-principaux-facteurs-qui-demotivent-un-salarie-au-travail-et-leurs-solutions/
[9] – https://www.spayr.eu/blog/9-facteurs-qui-provoquent-un-desengagement-chez-vos-collaborateurs
[10] – https://habefast.ch/impact-de-la-communication-interne-sur-la-productivite-des-entreprises/
[11] – https://formation-continue.collegedeparis.fr/actualites/strategies-et-outils-pour-une-communication-efficace-en-equipe
[12] – https://clickup.com/fr-FR/blog/243877/les-obstacles-a-la-communication
[13] – https://lucid.co/fr/blog/etat-actuel-collaboration
[14] – https://innovationcast.com/fr/blog/what-are-the-key-obstacles-to-innovation
[15] – https://www.fasterclass.fr/blog/post/lart-de-la-concision-comment-dire-moins-pour-impacter-plus
[16] – https://www.celine-hauwel.com/post/comment-améliorer-la-qualité-de-ta-communication
[17] – https://www.forbes.fr/management/lempathie-et-lintelligence-emotionnelle-au-coeur-du-leadership-moderne/
[18] – https://formation.lefebvre-dalloz.fr/actualite/lempathie-ingredient-cle-de-lintelligence-emotionnelle-pour-souvrir-au-monde-de-lautre
[19] – https://www.cegos.fr/ressources/mag/efficacite-professionnelle-3/developpement-personnel-2/assertivite-la-comprendre-vraiment-et-comment-la-developper
[20] – https://www.talentis-coach.com/blog/assertivite-6-techniques-pour-rester-assertif-en-toute-circonstance
[21] – https://www.eurecia.com/blog/detecter-besoins-formation/
[22] – https://atoutprogress.fr/formation-communication-interpersonnelle/
[23] – https://academy.visiplus.com/formation-communication-interpersonnelle
[24] – https://www.cnfce.com/formation-communication-interpersonnelle
[25] – https://ekilibre-conseil.com/wp-content/uploads/2021/02/Fiche-56.-LA-COMMUNICATION-INTERPERSONNELLE-.pdf
[26] – https://www.lgpconseil.com/wp-content/uploads/2024/08/Prog_LGPConseil_Maitriser-la-communication-interpersonnelle.pdf