Effective Communication in the Workplac

Strong communication is a vital skill for HR professionals and can be used in a variety of situations. According to the SHRM Body of Applied Skills and Knowledge (BASK), there are five key areas where communication plays a critical role: giving and receiving feedback, managing team discussions, leading meetings, developing communication strategies, and simplifying technical language for broader understanding.

How Ethics and Communication Go Hand-in-Hand

How a company handles an ethical challenge doesn’t just influence public opinion or investors—it also deeply affects employees. For younger workers especially, a company’s ethical standards are closely tied to its overall appeal as an employer. The following case highlights how staying true to ethical values and applying thoughtful communication can strengthen employee trust—even during difficult times.

A reputable organic juice company, known for its commitment to quality over the past 25 years, recently faced a crisis. Within two months, multiple food poisoning complaints emerged, including cases requiring hospitalization. Media outlets quickly picked up the story and began urging the company to recall its products—a move that would come with significant costs. If not handled carefully, the company risked losing its loyal customer base and damaging its standing with employees, many of whom were already worried about potential layoffs.

In response, the company’s top leaders—including the president, HR director, PR head, and production lead—convened to discuss their options. They had to choose between a reactive stance or a proactive, transparent strategy. Ultimately, they opted to take the high road and announced a full product recall.

The HR director played a central role in the process. Collaborating closely with the PR director, they crafted a thoughtful and transparent communication plan for employees, which included:

• Informing employees about the recall decision clearly and promptly.

• Making sure all leaders were fully briefed on the situation and the expected timeline for next steps.

• Anticipating employee concerns—like job security—and preparing honest, empathetic responses.

• Clearly stating what was known (e.g., the recall) and what was still under investigation (e.g., the cause of contamination and its implications for employment).

• Addressing even the most difficult “what if” scenarios upfront.

• Organizing a town hall meeting where the president could speak directly to employees and answer questions openly.

• Providing regular updates as new information became available.

• Sharing details of the employee assistance program (EAP) for those who might need emotional or mental health support.

• Outlining any support—financial or otherwise—that would be available for employees potentially affected by downsizing, whether temporarily or permanently.

Through this approach, the HR director not only ensured that communication was handled with clarity and compassion but also helped bridge the needs of both the organization and its employees. This showcased key strengths in communication and demonstrated a deep commitment to ethical leadership—two essential HR competencies.