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EP 82: Communication Gaps at Work… with Kelly Price

⏱️ 59:08 🎤 Barb Allen, Kelly Price
AUDIO EPISODE
EP 82: Communication Gaps at Work… with Kelly Price
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Chapters

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  • 0:00
    Introduction & Guest Welcome
    Barb introduces the episode, the topic of communication gaps, and her guest, Kelly Price of Thrive HR.
  • 0:24
    Kelly's HR Journey & Philosophy
    Kelly shares her career path in HR, including rebuilding struggling departments and fostering growth, emphasizing the importance of relationships and servant leadership.
  • 4:21
    Vague Feedback & Onboarding
    Barb and Kelly discuss examples of vague feedback and highlight the critical role of clear communication from day one, especially during onboarding.
  • 6:16
    Direct Communication & Asking Permission
    Kelly explains her approach to direct communication, even in difficult conversations, and the strategy of asking for permission to give feedback.
  • 8:32
    Seeking Feedback as a Climber
    Advice for employees seeking direct feedback, including asking specific questions and owning their career development.
  • 11:33
    Organizational Communication Issues
    Discussion on signs of poor organizational communication, such as high turnover, and the importance of consistent communication channels.
  • 15:30
    Building a Culture of Communication
    Strategies for organizations to build a culture of consistent communication, including regular one-on-ones, feedback sessions, and career conversations.
  • 17:38
    Final Thoughts & Call to Action
    Kelly's final thoughts on supporting each other in the workplace, and Barb's closing remarks and call to action for listeners.

Speakers

B
Barb Allen
Host
K
Kelly Price
Founder of Thrive HR, HR executive and consultant

Key Takeaways

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Prioritize honest and direct communication from day one, especially during onboarding, to set clear expectations for roles and company culture.

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Actively seek feedback, even if uncomfortable, by asking specific questions like, 'What's one thing you'd like to see me do differently or better?'

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Leaders should foster a 'servant mentality,' viewing their role as supporting and developing their team members, which ultimately drives company success.

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Implement structured and regular one-on-one meetings (e.g., monthly 20-minute sessions) to facilitate ongoing feedback and career development discussions.

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Empower employees to take ownership of their career growth by encouraging them to identify their goals and advocate for their advancement.

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Recognize that turnover and declining employee morale are strong indicators of underlying communication issues within the organization.

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