Depending in what sector you work, you’re likely to be involved in some sort stressful situations, as a result of external scrutiny. This might be auditors, investors, inspectors or other such bodies that come in to check what you’re doing!
In this article, we look at a number of practical tips that can help you to deal with these difficult situations, keep your cool and connect with these external organisations to ensure you get the most out of their scrutiny by improving your communication with them.
However, these tips can be used everyday at work to improve communication with colleagues, staff and more senior staff.
- Your mood and how it impacts on your behaviour
Be aware of your mood and how it impacts on how you verbally communicate with others, your facial expressions when you’re annoyed for example and how your emails come across if you’re under pressure. If in doubt, PAUSE, send the email later or go and get a cup of tea before phoning the person. Take a breath and make sure you’re frustration or anger is not taken out on others. This could significantly damage the trust you have with this person and make it harder to work with them in the future.
- Dealing with criticism
Organisation that come into to scrutinise you can be critical. They can highlight issues you do not agree with. How you react to this is critical. Being defensive will not help. Stand back and think about what they are saying and the direction they are going. You’ll be in a better place to head them off or find the evidence that might change their mind.
- Praise your staff
It is important to keep staff morale up during external scrutiny, especially if staff have not been through these types of activities before. It is important to praise staff if it is justified and thank them for their efforts when needed. This can have a very positive impact on staff.
It is also important that any feedback given to staff during this time is constructive. It is easy for feedback to be quick and blunt during times of high pressure. Take time to frame feedback in a constructive way or it can have a negative impact on relationships and morale. If you need to, wait and give the feedback when the pressure is off. - Apologise if it is needed
It is easy to forget things or make a mistake in high pressure situations. Alternatively, you might have tried something new, it hasn’t worked, so you’re getting the team to do something else instead. In all of these situations, it is important to apologise and not be too proud to show humility. You will be better respected for it.
- Do what you say you will
Doing what say say you are going to do, when you are going to do it builds trust and reliability. Don’t let this slip during high pressure times because it will be difficult to build that trust back up with colleagues, staff and senior managers.
- Emotions can run high in teams
Emotions can run high at times of high pressure, when teams are under stress. Especially if external scrutiny is not going well. Take time to help staff manage their emotions and keep channels of communication open.
Emotional intelligence skills are crucial in the work situation and are beginning to be see as even more important than technical skills. See what Google think of EI skills and how they use them when interviewing for new staff; https://www.fastcompany.com/90471177/4-ways-google-looks-for-emotional-intelligence-in-job-candidates
