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Team leaders hold the key to employee engagement yet they’re often overlooked in the communication mix. According to Gallup, they influence up to 70% of engagement levels, making them one of the biggest drivers of motivation, performance and retention.
The challenge? Most team leaders are caught in the middle. With both hands in the mud, it’s tough to find the time and distance needed to be an effective communicative leader. Under pressure from leadership while managing daily operations, they struggle to translate strategy into something meaningful for their teams. Expectations are high but support is often lacking.
And yet, they are the missing link between strategy and execution. They don’t just pass on corporate messages, they bring them to life. Or at least, they should…
Beyond the cascade: what great communicative leaders do differently
Being a strong communicative leader isn’t about pushing more information. It’s about making strategy real, relevant and actionable for the team.
Understand and translate the vision
Employees don’t engage with abstract company goals. They need to see how it connects to their work. A great team leader doesn’t just repeat leadership messages, they turn them into something tangible.
Instead of repeating corporate messages word for word, break them down into three simple questions:
What does this mean for us?
What are we expected to do differently?
How can we contribute to the bigger picture?
The clearer and more concrete the message, the more likely people are to engage with it.
Use storytelling to bring strategy to life
People don’t remember facts, they remember stories. A well told story helps employees connect emotionally to a message and understand why their work matters.
What to do? Instead of saying “our goal is to improve customer service”, share a real customer experience that illustrates the impact of great service
Use examples from within the team, highlight how their work has contributed to success
Be personal. Share your own challenges, lessons learned and motivations
A great story makes a message stick. It also makes leaders more relatable and credible.
Create a rhythm for team communication
Engagement isn’t built on one off announcements. It’s a continuous conversation. The best communicators create a rhythm, regular moments to check in, discuss challenges and keep a pulse on the team’s energy.
What to do? Set a recurring moment to discuss priorities and challenges without adding extra meetings.
A quick 15 minute weekly check in
A structured monthly team talk
A coffee chat moment for informal discussions
The goal isn’t just to inform but to listen and adjust based on what’s happening in the team.
Make communication personal
A company wide announcement sets the stage, but it’s the team leader who makes it meaningful. Employees don’t just want information, they want a conversation.
What to do? Go beyond team meetings and check in with individuals.
Ask open ended questions. How do you feel about this change? “What’s on your mind?”
Acknowledge concerns instead of jumping to solutions
Adapt your message based on what your team actually needs to hear
One size fits all communication doesn’t work. The more tailored the conversation, the more engaged people will be.
Create space for dialogue, not just updates
Instead of just delivering messages, involve your team in shaping them.
What to do? Ask for input before finalising changes.
“What potential roadblocks do you see?”
Let team members voice their concerns before a big announcement
Encourage employees to bring solutions, not just problems
People are more likely to embrace decisions they helped shape. Even small moments of co creation can make a difference.
Be visible and approachable
Leadership happens in everyday moments. If employees feel their team leader is too busy or distant, engagement drops.
What to do?
Walk around and have casual chats, don’t wait for meetings
Show vulnerability when needed. “I don’t have all the answers but let’s figure it out together”
Reinforce key messages consistently instead of relying on one time announcements
The more present and approachable a leader is, the more likely employees are to share what’s really going on.
Close the loop on feedback
Employees get frustrated when they share input and never hear back. A lack of follow up erodes trust and makes future communication feel like a box ticking exercise.
What to do?
Acknowledge feedback even if you can’t act on it right away
Explain why a decision was made, especially when it’s different from what people expected
Follow up after changes to see how they’re landing
Even a simple “I heard you, here’s what we’re doing about it” makes a big impact on trust and engagement.
Make recognition part of the communication rhythm
People want to feel valued for their contributions. Yet in the rush of daily work, recognition often gets overlooked. Simple, timely recognition can drive motivation, reinforce company values and increase engagement.
What to do?
Call out great work in team meetings, be specific about what was done well
Use storytelling to celebrate successes. “Here’s how Sarah’s solution helped us avoid a major roadblock”
Recognise small wins, not just big achievements. Consistent, informal recognition is more powerful than occasional awards
People thrive when they feel seen and appreciated. Recognition doesn’t have to be big, it just has to be real.
The missing link: why organisations need to back their team leaders
For team leaders to succeed in their communication role, they need more than just talking points. They need tools, time and trust.
Equip them. Give leaders the context, key messages and discussion points to translate strategy into action
Free up time. Recognise that communication takes effort. If leaders are constantly firefighting, communication will always come last
Make communication a leadership skill. Great communicators aren’t born, they’re developed. Coaching and training can help leaders grow into their role as communicative leaders
The takeaway: engagement starts with leadership at every level
Engagement doesn’t happen by chance. It starts with a clear vision and executive leadership that leads by example, communicating openly, consistently and authentically. But vision alone isn’t enough. Team leaders should bring that vision to life. They are expected to translate strategy into action, turn messages into conversations and create the human connections that keep employees engaged.
Organisations that invest in strong communicative leadership at all levels won’t just inform employees, they will engage them. And that makes all the difference.