I believe the number one way to improve communications between employees is through motivation and leadership. Trust is build over time and communication follows. The way you interact with your employees on a daily basis, makes a lot of difference. Do you treat them like furniture or do you make an effort to make them feel like human beings. A boss who connects with his employees better is able to pull off things better than a boss who acts like a big shot.

Be an example - You cannot expect to have a successful team if you yourself are not doing all that you can to ensure their success. I think teams need true inspirational, fun and exciting leadership that is going to engage with them daily, in a manner that helps motivate, educate and lead them to achieve the goals and work in an environment that is productive for the company.

Be a trustworthy leader by being, direct, clear, sharing and open to the employees. In the end this behavior will demonstrate that you are open and available as a leader and will provide an open procedure of communication and trust within an organization.

Pawel Grabowski

Business Writer, Smart Business Guides

Posted on Jan. 7, 2011

In my experience LISTENING is by far the best way to improve communications and build trust within the company.
Organize weekly meetings where everyone gets to voice whatever they are concerned about in the company works best, take notes and show them that you care. You will see almost instant change in your employees.

Sandy Hackenmueller

Community Manager, ShesConnected.com

Posted on Jan. 7, 2011

I've always been told that when you have an organization, it needs to work from the top down. If the head of the company isn't in tip top shape (good communication, honest, supportive, etc) then everything else falls apart from there. (Likewise, if there are problems, always start at the top and look there).

To build communication and trust with employees? Relationship building...whether it be an office party w/ games where people need to interact and/or rely on each other, or a trust building exercise at a company that specializes in it...once the ice is broken among people, things change.

Elle Anderson

Posted on Jan. 7, 2011

I agree with Sandy and Jonathon. Essentially as the leader you have to be the thing you are trying to create. It comes from the top and it flows inward out. You model; and each employee has to assume a personal sense of responsiblity for being the change they want to see. Also, as the leader, you must be authentic, consistent, and persistent because it is not easy to create a culture of of trust and openeness. Often employees complain and decry that they want it--however, it is sadly true that many people thrive on the drama!

Jason Womack

Advisor, The Womack Company

Posted on Jan. 7, 2011

in 2009 my father ( http://www.linkedin.com/in/cpwomack ) and I studied just this topic, and wound up writing a book about it together. Based on his 35+ years in retail (working with The Sharper Image, Smith and Hawken, Human Touch and others) and my 15+ years as an educator and executive coach, we found a common theme to communication and trust:

"Do what you say you're going to do."

Yes, it may look and sound simple, but over the course of the next 5 conversations you engage in, watch how many times people say, "I'll get that do you" or "I'll do that and get back to you."

As an experiment, so that we get out of the "what should people do" and into the very practical, "here's what we can do" carry with you a few 3X5 note cards (or a notebook) everywhere you go for the next 5 days.

Whenever you think of doing something "later" or promise to get something to someone, write that thing down. At the end of each day, make a note of how many "yeses" you have in motion, and make a plan for tomorrow to carry them out.

Want the team to communicate more and trust each other? Get them to identify what they said they'd do...and do it!