We’ve all heard the saying “Time is money,” which is never more true than when you’re running an office. The fact is that sending e-mails is a quick, efficient way to distribute information to your employees, which can save you time and money. While there are some topics that need to be breached in person, others are better suited for e-mail. Our strategic facilitators compiled a short list that will help you determine whether or not you should go ahead and schedule that meeting.

  • Updates
    • Updates on items previously discussed with employees rarely need a face-to-face meetings. Your employees will already have the background information they need to process the information, which means they are unlikely to have follow-up questions.
  • Official Policy Changes
    • While there is certainly a benefit to discussing policy changes in person, sometimes controversial changes might be better distributed through e-mail. Policy changes cause enough disruption without adding the opportunity for verbal disagreement. If people have questions or concerns, they can bring them to you individually. This will also allow people to cool off before approaching you, which can ease tension and prevent outbursts.
  • Breaching Delicate Subjects
    • As an employer, you’re bound to encounter situations in which you have to have uncomfortable conversations with your co-workers. When addressing hygiene, dress code or other personal issues, you can prevent embarrassment for you and your employees by addressing these issues via e-mail. Not only will it give you time to craft your words carefully, but it will allow your employee time to overcome their discomfort before crafting a response.

While face-to-face meetings with your employees can be incredibly important for building morale, there are times when scheduling a meeting will disrupt their work rather than enhancing it. With e-mails, you have the added benefit of an electronic trail, which can be extremely helpful for both you and your employees. They will have access to the information they need as well as the date in which the information came into effect, and you will have the evidence you need in the event that disciplinary action needs to be taken in the future.

Contact us to learn more facilitation tips and techniques.

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