Winning Communication

12/08/2020 CHRC

Winning Communication

Photo by Christina Morillo, from Pexels

Back in February of 2018, our blog highlighted some best in class recruiting practices. We noted that companies like Microsoft had adapted their screening and selection processes to capture the needed talent of those candidates on the autism spectrum. In so doing, they were actually employing a more robust way of screening all candidates and predicting success within a role and a company culture.

As we all continue to navigate remote working, especially in a certain Midwestern city that has had really low level clouds for several days, what if you heard that there was a place to work where you started your morning with two questions:

  • How “interactive” do you feel today?
  • What’s your energy level today?

What if you also heard that this same company listed everyone’s preferred communication and feedback preferences? Versus, you know, waiting two days for a call back and then learning someone NEVER checks their voicemail?

A recent article focused the spotlight on Ultranauts, a tech company that has engineered itself not only for remote working, but for the diverse needs of its employees—many of whom are on the autism spectrum. This company’s practices are valuable for all of us right now. Not only because they allow the workforce to absorb information in the ways that they
prefer—but because it practices the key components of good employee communications:

1. Tell them what you are going to tell them
2. Tell them
3. Tell them what you told them

AND with technology to take notes, so that no one gets stuck being the scribe!

While Ultranauts developed this culture to accommodate the sensory-overload that many on the autism spectrum experience on a daily basis, in this current environment, these practices offer a great deal to all of us who are on so many different sorts of overloads and prioritizes employee-first communications, so that all succeed—no matter what.