5 communications tips for new leaders

Stepping into a leadership role for the first time can be exciting, but it can also be daunting… and one of the biggest hurdles many new leaders face? Communication.

A staggering 9 out of 10 employees say their leaders struggle with communication. And it’s not just about public speaking or writing emails. The issues go deeper. Things like not recognising employee contributions, avoiding difficult conversations, failing to provide direction, or simply being unavailable.

Even more alarming: 60% of new managers report they received no communication training when they first became leaders. And perhaps it’s no surprise, then, that the same percentage fail within their first two years.

In short, too many leaders are being set up to fail, even though you don’t need a big training budget to start making changes. Which is why we’ve got five practical, free ways to improve your communication as a new leader right now.

1. Ask, before you act

Instead of assuming what your team needs, start by asking them. What information do they need from you? How do they want to receive it? How often?

Team communication isn't one-size-fits-all. People's needs shift over time, especially during periods of change. That’s why regular check-ins, feedback loops, and open-ended questions are essential.

Better yet, invite your team to help shape your communication channels and rituals. Want to make your team meeting more engaging? Let them take turns running it. Create a space—like a shared digital noticeboard or chat feed—where updates and ideas can flow both ways.

Tip: Just asking once isn’t enough. Keep checking in and adapting. And when team members share feedback? Really listen. Sometimes they’re looking for solutions. Sometimes they just want to feel heard.

2. Establish a clear comms rhythm

We humans are creatures of habit. Predictability in communication gives people a sense of stability, which is something that's increasingly valuable in our fast-moving, hybrid workplaces.

Whether it’s a weekly team huddle, a Friday wins-and-wins chat, or fortnightly one-on-ones, the key is to be consistent. Cancelling or shifting meetings too often sends the message that, “this isn’t important.”

And don’t forget equity. Hybrid work makes it easy to unintentionally sideline remote or shift-based team members. Ensure everyone gets the same access to key information, and to you as a leader. Watch out for proximity bias, where the people you see more often end up receiving more opportunities.

3. Cut the fluff

Long-winded messages aren’t more helpful, they’re more confusing. When you’re unsure or overwhelmed, it can be tempting to over-explain. But your team doesn’t need 500 words when 50 will do.

Short, clear communication shows you respect their time and attention. Aim to deliver the right information, at the right time, in the most straightforward way possible.

The stats speak volumes: most people only spend 9 seconds reading an email. And response rates start to nosedive once messages exceed 125 words.

So say what needs to be said. Be direct, but not robotic. Brief, human communication always wins.

4. Don’t know? Go find out!

Here’s a leadership secret: you don’t need to have all the answers.

Your team isn’t expecting you to be a walking encyclopedia. What they do need is a leader who’s honest about what they know and proactive about finding out what they don’t. If a change is coming and you can’t explain the “why” behind it, don’t bluff. Say so, and commit to tracking down the details and reporting back. Then do it.

And don’t stop there. Make the change meaningful to your team. Explain how it impacts their work, their tools, their routines. Better yet, involve them in interpreting the change together, when possible. Co-creating solutions builds trust and engagement.

5. Drop the mask

Authenticity matters more than polish. If your team senses you’re putting on a corporate act or hiding behind leadership jargon, they’ll disconnect. Real connection comes from being real.

That doesn’t mean oversharing or crossing personal boundaries. It means being transparent about what you know, open about your concerns, and genuinely curious about others.

Simple shifts can help:

• Speak like a human, not a press release.

• Ask more than you tell.

• Show empathy, especially in challenging moments.

Trust is the foundation of effective teams… and authenticity is how you earn it.