COMMUNICATION STYLES & THEIR IMPACT ON TEAM MORALE

6 hours ago

8 min read

Written by Janine van Eck

Communication is one of the most important parts of our everyday lives. Whether we speak to a client, a colleague, a family member, or a friend, the way we communicate can influence how the other person feels, responds, and remembers the interaction.

The same is true in the workplace.

In the Hairdressing, Cosmetology, Beauty and Skincare Industry, communication happens constantly. A stylist speaks to a client while completing a service. An establishment owner gives instructions to an employee. Colleagues discuss appointments, products, targets and schedules. A manager gives feedback when something has gone wrong. Even a simple greeting in the morning can contribute to the atmosphere in the workplace.

Communication is therefore about much more than exchanging information. It is also about how people experience one another.

When the way we speak affects the way people feel

A sharp response to an employee’s early mistake may be intended only as frustration, but the employee may experience it as disrespect. For example, a manager may say: “Do you ever listen? I explained this to you so many times.”

The employee may not only hear the words. They may hear frustration, disappointment, or disrespect.

Perhaps the manager did not intend to hurt the employee. Perhaps they were simply stressed or having a difficult day. But the employee does not necessarily know that. They may spend the rest of the day feeling embarrassed, anxious, or reluctant to ask questions.

This is an important reminder: our intention and another person’s perception are not always the same thing.

A manager may think, “I was just stressed.”
An employee may think, “My manager does not respect me.”

Both experiences can exist at the same time.

This is why perception matters so much in the workplace. People respond not only to what is said, but also to tone, facial expressions, body language, timing, and the circumstances surrounding the conversation.

Good communication does not mean that managers must always be cheerful or avoid difficult conversations. It means that even difficult conversations should be handled with respect.

Different communication styles in the Hairdressing, Cosmetology, Beauty and Skincare Industry

Every person communicates differently. Some people are naturally direct and confident. Others are quieter and prefer to think before responding. Some employees are comfortable speaking up immediately, while others may need time before they feel comfortable sharing an opinion.

Different communication styles are not necessarily a problem. The problem arises when we fail to understand how our communication affects others.

For example:

The direct communicator

A direct manager may say exactly what needs to be done: “The client is waiting. Please finish the station and prepare for the next appointment.”

Direct communication can be useful in a busy establishment where time matters. However, if direct communication becomes harsh, dismissive, or aggressive, employees may begin to feel intimidated.

The passive communicator

Someone who avoids difficult conversations may say nothing when an employee repeatedly arrives late, hoping the problem will resolve itself.

This may seem easier in the short term, but it can create frustration among other employees who feel that standards are not being applied consistently.

The aggressive communicator

This style may involve shouting, insulting, interrupting, or speaking down to people. It can create fear rather than respect. Employees may stop asking questions or raising concerns because they do not want to become the target of the next angry interaction.

The assertive communicator

Assertive communication is different. It allows a person to be clear about expectations while still respecting the other person.

For example:

“Your appointment started late today, and I understand that the morning was busy. We need to make sure we keep to the booking schedule because clients are affected when we run behind. How can we prevent this from happening again?”

The message is still clear. The standard has not disappeared. But the employee has been treated with dignity and given an opportunity to respond.

Communication and trust go hand in hand

Trust does not develop because an employer tells employees, “You can trust me.” It develops through repeated experiences.

Employees learn whether they can trust a manager by observing what happens over time.

Does the manager keep their promises?
Do they listen when employees raise concerns?
Are workplace rules applied consistently?
Can an employee admit to making a mistake without immediately being humiliated?
Does the manager give credit where it is deserved?
Does confidential information remain confidential?

Trust is built through these everyday actions.

Research reviewed by the Chartered Institute of Personnel and Development (CIPD) links trust and psychological safety with healthier teamwork, coordination, communication and collaboration. Psychological safety is particularly relevant because it means employees feel able to offer ideas, share different viewpoints, ask questions or admit mistakes without expecting punishment or ridicule.

In an establishment environment, this can make a significant difference.

An employee who feels safe enough to say, “I am not sure how to handle this client complaint,” is giving the manager an opportunity to help.

An employee who is afraid to speak may simply try to deal with the problem alone.

That is why building trust is not only about being friendly. It is about creating an environment where people know they can communicate honestly.

Trust is easy to damage

Trust can take a long time to build and only a short time to damage.

A manager who regularly promises to address an issue but never follows through may unintentionally teach employees that their concerns do not matter.

Similarly, favouritism can damage trust. If one employee is consistently given flexibility while another is disciplined for the same behaviour, the issue is not only the decision itself. It is how the decision is perceived.

Employees watch how management treats people. They notice who receives praise, who gets opportunities, who is listened to and who is ignored.

This does not mean that every employee must receive exactly the same treatment in every situation. Different employees may have different circumstances and needs. It means that decisions should be fair, understandable, and communicated properly.

Perceptions of fairness and the transparency of processes can also influence trust in the workplace.

Management has a major influence on team morale

A manager can change the atmosphere of a workplace without saying very much.

Consider two establishments.

In the first establishment, the owner walks in every morning without greeting anyone. When something goes wrong, employees hear about it immediately. Good work is rarely acknowledged, and instructions change depending on the manager’s mood.

In the second establishment, the owner also has difficult days. However, they greet the team, communicate expectations clearly, acknowledge good work, and address problems privately and respectfully.

The work may be equally demanding in both establishments, but the employee experience can be completely different.

Management does not have to be perfect. Managers are human and will have stressful days, personal challenges, and moments of frustration. The important issue is how those emotions are managed.

Good management includes knowing when to pause before responding.

If a manager is angry, it may be better to take a few minutes before addressing an issue rather than speaking in the heat of the moment.

Good people management generally involves regular communication, respectful treatment, and adapting management approaches to individual employees.

The Hairdressing, Cosmetology, Beauty and Skincare Industry is built around people

This is particularly important in the Hairdressing, Cosmetology, Beauty and Skincare Industry because the work is highly personal.

Employees work closely with clients and with one another. They often spend long periods together in relatively close environments. An establishment can become a place where emotions are visible and where workplace relationships have a direct impact on the atmosphere clients experience.

A team that communicates well can support one another during a busy day.

If one stylist is running behind, another may help prepare the next client. If a new employee is unsure about a procedure, an experienced colleague can offer guidance. If a difficult client situation arises, the team can discuss it professionally rather than blaming one another.

Good communication therefore strengthens teamwork.

Poor communication can have the opposite effect.

Employees may become defensive. Small misunderstandings can become arguments. People may stop sharing information. Gossip can replace direct communication. Individuals can begin working against one another instead of as a team.

Perception matters

One of the most useful questions for any manager to ask is:

“How might this sound or feel to the person receiving it?”

Before sending a WhatsApp message, giving feedback or correcting an employee, take a moment to consider the message from the other person’s perspective.

For example, compare:

“You always make mistakes. I don’t know how many times I have to tell you.”

with:

“This is the second time we have had this issue. Let’s go through the process together so that we can understand what is going wrong and prevent it from happening again.”

The second statement still addresses the problem. It does not ignore accountability. But it separates the behaviour from the person’s character.

That distinction matters.

An employee should be able to understand that a particular action needs to change without feeling that they, as a person, are being attacked.

Practical ways to strengthen communication and morale

Employers and managers can take simple steps to improve communication within their teams:

Listen before responding. Give employees an opportunity to explain their side of a situation.
Correct privately where possible. Public embarrassment can damage trust and morale.
Be clear about expectations. Employees cannot meet standards they do not understand.
Keep communication consistent. Avoid changing expectations according to your mood.
Recognise good work. A simple “well done” can make a meaningful difference.
Do not confuse respect with avoiding accountability. Difficult conversations are sometimes necessary, but they can still be respectful.
Check your tone. The same words can have very different meanings depending on how they are delivered.
Encourage questions. Questions should be treated as opportunities to clarify, not automatically as signs of incompetence.
Deal with conflict early. Small issues are generally easier to address before resentment builds.
Follow through. If you tell an employee you will investigate or address something, do so.
Lead by example. Employees often learn how to communicate by watching management.
Make communication two-way. Employees should not only receive instructions, but they should also have appropriate opportunities to give feedback and raise concerns.

A workplace where people feel respected

Ultimately, communication, trust, and team morale are closely connected.

A manager’s words may take only a few seconds to say, but their impact can last much longer. A kind word can restore confidence. A respectful correction can turn a mistake into a learning opportunity. A manager who listens can prevent a small concern from becoming a major conflict.

Equally, repeated criticism, shouting, dismissive behaviour, or speaking down to employees can gradually change the culture of a workplace.

The goal is not to create a workplace where everyone agrees all the time or where difficult conversations are avoided. The goal is to create a workplace where people can disagree respectfully, ask questions, accept accountability, raise concerns, and work towards the same objectives.

For employers in the Hairdressing, Cosmetology, Beauty and Skincare Industry, this is especially important. The way a team communicates with one another becomes part of the culture that clients experience.

A healthy team does not happen by accident. It is built through everyday conversations, consistent management, mutual respect, and trust.

So, before the next difficult conversation, pause and ask:

“What do I want this person to understand, and how do I want them to feel after this conversation?”

Because communication is not only about what we say. It is about what people hear, what they feel, what they believe, and what they take away from the interaction.

And when communication builds trust rather than fear, it creates stronger teams, healthier workplace relationships, and a better environment for everyone.