Importance of Communicating in an Informed, Clear and Confident Way
A people professional must demonstrate professional courage and influence in order to act as a firm voice for people practices within an organisation. The CIPD Profession Map identifies professional courage and influence as key behaviours that enable people professionals to challenge inappropriate practices, communicate evidence-based recommendations and advocate for ethical people management (CIPD, 2025a). To achieve this, people professionals must present information clearly, structure their arguments logically and tailor their communication style to the audience in order to gain support from organisational leaders (Battu, n.d).
Communicating in an informed, clear and confident way is important because people professionals often need to challenge existing management practices and influence decision-making. At Nexxobyte, inconsistent management practices have already created issues such as unequal access to learning and development opportunities across teams. If these concerns are not communicated persuasively, management may fail to recognise the organisational risks associated with inconsistent people practices. Clear and confident communication therefore enables the people professional to present evidence, highlight potential risks and demonstrate how improved people practices can support organisational performance.
Effective communication also helps align people practices with organisational objectives. According to Azeem et al. (2020), inadequate line management capability is a major contributor to employee disengagement and increased turnover. By presenting clear evidence linking people management practices to organisational outcomes such as productivity, retention and engagement, a people professional at Nexxobyte can influence the management team to adopt more consistent and evidence-based approaches to managing employees. This ensures that people initiatives contribute directly to the organisation’s growth and long-term sustainability.
Consequence for Nexxobyte if People professional fail to communicate effectively
If the people professional at Nexxobyte is unable to communicate effectively with the management team, the organisation may continue operating with inconsistent and potentially unfair people practices. For example, the existing issue of unequal access to paid learning and development opportunities may remain unresolved. This inconsistency can create perceptions of unfairness among employees, which may reduce employee engagement and trust in leadership.
Over time, unresolved issues such as these may contribute to higher employee turnover and difficulties in attracting talent, particularly as employees seek organisations that offer fair and transparent development opportunities. According to Kim and Cho (2024), organisations that fail to address employee concerns and provide equitable development opportunities often experience lower employee commitment and retention. For Nexxobyte, this could ultimately affect organisational performance, as losing skilled employees increases recruitment costs and disrupts team productivity.
Finally, as a people professional failing to communicate in an informed, clear and confident way, may also undermine my professional credibility. Senior leaders may perceive my recommendations as lacking authority or strategic value, which could result in my advice being ignored during organisational decision-making. Over time, this may limit my ability to influence people management practices and reduce the strategic contribution of the HR function within Nexxobyte.