Boost Team Communication in Your Interiorscape Business

Running your own company can be a daunting—and at times lonely—task. Churning out fresh ideas while establishing the role of a strong leader, all while juggling countless other responsibilities, is a challenge every interiorscape business owner knows well. We’re constantly on the move and usually thinking at the same pace—fast and furious. It’s easy to overlook job duties, and while we may understand what each role in the company involves, team members might not fully grasp what’s expected.

No two people think alike or process information in the same way. It’s important to recognize that, as business owners, we view things from an angle of profitability and keeping the company running. Employees, on the other hand, receive a regular paycheck, regardless of whether quarterly sales are up or down. And once they leave the office, their focus shifts to their personal lives. That’s a stark contrast to owners, who are almost always—if only in our heads—still working.

Throughout my career, I’ve made it a priority to continuously grow my leadership skills alongside my interiorscape business. A big part of that skill set involves managing people effectively, and it’s not always easy. Looking back, I’ve realized that communication is often where things tend to break down. By following a few key practices, I’ve strengthened how I communicate with my employees, and it’s been a game-changer for both me and my business.

The book The E Myth by Michael Gerber gave me countless valuable insights for running a successful business. It helped me clearly see why I’d experienced some of the setbacks in my own company. Gerber emphasizes the importance of building a strong foundation through strategic objectives, and I’d like to share a few of those with you.

Clarify Interiorscape Team Roles to Improve Communication

Growth starts with a clear team structure. In an interiorscape business, where roles often overlap, it’s important for everyone to understand their responsibilities and how they fit into the bigger picture. When you document and organize your employees’ roles, communication improves—and so does the way your company runs.

Start by creating an organizational chart that reflects where your interiorscape business is today and where you want it to grow in the future.
Outline all the job duties and responsibilities needed to support that growth and give each one a clear title and description.
Compile these descriptions into a job manual that anyone on your interiorscape team can access and understand. Documenting the responsibilities of the office manager, installation crew, technicians, sales staff, and president in writing helps clarify each person’s role. It may be time-consuming, but it’s one of the best ways to support long-term success.
Ask yourself, “What is everyone’s role in the company? How do we accomplish our daily, monthly, and yearly goals?” Imagine a scenario where a team member wins the lottery and leaves the next day to travel the world. What would it take to keep their position running smoothly until it’s filled?
Create a job description before hiring new staff. It helps define exactly what you need to fill the position and is a great training tool to set new hires up for success.
Set up a “position contract” to promote clear communication and ensure a mutual understanding of expectations and accountabilities. Think of it as a summary of the company’s rules and strategies. As your business grows, update it regularly.

Strengthen Team Dynamics by Addressing Conflict

Conflict happens even in the best-run interiorscape businesses. The key is handling it early and constructively. When your team knows how to work through issues together, it leads to better communication, stronger relationships, and fewer roadblocks down the line.

Set Clear Expectations

Start by establishing disciplinary procedures for situations where employees fail to meet their responsibilities. Be specific about the steps involved and make sure all managers follow the same format and expectations.
Stick to the facts, not the drama.
Refer back to job descriptions if there’s any confusion about the work process or responsibilities. Oftentimes, clarifying is enough to resolve the issue.

Address Issues Quickly and Openly

Don’t shy away from tough conversations with team members. Address miscommunications immediately—sometimes all it takes is talking things through. Make sure you hear both sides of the story, whether it involves employees, clients, or both.
Encourage employees to resolve issues among themselves when possible, and only get involved when necessary. Discourage gossip and talking behind others’ backs—this kind of negativity spreads quickly and can destroy team morale.
Act promptly. If you feel the need to talk to a staff member, don’t procrastinate. Small problems tend to snowball if left unchecked.
When an employee brings an issue to you, ask them to also bring a possible solution. Good questions often lead to better outcomes and help your team grow stronger in the process.
Bring all involved staff together and talk through the issue as a group. Let each person share their concerns and work together to find a solution. This collaborative approach helps everyone feel heard and often leads to win-win situations.
When possible, conduct these conversations in a conference room, and leave the issue behind once the meeting ends. Don’t carry grudges. Business is business.

Lead With Clarity and Compassion

Remember, conflict isn’t always a bad thing. When done constructively, it can lead to better ideas, stronger communication, and real growth. Steve Jobs was known for his intense meetings, but his push for better ideas contributed to Apple’s success.
As a leader, it’s okay not to have all the answers right away. Some situations are too complex to make a decision quickly. Give yourself time to think things through before offering a final decision or solution.
Keep your conversations short and to the point.
Be clear in your communication. We wear many hats, and sometimes we don’t realize our instructions aren’t coming across as intended. But if your team doesn’t fully understand what’s expected, they’re set up to fail. Always encourage questions, and take the time to answer them without being abrupt or dismissive.

Foster a Culture of Recognition in Your Interiorscape Business

A little recognition can go a long way to boost morale, strengthen your team, and remind people that their work matters. It’s easy to get caught up in the day-to-day, but taking time to say “thank you” can make a real difference in your interiorscape company’s culture.

Whether it’s a quick text, an email, a handwritten note, or a simple “great job,” let your employees know when they’ve done something well. Ask your whole team to do the same. As an owner, recognition doesn’t always come your way, and it can be lonely at the top. But when you create a culture where team members acknowledge one another, appreciation starts to flow in every direction.
Save time in meetings to recognize staff who have demonstrated great work. Public recognition in front of peers reinforces positive behavior and boosts enthusiasm across the board.
Don’t forget to celebrate milestones. Five, ten, fifteen, or even twenty years of service—these anniversaries are a big deal. Taking time to highlight your employees’ commitment speaks volumes, and the effect on morale is invaluable.

Successful communication isn’t always easy, but it is both powerful and rewarding. Building a thriving interiorscape business requires strong communication at every turn. As we grow alongside our companies and navigate the balance of work and personal life, we will face both triumphs and setbacks. It’s part of the journey, but remember to keep your perspective clear. Applying the art of communication to everything you do leads to well-earned rewards—driving continued company growth and long-term success. So go out there and communicate powerfully, clearly, and honestly.