The Power of an Email

by Jun 9, 2022

Written by: Sabrina Singh

 

A few weeks ago, I received a message from someone I had never met. Her email (about a rather mundane request) was filled with enthusiasm and encouragement. 

The introductory “Good morning Sabrina!!” set the tone for a positive message. And the sign-off was no different, reading:

 

Happy that I can bring some sunshine into your day!

Be brilliant!

Warmly with Gratitude and Grace,

~ Name

 

The email gave me all the information I was seeking, in a way that left me feeling considered, encouraged, and ~ultimately~ happier.

That same day, I received a different email that:

  1. Provided no greeting
  2. Answered my questions in a short, vague manner
  3. Required us both to spend additional time exchanging emails to clarify the vague answers

I felt like I was interacting with a stranger that just wanted to get the interaction over with. Now, I’m sure that person had a million other things happening and no ill intentions. But, intention and perception are two very different things.

While our in-person interactions are important, our virtual interactions can be just as impactful.

So let’s break it down and consider easy adjustments that will help your everyday emails create positive interactions:

 

GREETING

Your greeting sets the tone for the rest of the email. Addressing your recipient by name automatically makes the email feel more personal. Following it with a simple greeting of well wishes will help portray positive intent. For example:

Good morning Sabrina,

I hope you’re doing well! Are you available for a meeting next week?

On the other hand, “Hi. Can we meet next week?” feels rushed, with a tone left open for interpretation. 

However, I’d be remiss if I didn’t bring a little DISC into this conversation, as we all have our own preferences for communication. (DISC is an assessment that helps you understand your own communication preferences and that of your team members.)

If you’re high in Influencer preferences, you might prefer the first email. If you’re high in Dominant preferences, you probably prefer the second and are thinking, “What’s wrong with it?”

I hear you, and, I also suggest that erring on the side of caution when sending emails means being more personable and connectable rather than less. Particularly in a world focused on inclusivity, I suggest that my first example would lend itself to that goal. 

 

CONTENT

The body of the email should be concise, yet informative. And it should address all questions, even if you don’t have the answer. 

If warranted, a simple, “I’ll get back to you on this by the end of the day tomorrow” lets them know that their question wasn’t ignored or missed.

Additionally, don’t be afraid to show some personality! As we continue deeper down the path of electronic communication, we have also continued down the path of informality. I’m not saying you should use emojis every chance you get, but use your best judgment to include expressive elements when appropriate. 

 

SIGNOFF

How you close the message is just as important as how you lead into it. Think of something funny, warm, kind…anything that will reinforce your positive tone.

Making these adjustments will ensure that:

  1. Your recipient feels personally addressed
  2. Your recipient feels heard and acknowledged
  3. Your recipient feels considered and cared about

These are elements that are significant to our everyday interactions…so why wouldn’t we make them part of our virtual ones, as well?

Go off, be free, make someone smile (via email!), and always be kind.

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

Make a Positive Impact & Earn $ With Civility Partners

You read our blog every week because you care about an inclusive work environment for all individuals at all levels. Either you consult in a similar space, or want to have an impact on your own workplace. For the past 15 years, Civility Partners has been on a mission...

How to Coach Abrasive, or Bullying Leaders

Consider that abrasive leaders, or workplace bullies, engage in aggressive behavior mainly because they’ve been allowed to by their own boss, even encouraged to through promotions, accolades and increased pay.  Their high value to the organization (e.g., sales,...

MIT, Glassdoor, and Deloitte all say people care more about culture than pay: Why aren’t you focused on culture?

Research everywhere speaks volumes. It consistently highlights a significant shift: People care more about workplace culture than their salaries. So, why aren't more companies prioritizing workplace culture?   The Disconnect: Why Culture Gets Overlooked Here are...

3 Reasons Your Hiring Process is Too Lengthy and How to Fix it

Hiring the right person is essential, but a drawn-out hiring process can harm your organization more than you might realize. Missed opportunities, decreased productivity, and losing top candidates to competitors are just a few of the costly consequences. While being...

5 Skills Your Managers Need (But Probably Don’t Have) to Effectively Interview Job Applicants

Did you know that 76% of hiring managers admit that attracting the right job candidates is their greatest challenge? Why? Because many managers lack key skills needed for effective interviewing. Culture matters to employees, but it’s just as crucial for hiring. Keep...

Concerned about discussions of opposing political views at work?

Election season is here, bringing with it a flood of discussions, debates, and distractions. Add global tensions dominating the news, and it's easy to see why employees might struggle to stay focused… especially if they have opposing views from their colleagues… and...

3 Savvy Ways to Spend Your Budget Surplus

It’s halfway through the year, and for some companies, the fiscal year is wrapping up, leaving them with an unexpected budget surplus.  While it might be tempting to funnel these extra funds into new equipment or throw after-hours parties, there's a more strategic...

Implicit Bias Training That Works

A significant barrier to achieving a diverse and inclusive workforce is implicit bias. Implicit bias occurs when, for instance, you hear the word "engineer" and immediately assume it is a man, or hear "teacher" and assume it is a woman. Have you ever been guilty of...

Over 50% of Workers Now Value Balance and Belonging Over Climbing the Corporate Ladder

Yesterday, I came across research by Randstad and it really got me thinking about how much the workplace landscape is changing. This study included insights from 27,000 workers worldwide and what really caught my attention was that nearly half of the respondents—47%,...

Your Culture Matters as Much as Your Legal Compliance

Legal compliance serves as the bedrock of any organization. While it lays the foundation, a positive workplace culture breathes life into your organization. A strong, supportive culture fosters employee engagement, boosts morale, and enhances productivity.  This...