As a manager, how should you communicate with your subordinates?

Learn more about your subordinates and communicate with them slowly! Sometimes be more considerate of the situation of your subordinates!

Trouble, thanks!

You should completely forget the thoughts of your subordinates, think from an angle, and use different ways and methods to make them feel that you are a good superior, and sometimes others can believe you. Easy to manage without effort.

1. Stage work objectives and task completion.

The performance appraisal form, job description and work plan should be compared to the communication on the completion of each work, and the supervisor can discuss and determine the completion of job responsibilities and indicators one by one. This is mainly to exchange views on the results of employees' performance appraisals in the past period in order to seek consensus.

2. Excellent performance in the process of completing the work.

The main thing is to dig out the shining points in the work of subordinates, and it is best to list specific examples to prove it. This communication requires supervisors to observe and discover the excellent aspects of employees in their daily work, and to give timely praise and rewards to amplify the positive impact of positive behaviors. To do this, the supervisor must first really find the shining points in the employee, such as some things that are not within the scope of the employee's responsibility (even if it is a small thing) that the employee takes the initiative to complete, and treats the work completion results that exceed the standard or expect a lot.

But be careful not to praise behaviors that don't deserve praise, such as things that employees are expected to do. Secondly, it should be noted that the praise must be specific, the content of the praise must be based on facts, and the attitude should be clear.

3. Point out the areas that need to be improved.

In response to specific problems, Chaichun clearly pointed out where employees did not do well in the process of work, and where they could still be improved. Ask the employee to analyze the cause of the problem, describe how to overcome and improve it next, and make their own suggestions.

4. Describe the views and opinions of the company's leaders or others on the work of subordinates.

For positive feedback, be sure to inform employees of the specific praise and content in a timely manner, and express gratitude to employees for the honor they have won for the department. For negative feedback, the content of the feedback can be paraphrased, and whether the feedback department or person needs to be explained according to different situations (severity of facts, personality characteristics of employees, etc.). Ask employees for their opinions on feedback, help develop improvement measures, or work with employees to explain the reasons and solutions to the relevant departments.

As a manager, you will have a proper, good view of management methods. As a manager, your goal is to implement the company's development strategy, the plan that can achieve the goal, run and achieve the goal according to your subordinates, and then achieve the conclusion that the company wants. The purpose of your effective communication is to enable employees to work efficiently and independently, and to move towards the perspective of corporate incentives.

If you only put the right on your own and fulfill it, <>

If you shirk your responsibilities to your subordinates and let your subordinates "carry the black pot", then you don't have subordinates who can lead the cadres, because they don't believe in what you often say or give a big discount when they implement it - they are all trying to protect themselves from being "thrown off"!Managers are in charge of things, not about regulating employees based on rights, organizational information, and intelligent management systems. It is important to remember that employees are people, not equipment, and they are not like system software, a functional point that only understands implementation and has no emotions.

Employees have emotional needs, you are in charge of what employees do, hand over to a satisfactory end, and also need to meet the requirements of employees' physiological, emotional, economic, psychological state and rights.

How to adjust the enthusiasm of the workers, I have another point of view, is how to make the workers faster and more accurate to implement the work content assigned by the leading cadres and can be successfully completed. I think there are four things that I think are worth paying attention to. It is necessary to fully understand the temperament and technical characteristics of the staff.

Everyone has their own tendency, and there is a certain ability to promote their strengths and avoid weaknesses, so some work is willing to do, of course, high efficiency and good conduct; Some homework is not good at doing it, and there is resistance, but I have no choice but to do it, I can't pass the buck, I can only grit my teeth and continue to do it, which is inefficient and the actual effect is not ideal. Therefore, it is necessary to understand the employees, use their strengths, and learn from each other's strengths. Employees must be adequately encouraged to perform and reflect their development and growth.

Walls and poles are all part of the house and have a key obligation to maintain the owner, but their bearing capacity and prefabrication are not the same. And people are different from simple lines, they have concepts and needs. The effect that each person often exerts in a group is different.

As the leader of an elite team, you may not be able to give the group members the chemicals they want, but it is very important to give the right mental motivation. "I have confirmed the eyes, you are also the person I want", the character of the protagonist of the employee is undoubtedly reflected and will promote the execution and imagination of the employee.

Get to the heart of the matter, don't procrastinate, and don't always ramble and say useless things at this time.

Just find a suitable opportunity to communicate with employees calmly; Encourage the employee more, give the employee some confidence, and praise him more, so that he can be motivated to work.

Give some rewards appropriately, and also pay attention to the way you speak, get to the heart of the matter, and pay attention to listening.

As a manager, the ability to communicate with subordinates is really important! Many of our managers turn communication with their subordinates into:"Pull homely", it becomes a "discipline" to assert one's authority, or to change communication to a special concern for some employees"means"，As a result, your management is often in crisis because of this communication. First of all, help subordinates solve the problems at hand; Let the collapse be delayed to clarify the consequences and severity of the problem; Help him form a summary and closed loop and stop sinning.

Of course, in addition to the above two purposes, communication may also be some needs are not met, or because of feeling unfair treatment is wronged, but also need to communicate with subordinates in a timely manner, this kind of psychological problems, also need to communicate in a timely manner, this situation does not need to have more information, it varies from person to person, from thing to thing.

The so-called communication is to convey information and meaning, to ensure that these letters can be understood by the other party, he understands what you mean, in the process of communication, you can use text, **, ** and other tools, through face-to-face communication, written notices, WeChat or convey the information you want to express, this information can be understood, whether it is the person who transmits the message, or the person who receives the message, their knowledge and skills are different. The person delivering the message may have a wide range of knowledge and skills beyond the scope of the recipient's knowledge and skills.

At this point, you need to lower the dimension: down to the same level of knowledge and skills as the recipient, communicating in a language that they can understand and accept, rather than going beyond theirs, which will make them look confused: what is this?

I don't even know. People with a lot of knowledge should be on the same channel as people with a lot of knowledge. When you feel that you can't do it, don't make promises easily, or even trick him into letting his subordinates take the first step in execution, because it is difficult for people who have lost trust to gain the trust of others again, the cost of rebuilding trust is particularly high, and your leadership skills will be weakened - you can even rely on the power that your position brings to drive your subordinates to do things.

If your actions are consistent with your words, or even prove with your actions what you say, at least you are trustworthy, speaking plainly is valuable, your influence on your subordinates will increase, and sometimes they will listen to what you say because they believe in your character. Tolerance and appreciation. If you do a good job with your subordinate employees, you should be widely appreciated and establish benchmarks for learning.

For subordinate employees who have strong work ability but occasionally make mistakes, they should learn to be tolerant and give full encouragement and help.

Respect others. Saying goes. "People want face, trees want bark", for subordinate employees who do not complete their work well, managers should criticize or reprimand them, but they must rest.

Don't criticize each other in the face of others. Everyone should have a face and self-esteem. As a manager, we should respect the self-esteem of others.

Have the courage to admit mistakes. We should have the courage to face and bear the mistakes of managers in their work. If the manager has no sense of responsibility, how can subordinate employees obey you and work hard for the company?

For subordinate employees who put forward opinions or suggestions, they should be accepted with an open mind, and should not be angry, angry, defended, or retaliated.

The first point is that the best way for managers to communicate with their subordinates is to have their own ideas, the second point is that in the process of communication, they should let the same governor have a good enthusiasm, and the third point is to be full of positive energy as a leader, so that it can be.

When the ditch with the subordinates is defeated, you should play the family card, you should consider the problem from the perspective of the subordinates, and you can draw a big pie for the subordinates when you are bored in the communication, so as to mobilize the enthusiasm of the employees.

When managers communicate with their subordinates, they must pay attention to the way they are blind, and if they want to mobilize the enthusiasm of employees, then they must be cautious to give employees some incentive policies.