How can management proactively communicate with subordinates who are dissatisfied with them?

For managers, managing their subordinates is a very difficult and very important thing. All work content needs to be finalized in consultation between managers and employees. If management and their subordinates are not able to communicate well, then the project is basically in a situation of disconnection.

In fact, in the workplace, there are many employees who are dissatisfied with the management and are unwilling to communicate, so that the project has been delayed and cannot be completed.

So if the management encounters a subordinate who is dissatisfied with him, how should he take the initiative to communicate? After all, one is a management and the other is a subordinate, and taking the initiative to communicate will seem to have little face.

Communication is not easy, because everyone's thoughts are different, so it is difficult to know the other person's true thoughts based on imagination alone, and it is very possible to have misunderstandings. We can find a high-sounding excuse to have dinner with the other party, and then talk about it heart-to-heart, and hope that the other party can point out any dissatisfaction.

Or as a leader, you can also choose to give him some benefits, such as a project or words of encouragement to him. Think from the other person's point of view, let the other person change, so as to solve the contradiction between the two people.

In order to ensure that the project is foolproof, we can even discuss the project with him more often, and make an appointment for tea or something from time to time.

Of course, as a leader, you need to lead by example, set yourself a role model, be rational, and don't argue with employees. In the face of stubborn employees, we must threaten and give benefits together, otherwise only giving benefits and not giving threats will make the other party gain an inch, and even more disobey their own commands, but make the situation worse.

I think it is better to say it well, not in a commanding tone, but in a tone that is equal to him, so that it will make people more comfortable.

Talk to your subordinates first, be affectionate before courtesy, talk about human feelings, tactfully point out his mistakes, reconcile as much as possible, and finally talk to him.

As a manager, first of all, you must maintain your own pattern, when you face your dissatisfied subordinates, keep your patience, inform them of your requirements, strengthen training, and let them become people who make you satisfied as soon as possible.

It is better to solve this problem privately, and on weekends or holidays, the leader invites his subordinates who are dissatisfied with him to have a meal and have a good talk.

You can talk to him, understand the real thoughts in the hearts of employees, adjust from them, and don't take the initiative to talk to employees because they can't let go of their identity because of the leader.

I feel that I have to communicate privately alone, and I can't talk about this problem in front of everyone, which is easy to cause psychological problems for employees, and I should call them to the office alone.

I think I should communicate with my own tree in private, and communicate well, and not talk too impulsively, after all, it is to do a better job.

First of all, privately, communicate with your employees when they are not working, tell him what are the shortcomings of his work, and how he hopes to improve.

Communication should be done calmly. In fact, when facing a person who hates himself, it is easy for people to become subjective and extreme, so they should calm down and communicate well.

Put down your face, ask the reason, and slowly solve the problem.

As a manager, you should pay attention to communication and actively communicate with your subordinates as comprehensively as possible, so that you can grasp the information and make decisions only when you have information. The process of collecting information requires communication, and decision-making also needs to communicate, because without communication, no matter how good ideas and plans can not be realized, we must not only pay attention to communication with subordinates, but also interact with colleagues, direct superiors, colleagues in other departments, and customers.

Whether it is the person who slowly transmits the information, or the person who receives the information, their knowledge and skills will not be the same, it may be that the range of knowledge and skills of the person who transmits the information is relatively broad, beyond the scope of the knowledge and skills of the recipient, then you need to reduce the dimension: down to the same level of knowledge and skills as the recipient, and communicate in a language that they can understand and accept, rather than beyond the scope of their knowledge and skills, which will make them confused: what the hell is this?

I don't even know each other. Those who have a lot of knowledge should be reduced to the same channel as those who have a small amount of knowledge.

The dimensions of everyone's attention are different, because they play different roles in the organization, which makes everyone selectively understand things, have different interests, people in different roles are very difficult to communicate, and need a powerful coordinator to guide and coordinate. It should be noted that people did not take the action you expected, it does not mean that the other party did not understand what you meant, but what can be represented is that he does not agree with your views and practices, if you can't unify the way of doing things, you don't have to force it: just let him understand what the goal is, let him give you the result, because the eight immortals cross the sea, each shows his magical powers, everyone will use the method suitable for him to do the implementation, the result is not reached, just take the corresponding responsibility.

After this kind of problem occurs, a Zheng Zao must find a suitable occasion, and then communicate patiently with the other party, and at the same time should ask the other party the reason for the dissatisfaction, if it is wrong, then you should get rid of your own state is bad and bad habits, and do not have a conflict with the other party.

Talk to your subordinates in a timely manner, understand the crux of the problem, open the knot of your subordinates, go out with your subordinates to eat and drink Chang Hall wine, let him relax, better understand the problem, and have a private conversation with his subordinates. Resistant to modification.

You can take the initiative to communicate with the other party, and you should call the other party to the conference room, and then reason with the other party, and you should also tell the other party why you are doing this, so that the other party will have a clear understanding.

Communication is a bridge between people to establish a friendly relationship, and communication is also an important factor in interpersonal relationships.

So how do you communicate with your own subordinates?

1.Understand the work goals of your subordinates.

Each employee has their own goals, the goal is actually the hope of the person, what we hope to get, this thing is our goal, then as a manager can discuss the work goals with subordinates, understand the employee's future planning for their own future and the attitude towards the company. Managers can't guarantee that everyone will agree with the company's culture and vision, but they can communicate with them to build their employees' goals and strengthen their connection with the company.

2.Thinking about problems from a different angle, thinking about problems from a different standpoint, this is what we often have to have in the insight of our lives, whether it is a very family, a friend, a superior-subordinate relationship.

For example, when the work efficiency is low, as a manager, you should first think about the work, what are the root causes and direct causes of low efficiency, whether the manager has real meaningful help, or whether the subordinates are suitable for the position, and then solve the problem after thinking, 3Trust your subordinates, don't see loyalty as a means of control, emphasize loyalty to be careful, loyalty cannot be used as a means of control in a small area, but trust can be used as a means of control, the degree to which everyone around you is worthy of your trust can be evaluated, and the person who needs to trust you, rather than judging the person's possession with loyalty.

The way I usually use it is to talk to him with a few people who are very convinced of me, to make him feel isolated, and then talk to him alone, listen to him more after opening the communication, express more agreement with his opinion but point out what I feel is immature, and talk more about the problem as not my own point of view, but the point of view of the team. Indicates that his ideas are very informative. Thank you to him in the end.

Find out the reasons for the disobedience, and then demonstrate the ability to match where you are.

There are certain skills in communicating with colleagues, subordinates and leaders But Yu Shiwei told us that there are several ways to establish your own prestige, and I will tell you two kinds 1Expert power is that you are an image of an expert, subordinates will not, you come and do a good job, it is the invisible prestige, this prestige is relatively strong 2The right to salary is that his salary is in your hands, and you can have the right to reward and punish.

First of all, consider why your subordinates disobey you, whether it is ability or age, etc., only to find out the reasons to improve yourself, if you want to make a person obey you, you must first show yourself better than the other party.

Share business management knowledge every day.