Employees are always careless and make mistakes at work, how should they communicate with them?

You can let the staff memorize the main point, so that the employee can better grasp the main point and will not make mistakes.

I think you have to tell the employee that if you make another mistake, then I'm going to punish you accordingly, and try to be as strict as possible.

I think you can say that if you are always careless, it may affect the interests of our company, and we will not want you at that time.

If you find a major mistake in your colleague's work, how should you communicate it correctly?

The question is to grasp several angles to analyze comprehensively in order to make the most important decision. The information provided by questions alone is not enough to make rational, objective and effective decisions. If you want to decide whether or not to help your colleagues, you need to stand on four angles.

Can you help you talk about the situation? You have to help friends in the evening, you need your own assessment to evaluate the four elements, remember the lack of one! You have the same amount of leadership in your mind, and if you have the same amount, you will be unknown in units, work capacity, rank, performance, etc.

Or even a "no" state. It's hard to listen to it, leadership doesn't like you! If so, it's best to choose a shutter.

Helping others is not like, but first making sure they don't get involved is the greatest premise. If you're looking for leadership theory because you have a loss, you're going to be ignorant for your coworkers, or embrace it for your coworkers, and you might plant!

Don't be sure if your saved question has been saved. As soon as some problems have come out, the leader is judged dead. Some problems, because some people say and, coupled with the active efforts of all parties, admit mistakes, pledge commitments, etc., there are still many savings leaders who may be angry and resign workers, but only.

Ask a friend, you have to have a "problem, severe, category" perspective, and the cause of the problem. The personal enthusiasm and solving attitude of your colleagues has some workplace people making old ghosts who want help from others when they face a problem, and I want others to support themselves. Or face your own mistakes and have someone to help them talk about.

Self-protection is the greatest premise, not the blood of the old gang, but we must face the real estate workplace and should be responsible for your future. We really should be right and should do things for our friends. But only if you have to make sure that your survival and development will not be affected.

After all, we are just a worker, a workplace. At what time and in what state the leader is in, the leader will talk about it, and it is necessary to pay attention. Don't bring yourself, or because the leader has always sought himself directly.

This can make things worse or even put yourself in a very awkward situation.

I think you must control your emotions, communicate with your colleagues slowly, and then let him correct them, and never keep blaming the other party, this is useless.

I will first understand whether my colleagues have really made mistakes, and I will not immediately deny them, but will communicate effectively with colleagues, and ask questions to make colleagues realize their mistakes and then give them affirmation.

Privately pointed out. This will not hurt the face of colleagues, and it can also save colleagues from making mistakes at work, killing two birds with one stone.

When a major mistake occurs, his emotions are also very tense at this time, so he should first relieve his emotions, and he should also think about countermeasures to minimize the loss.

First of all, you should tell this colleague that there is a major mistake in the work, and then listen to his solution first, don't scold, you must respect the employee, at this time, scolding is meaningless, recovering losses, timely stop loss is the most important thing.

If it were me, I would tell him what happened, because if something like this goes wrong, it is very likely that he will not be able to do his job.

You should tell your colleagues and take the initiative to admit your mistakes to your boss. Maybe there's a chance to save it. Be gentle in tone.

As executors, employees are subject to the arrangement of their leaders. Leaders should be absolutely clear and reasonable when arranging tasks, which will help employees understand the purpose and intent of the work, and further complete the tasks within the specified time and quality and quantity.

If the leader issues work instructions, it is ambiguous, and it is difficult for employees to make mistakes.

The leader's attitude towards work can often affect employees, if the leader is strict and meticulous attitude towards work, then employees will naturally have higher requirements for themselves, and treat their work more responsibly and seriously.

In addition to the lack of clarity when the leadership directives are issued, there is also a lack of communication.

After all, a successful communication can only be called when the leader issues work tasks, instructions, and the information received by employees understands the information communicated consistently, accurately, and correctly.

Successful communication, simply put, means that you fully understand and understand my meaning and demands, including clarifying the end result I want to achieve, you are confident about the achievement of the goal or result, you are clear about how to do it and how to do it well, and you are willing to put in the effort to achieve the goal.

It is never easy to complete a successful communication between people, and communication with people in real life is always full of misunderstandings, the most common example is that the leader thinks he is speaking clearly, but the employee's understanding is different, and it is bound to go wrong.

When the "detail channel" of the communication between the leader and the employee is not together, it usually shows that you have what you say, I have me to do, and the final result is not satisfactory to both parties.

Because the leader feels that he has already expressed the effect he wants to achieve, you didn't do it according to his requirements at all, but the employees are also very aggrieved, thinking that they are doing it according to the leader's requirements, and they have paid so much, but it is the result of criticism.

In fact, the key here is the leader's expectations for the work goal, and the employee listened to it, but he didn't really understand, but for some reasons, the employee didn't put forward the doubts in time.

Then the leader will assume that you fully understand what he means and clearly know the effect he wants. This is the reason why employees make frequent mistakes, and it seems to be stuck in a kind of endless loop, where the work is not completed enough, and the efficiency and effectiveness are not improved.

I think if it is a new employee, a little unfamiliar with the work, easy to have some understanding, this is also very normal, then in this case you still communicate through chat to let him go to work, if you have been in this situation for a long time, it is better to talk to him directly, it is also for his good.

When faced with subordinates who have made mistakes, it is important for them to truly recognize their mistakes and voluntarily correct them. If a subordinate doesn't realize his mistake, he'll definitely make the same mistake in the future. Therefore, when subordinates make mistakes for the first time, let them recognize their mistakes, so as to avoid similar mistakes in the future.

So, how can you make your subordinates recognize their mistakes with dignity?

First of all, after a subordinate makes a mistake, you need to understand the severity of the mistake and the reason for the mistake. In addition to asking the person who made the mistake, you should also ask other subordinates about these things. Second, talk to the subordinate who made the mistake, tell him what you know, and admit that you also have the mistake of poor supervision, and then give the subordinate time to explain.

In the process of listening, you should think positively, do not give him the feeling of coerced confession, and try to communicate with him in a tactful tone.

Finally, from the perspective of the overall situation, discuss the reasons for the mistakes with the subordinates based on the perspectives of other colleagues and the matter itself. Avoid making your subordinates feel that you are putting all the blame on them. When subordinates make mistakes, leaders should actively guide them to correct them, and do not beat them to death with a stick, or simply dismiss them.

So, how exactly should you deal with subordinates who make mistakes?

As a leader, you need to take a position on the right foot: encourage employees to do more, but oppose making mistakes one after another. Employees should be made to understand that it is okay to make mistakes the first time, but if they make mistakes repeatedly and repeatedly short-selling, it cannot be forgiven.

When a subordinate makes a mistake, the leader should arrange for other subordinates to record his mistake. As a leader, document it as well. When he made a mistake again, he showed the record of the last mistake in public, and told the subordinate that this was the second time and hoped that he would not have a third time.

In this way, the subordinate will be impressed, and he will not make the same mistake again.

In daily life, mistakes can cause some unnecessary troubles to people, but if they are handled properly, they will promote the improvement of the work and thus increase the efficiency of the work. Therefore, it is necessary to analyze errors. When a mistake occurs, analyze the cause with your subordinates, and don't think it's just your subordinates' fault, so you blindly punish or criticize them.

Summary: In fact, analyzing mistakes is not about holding individuals responsible, the key is to identify the problem and study ways to solve it so that similar mistakes are not made next time.

First of all, whether it is an old employee or a new employee, if they make mistakes, then you should let them know that they have made mistakes and teach them some lessons. But they are old employees after all, and you'd better give them some face.

Because under normal circumstances, if the old employees work in a company, it will bring more of this kind of controversy to the whole team, that is to say, if there are old employees in the team, he can let some new employees better integrate into the environment.

So it's appropriate to use some better ways for old employees not to always be so tough, but for old employees, if you are particularly weak, the old employee is likely to fall out of favor and be proud, but will think that he himself is particularly important here, and think that you will never fire him.

So it's best to come to this old employee in private to talk to see what kind of opinion this old employee has in his heart, and see if he knows his mistakes. And talk about his mistakes, when he knows his mistakes, and then give him a face, tell him that you will not do anything to the other party, and hope that he can change it in the future.

So in this way, it is still a more appropriate way, that is, the first point can let the old employee know his mistakes, the second point can also give the old employee a lesson, and also let the old employee know that you are good, and you can let the old employee know that you are good to him and work better for you when the work situation is in the future.

Therefore, the old man who made a mistake does not know that it is important to be balanced, in the final analysis, it depends on how you will treat the other party, and whether the other party can know what you mean. Only in this way can the old employee think that you are very good, and the contact between you can be more effective in the future, which is the most important thing.

Summary. Hello, dear, if it is difficult to communicate because some employees do not understand the company's situation, they should explain and explain more, so that the other party can understand the specific situation of the company.

Hello, dear, if it is difficult to communicate within the company because some employees do not understand the company's situation, they should elaborate and explain more, so that they can understand the specific situation of the company.

Pro, specific implementation strategy: due to the large number of people in the enterprise, there are many departments, and the information flow is very large. In order to enable the efficient flow of information.

Managers must establish stable and reasonable information dissemination channels in order to control the horizontal and vertical information flow within the enterprise, so that all departments and employees have fixed information. Don't let the internal rumors of the enterprise be chaotic and disrupt the normal operation of the entire enterprise, introduce their respective situations, and do the exchange of information among various departments, so as to enhance understanding, narrow the gap in understanding, and promote the coordination of cooperation. Second, it can solve the problem.

On the basis of exchanging information, communicating and coordinating solutions to a certain problem is conducive to the complete solution of the problem. In conclusion, communication management is a compulsory course for managers. Only by constantly removing the "garbage" that blocks communication can we create an invincible enterprise management team that works together, works together, and is invincible.