Workplace: The Art Of Communication With Subordinates

　　 (1) be good at taking advantage of all the opportunities to speak, and be good at catching the main problems.

　　 Conversation Usually, it is divided into two forms: formal and informal. The former is carried out in working hours while the latter is in spare time. As a leader, we should not give up the chance of informal conversation. Even in a state of unguarded psychology, sometimes even unexpected information can be provided, which will provide an important reference for future management decisions.

At the same time, conversation must be focused and concise. On the one hand, the leader should set an example by following the general solicitude greetings, then quickly turn to the point, clarify the essence of the problem; on the other hand, let the staff develop this habit of conversation. You should know that multilingual is a manifestation of the lack of understanding of the essence of information, and a major enemy of conversation efficiency.

　　 (2) be good at motivating employees to tell the truth.

Conversation is Leader Communication with employees is also a reflection of the real situation. If employees do not have the desire to communicate, the conversation will inevitably be deadlocked. Therefore, leaders should first have delicate feelings and sense of propriety, pay attention to their attitudes, ways, even their pronunciation and intonation, so as to stimulate their desire to speak and to complete the task of communicating information in the process of emotional communication. At the same time, the leader must overcome the autocratic and unruly feudal paternalistic style of work, replace it with a frank, sincere and realistic attitude, and try to make employees understand in the course of the conversation that they are interested in the real situation, not to flatter or adorn words, to dispel the concerns of the other party or to cater for all kinds of psychology.

　　 (3) be good at expressing the interest and enthusiasm of conversation, and grasp the propriety of comments.

Leadership and staff Conversation is a kind of bilateral activity. The leader should give positive feedback to the employee, so as to make the conversation more relish, and make the conversation more harmonious and thorough. Therefore, leaders should pay attention to their attitudes when listening to their employees' narrations, and make full use of all means - expression, gesture, interjection and interjection - to express their interest in the content they speak and the enthusiasm for this conversation. At the same time, leaders should not comment when they listen to their employees. If it is not for comment, the wording should be measured and expressed carefully.

　　 (4) be good at restraining oneself and be good at making use of the pause in conversation.

When employees reflect the situation, they often suddenly criticize and complain about something, which objectively criticize leaders themselves. At this point, leaders must be calm and sober minded, not to be excited at the moment, but also speak up for themselves and even defend themselves. And if employees stop in their narration, they should be good at using them as leaders. If the pause is deliberate, it is for the employee to detect the reaction and impression of the leader on his speech, so the leader needs to give general remarks to encourage him to further talk about it. If the staff's thinking is interrupted suddenly, the leader should use the response question method to connect the original train of thought. The way is to repeat the words that the employee just spoke in the form of questions.

　　 (5) being good at overcoming the initial effect, we must avoid "shun me for prosperity, and against me."

The so-called initial effect is what we call "preconceived" in everyday life. Some people are very aware of this effect and have the ability to create some first impressions. Therefore, leaders should be objective and critical in their conversation, be alert at all times, and be good at distinguishing what is being seen from the real situation.

What is more important is that between leaders and subordinates, we should forget that "let go of us and turn against us", otherwise, "domineering and domineering" will become synonymous with such leadership. There are too many negative examples in history. In short, as a leader, we should not be too authoritarian, but we should consider what employees think and do not let their own power cause the resentment and retaliation of employees. To give employees some freedom, let them develop freely, often communicate with employees, do not rely on authority to control them.