First, improve communication skills.
If you can do the following, it will be of great help to communication.
1, control emotions
When dealing with subordinates, managers should be more motivated rather than reprimanded. The reason is easy to understand, I believe most people know it, but it is not easy to do it in practice. Losing your temper is not only useless, but also easy to intensify contradictions. What is emotional control? One explanation I have seen is this: when you want to get angry, you spit dirty words on your mouth, but you can suddenly laugh and ask the secretary to pour you a cup of coffee. If you can do this, you will be a master of emotional control. On one occasion, an employee may be negligent in his work and have a problem. As a result, when his manager heard this, he snapped at the employee: "How could you do this? Why don't you feel free to do it? " I said it several times in a row. At first, the employees didn't talk because they were really wrong, but then they began to talk back to the manager directly: "I didn't do well, but there was something wrong." Why do you keep saying that? "The manager just didn't control his emotions.
How to control your emotions: First, hold back. I have seen a way to pause for a few seconds before getting angry. If it really doesn't work, you can ask the employees to leave first and communicate with them in a few minutes. The second is to divert attention, first focus on remedying the problems caused by employee mistakes, and then communicate the problems of employee mistakes. In this respect, we can learn from those emperors who clearly hate an official, but submit to humiliation for the immediate difficulties and even comfort each other.
2, communication should pay attention to strategy.
First, choose the right time, such as choosing bad things when others are in a good mood; Good things are separated, and bad things are finished at once; If communication is troublesome, it's better to wait until others are free.
The second is how to say one thing. Is it a straightforward method, a sandwich method, or a roundabout way? Of course, we want a simple relationship, but everyone has different qualities, different perspectives, different interests and different strategies. Some people are more rational, they can put facts and reason, while others are more emotional and need to play emotional cards. In order to achieve communicative purposes, it is very important to adopt response strategies.
Step 3 learn to listen
Listening is a very important skill. It is possible that you don't have to express your opinions, you just need to listen to solve the problem. Listening can also close the distance with others and make others feel that you respect him. You are a good person, even though you may not say anything.
How to listen? First, we should have a correct attitude, don't show impatience, and don't do actions that we don't want to hear, such as looking at the mobile phone, watching the time and doing irrelevant things. Second, do some actions to encourage each other, such as "Oh", "Hmm" and other modal particles, ask each other "Then what" and so on; Third, show understanding and empathy for each other's experiences (but pay attention to understanding, not agreeing); Fourth, make some records and provide help when necessary.
Second, create a good team communication atmosphere.
1. Communicate with employees regularly.
Communicate with employees once a month and once a week, talk about recent work, care about employees and ask for their opinions. Every communication doesn't have to be in a formal way, and an informal way is better. For example, we can have dinner together, relax with tea, talk about work, gossip and so on.
2. Establish a good relationship with employees.
This kind of relationship includes working relationship and personal relationship. We want to be "close", that is, close and keep our distance.
Step 3 stop snitching
Although the small report can let the supervisor know something and facilitate the "control" of employees, as long as there is a small report, the atmosphere of the team will be destroyed. If you receive a small report, as a manager, you should have a clear understanding. On the one hand, everyone has shortcomings, and some mistakes are inevitable. As long as it is under control and does not harm the team and tasks, don't care too much. Secondly, small reports are usually impure, not for the good of the team, but for personal purposes. Therefore, small reports should be banned.