For a company, it is very important to manage the way of getting along with employees and leadership. Leaders need to communicate with employees in time if they want to master their work. Knowing the situation of team members in time is the first thing a leader should know. Let's take a look at how to get along with employees.
Manage the way you get along with your employees. 1 clearly understand the purpose of communication.
No matter how high your position is, you should ask others' opinions in advance, which is not only your courtesy, but also your respect for others. When communicating with employees, managers need to be clear about the purpose of communication and communicate purposefully to ensure that the communication process does not deviate from the theme. Moreover, because it is purposeful communication, it is necessary to make relevant preparations before communication, so as to ensure smooth and timely communication.
Need to build feelings with the person being communicated.
Since it is necessary to communicate with employees, it is necessary to communicate with employees on information and let them express their opinions. At this time, it is necessary to create a relaxed and harmonious atmosphere for employees, so that employees feel that this is my boss asking for my advice and inviting me to participate. This is because he trusts me and believes that I can do it well. In the process of communication, pay attention to creating some opportunities for employees to show themselves, so that employees' enthusiasm and creativity can be fully exerted and good feelings can be established with each other, which is conducive to promoting effective communication.
Pay attention to enhancing mutual trust.
The development of enterprises needs trust and sincerity, and the communication between managers and employees is also inseparable from trust. If managers trust employees and are willing to empower them, they will also constantly improve their management ability.
Moreover, in the environment of mutual trust, employees are willing to treat everyone sincerely, which is conducive to the implementation of enterprise execution. Managers should strive to gain the trust of employees in all aspects, which is not only conducive to effective communication, but also conducive to team management.
Communication is the basic way for leaders to motivate their subordinates. Leaders should use the art of leadership and adopt incentive measures that conform to the psychological and behavioral laws of employees to mobilize the enthusiasm of employees. Every employee has the need to be respected, socialized and loved, including interpersonal communication, which can be met. Regular communication and exchange can also make people understand each other, eliminate barriers and misunderstandings, eliminate and resolve contradictions and disputes, thus contributing to the formation of good interpersonal relationships in the workplace.
Equal distance communication
High-quality communication should be based on equality. If the communicators can't be equidistant, especially if the supervisor can't keep the same attitude towards his subordinates, the communication during the period will certainly have considerable side effects: people who are favored by the boss will naturally be elated and complain less.
But at the same time, the rest of the employees will have negative emotions of confrontation, doubt and giving up communication, and communication will encounter great resistance. Keep the same working distance from your direct boss and subordinates, and don't have personal feelings, which will be an important place for equal and open communication.
Change one-way communication into two-way communication
It is inevitable that the positions of enterprises and employees cannot be * * *. Only by making good use of the power of communication and adjusting the interests of both sides in time can the two sides develop better and promote each other. In many enterprises, communication is only one-way, only the leaders convey orders downward, and the subordinates only give symbolic feedback.
Such communication not only does not help the supervision and management of the decision-making level, but will inevitably dampen the enthusiasm and sense of belonging of employees over time. In two-way communication, leaders should respect the opinions of employees and avoid public criticism. Even if employees' suggestions can't be adopted, we should affirm their initiative. If the proposal is feasible, it should be praised publicly to show encouragement.
Attach importance to communication efficiency
Communication is the main tool to deal with contradictions caused by improper management. The most effective way to improve communication efficiency is to clarify the communication direction, which is related to the clarification of the functions of various departments within the enterprise. If the functions of the enterprise are clear and definite, then all internal communication will have corresponding goals, so that it will not be kicked around like a ball and eventually go away.
In order to avoid the vicious communication caused by the conflict of interests in the communication process, it is necessary for enterprises to set up a supervision department independent of various functional departments, directly under the decision makers and responsible for coordinating internal communication. Only by improving communication efficiency can we effectively solve the problems of enterprises and the conflicts between employees.
The way of communication varies from person to person.
For those who are capable and laissez-faire: based on trust and decentralization, inspire their sense of responsibility and urge them to improve their communication methods driven by the sense of responsibility.
For people with average ability and good discipline: take the initiative to guide, especially for their own weaknesses, encourage them more and criticize them appropriately, so that they can find their own advantages and disadvantages and communicate actively.
Pay equal attention to criticism and reward for people with poor discipline, actively communicate with them, help them resolve bad emotions in time, and help them build confidence in their personal abilities.
The way of communication varies from occasion to occasion.
Different occasions have different requirements for communication, and different communication methods should be adopted to communicate with customers in parties, conference rooms and other occasions.
Manage the way to get along with employees 2 rules 1 "Make me feel important"
A few years ago, I learned a creed from Lawrence, which became my enlightenment in interpersonal relationship. He said that everyone has an invisible badge around his neck that says "Make me feel important". This sentence reveals the key to getting along with others. This means that each of us needs recognition. We have feelings.
I hope to be liked, loved and respected. Please don't treat us as automata. As a person, we have our own unique ambitions, ambitions, ideals and sensitivities. Your subordinates will say, "I don't have your high prestige, I don't earn so much money, I don't have your big house, I don't have such a high degree;" But like you,
We are human beings, too. I have a family. When I fell out with my children, I felt sad and upset, and I couldn't concentrate on my work. When my child won the scholarship, I was very proud and wanted to stand on the roof and shout. "
Even the big boss has human nature. He came back from golf vacation and scored the first 80 points in his life. How much he wants to show off his physique to his subordinates.
Rule 2 "Know Me"
The best way to give people a sense of intimacy is to match their names, especially for those who have no business dealings with you. At the post office, a "good morning, Sally" (with a smile) will shorten the distance between you. In the office.
When we sit down, someone will say, "Sally went home and said to her husband,' Believe it or not, the vice chairman of our engineering department actually knows me. He called my name. I'm just a nobody in a 250-person technology center! "
Rule 3: Go to the scene in person.
Visiting the site in person is a good way to manage effectively. First of all, I know who is working. I asked them for advice, and they proudly described their work and showed their skills. I learned a lot that I couldn't learn in the office all day. Besides, it provides me with an opportunity to learn from people.
Even opportunities for useful things outside of work. I know their hobbies, families, their problems and long-term plans. In turn, I also told them these things about me. It is important that I know people outside the office. I fell in love with them. We develop mutual respect and understanding. People like to do things for people they like.
Rule four? Realize true tolerance
Tolerance is tolerating what we disagree with. For example, your assistant has drawn up a timetable to redesign the suspension parts to overcome their fatigue damage. He is dealing with the materials laboratory, process department and bench test department to get the results. But, you know, it's no use looking for the craft department. In the past, they only asked questions, but they could not solve them. Even so, do you keep calm and let him come up with a tried and tested final design before blaming him?
Rule 5 "One Minute Manager"
To achieve true tolerance, you must cooperate with your colleagues in some way. "One-minute manager" is a simplified explanation of this way. It requires all people to set their own work goals, that is, everyone actively participates in the process of setting their own goals. Once implemented, people should know what to do and how to do it.
If the implementation is not good, such as delay, negligence, etc., it should be pointed out to the responsible person in time. Never put it off.
One minute of praise is an important part. What if you do a good job and the boss doesn't praise you? You think, "Why am I working so hard? Nobody cares whether I do my work well or not. How creative and versatile I am; And smelly Tony earns as much as I do. "
Regular praise is an excellent source of motivation and stimulant. This is especially true when praise shows an understanding of success.
Manage the way to get along with employees. Respect and understanding:
Etiquette is the courtesy of mutual respect between people! As a manager of a catering enterprise, you should not be arrogant and rude when treating subordinates, but should put down your posture and let employees feel your kindness with warm management. We should actively listen to everyone's opinions, listen to the old employees' doubts about ourselves with an open mind, and accept the old employees' review of themselves. These are also very important foundations to help us improve the system.
Second, communicate with each other:
The so-called specialization, even in the face of an old employee who seems to be lazy, may not have something worth learning! Strengthening communication and learning with old employees is the most effective way for managers to communicate with employees.
Third, know people and make good use of them:
There is no "all-round talent" in the world. Everyone has his unique advantages, and naturally there will be inevitable shortcomings. As a leader in the catering industry, you should be familiar with and understand the morality and talents of every employee, and be able to appoint competent positions according to their respective abilities! Knowing people and making good use of them is an essential quality for enterprise managers, so as to maximize the work efficiency of employees.
Fourth, do a good job in benchmarking:
Managers of enterprises are the most direct standards that employees follow. You must pay attention to your words and deeds and set an example for employees to learn. If managers misbehave, enterprises will have a crisis in fish begins to stink at the head!
For a catering enterprise, make full use of the "double-edged sword" of old employees and make them their own sharp weapon. The joint efforts of managers and old employees can bring new strength to enterprises.
Fifth, treat people sincerely.
Honest catering managers must seek truth from facts in their work, stick to principles before right and wrong, communicate with employees, open their hearts and face mistakes bravely. If you insist on doing this, you may become an excellent catering manager. Only honesty can work hard and dare to take responsibility.
Sixth, pay attention.
If a restaurant foreman doesn't listen to the employees' opinions on the work at all, the employees will be very disappointed, and gradually they will not be interested in talking about any work with the foreman, thus dampening the enthusiasm of the employees.