How to talk to subordinates

Talking with employees is the most direct and friendly way of communication. Through heart-to-heart, you can gain insight into employees' emotional fluctuations and prevent problems before they happen. The forms of heart-to-heart talk can be varied. For example, Microsoft provides a free website so that every employee can communicate with anyone in the company (including senior management); The chairman of Ingram Company in the United States set up a direct telephone for more than 65,438+0,000 employees of the company to contact and communicate with him directly. In addition to writing a two-page letter to employees every month, the chairman of United Communications Corporation of America also holds several breakfast meetings with employees in order to talk and bring them closer together. People who choose private time and space are often willing to talk to their friends, and most of them feel uncomfortable talking to their bosses. Therefore, this kind of unofficial heart-to-heart conversation, try to choose a more private time, such as after work or lunch break, try to avoid the office, even if it is on the lawn or small park outside the office building. This will not give people the feeling of work communication, it is purely the boss's concern for subordinates. When people are in a natural environment or a relaxed environment, it is easier to communicate naturally. In Starbucks coffee shop not far from the company, Manager Gao is having a heart-to-heart talk with employees. Recently, he noticed that Xiao Chen, who was usually warm and cheerful, seemed unhappy and absent-minded recently, and made some small mistakes in his work. At this time, the afterglow of dusk shone in front of the French window of the coffee shop, elegant music was wrapped in fragrant coffee, and the door of Xiao Chen's heart could not help but be gently knocked. I am deeply impressed by my sincere understanding of employees. Although I don't have much contact on weekdays, Manager Gao seems to know his thoughts very well. This made him feel speechless. No wonder, after all, he has been in this department for more than two years. He is warm, cheerful, intelligent, diligent, honest and simple. Manager Gao is an observant person. He could see that Xiao Chen felt guilty about his recent poor performance and even tried to adjust, but he was a young man after all, and needed to understand and take some time. Because of the different living environment, educational background, age mentality and personality orientation, everyone will have great psychological differences. Therefore, we should adopt different language ways to treat different people. And talking with employees doesn't have to wait until the incident happens, but should be an uninterrupted long-term behavior. Facing a pair of eyes full of sincerity and trust, no one will tell some insincere lies, at least they will be embarrassed by their insincerity. If the employee's direct leader can always face the employee with a friend's eyes, I believe this atmosphere will definitely lay a good foundation for this conversation. In addition, in daily communication, you should directly explain your intention and explain the specific reasons why you want to talk to him. Don't let the employee feel that you are not satisfied with him. Let him feel: Why are you just staring at me? Obviously, you don't trust me enough. Therefore, there is no need to talk more about the details of the incident, but more about telling the truth. Learn to focus on "listening" to managers and employees. Listen to the voices of employees, not just express and instill their own ideas. In listening, you will even get unexpected gains, and you will understand the feelings of employees in order to better handle their relationship in the future. Sometimes employees even inadvertently express some opinions and suggestions to the company during heart-to-heart, which is helpful for your daily management. Manager Gao learned that his mood is not high recently, because his girlfriend who has been in love for many years is going to study abroad, which makes him very upset. After all, two or three years apart is not a short time, and it is not uncommon for one party to eventually break up because of going abroad. What Xiao Chen needs most at this time is to talk, not to let others tell him what to do. Although the boss didn't criticize him for being absent-minded at work recently, he knew that it was his understanding and forgiveness that made him calmly deal with the relationship between work and feelings. Don't judge employees. For some employees' personal problems, the boss can give them suggestions and predictable results, and even tell some well-founded cases, but don't mention names but only state events, and finally show that "these are just personal opinions" for their reference. Because you can't think for him, and you can't go through every course of life for him. As managers, especially senior people, they may be subjective because of their rich experience, and even easily reach a rational conclusion. This will put a lot of pressure on employees, as if understanding the boss's intentions in a heart-to-heart conversation and then implementing them. At this point, you need to try to put yourself in his shoes and consider the problem from his point of view. If you start to judge subjectively, it will be difficult for employees to open their hearts to you and continue the dialogue. In this way, the effect of heart-to-heart talk can only be that you are intoxicated with a speech without applause, but you have not achieved the purpose of listening to and understanding employees. Avoid open dialogue. When two people talk in unofficial occasions, it is inevitable to reveal some secrets and voices. But don't tell your thoughts to a third party, and don't betray the trust of employees. If it is known by outsiders and later spread to the parties, he will feel cheated and humiliated, and then question the boss's character. Even if you think it doesn't matter what you say, employees in a weak position are more sensitive. It is a kind of trust for subordinates to tell you what they think in their hearts. No matter whether the above Xiao Chen and his girlfriend can develop smoothly, he doesn't want more people to know about it. Even if you kindly remind other employees to deal with similar incidents, it is inevitable that someone will sit in the right position, which will put pressure on the employees who talk to you, so that employees who talk to you in the future will not dare to show their feelings, even if they encounter troubles at work, they will not tell the truth.