袀玄、通天冠服:Senior managers do not pay attention to an error in communication

             Senior managers do not pay attention to an error in communication

With the above;

1. Not to make controversial decisions investigation

      Decision-making will lead to any dispute rumors, employee anxiety and resistance. The best way to advance one on one interviews with relevant staff to understand who are opposed, and why objections.

     Decision on the change is most likely to cause controversy - the reorganization of corporate structure, objectives and key employees to leave the change will bring uncertainty, uncertainty will not make people anxious.

     To keep employees feel anxious, you can advance straight to the point and talk to him: "This restructuring and different from the past may make you feel nervous now." And then his reaction, respectively, to highlight some aspects:

● He was uncertain about the future? Told him the prospects of reorganization;

● The reorganization will affect other projects? Tell him what the company is the appropriate response;

● To show you his understanding, it is best to use body language rather than verbal conversation emphasize your emotions, to pass on his concern.

2. Lie

     Sometimes the lies and cover up the truth is well-intentioned. The topic under discussion must be kept secret, but to pay attention in a confidential manner. Letting everybody know you're lying, you lose something you trust.

     You can not lie, when asked to be kept confidential or sensitive topics, you have to learn to say "I can not disclose the relevant circumstances" or "this thing I can not say too much," and to keep in mind: Be sure to do before and after consistent, not contradictory.

3. Ignore the power behind the power

     Have you never heard of because of the bad news surprised, but when everything happened it was too late? I hope you do not. The greater the power in your hands, you can hear less problems. If you want to hear the honest opinion on a question to take the initiative to listen to bad news, to accept bad news, and people think you do not hate to hear negative things.

     In turn, the process of passing the message from top to bottom, in general, will be amplified. Maybe you just think of a particular form of a report is not good, but we are all "know" you hate this report (or even hated the man for the report.)

     Use plain, simple language will be able to curb the rumors generated. The end of each meeting are published in your opinions, that work to be done next. For example: "Chris, your analysis is in place, but the sales trends that part can be omitted. We meet again on Wednesday."

4. Underestimate the IQ of under

To "we do not understand" as an excuse to skip some of the topic is very provocative.

      If a diagram can illustrate the problem, why do not we put similar to the "restructuring" to explain this situation clearly? Of course, this may simply not be enough. Front-line staff may be on the deep understanding of organizational structure design, but they know the reasons behind the change, as it relates to their lives. Do you think they do not understand, but remember: let them understand your responsibilities.

5. Confuse the process and results

      In setting goals, employee compensation and the value of the assessment process, managers can easily confuse the process and results.

      For example you and your team is this year's growth target of 7%, but the board is based on the current economic downturn, the target set at 3%. You through the hard lobbying, the final target raised to 4%, but your subordinates will not be ungrateful but, on the contrary, they are extremely dissatisfied.

     Why can not they appreciate your hard lobbying it? The reason is simple: you just the process of lobbying, and you promised to them before a result. You want them to understand you, but they only want a specific figure. Once the wishes are not satisfied, they will for this to heart.

     Yes, everyone wants to get other people's understanding, but when we evaluate others, always will result as the criterion. Sometimes, the staff is the right course of things, but most of the company or the wrong results because of punish them. Accordingly, although some people do not fully in accordance with the rules, but it will get the right result as been awarded.

6. Inappropriate choice of communication

     E-mail is a good communication tool, but please do not express personal emotions inside, because it most likely to lead to misunderstanding.

     If you read the e-mail is not efficient, simply put aside the computer, in person or by telephone to communicate with each other. Meanwhile, the phone call and face to face meetings Although less efficient in the dissemination of news, but it can better communicate the details.

    In addition, some people are born listener, and some people have good understanding of the spirit from the text. So do not bother to ask if everyone willing to accept the way of information, many people could give you a clear answer. If they can not tell you, you can only observe the usual exchange of.

7. Of turning a blind eye is not as

    The silence your speech than you may be able to pass more information. If you do not praise people, they feel they do not get your appreciation; If you do not explain the reasons behind the decision, you will feel that you do not trust them; if you do not tell you the direction of the company's future goals, subordinates do not know what to do.

    From the human nature is concerned, omissions are inevitable. To avoid missing, check in advance as long as the main objective of the team, and then make the necessary communication with you on it. You can touch the bottom, to find out the truth on some issues we think, to see what they think is in line with your mind. You can ask subordinates from time to time: "The question I said, how do you understand?"