Chapter 63 Skills for Communicating with Subordinates

If you're a leader, then you have to communicate effectively with your reports—those below you.It can be said that communication art is a very important kind of leadership art.A leader can only be a good leader if he has mastered the art of communication.Regrettably, many leaders and subordinates have communication problems, which not only have a very negative impact on individuals, but also hinder the smooth progress of work. How to effectively communicate with subordinates?I think the following should be done: Many leaders like to speak at length, which often leads to subordinates not understanding what he wants to express at all after saying something.This is because leaders have established a certain authority in the minds of their subordinates, and every word and sentence they say will be conveyed to the brains of subordinates as important information.Because of receiving too much information, subordinates ignore the important information that the leader wants to convey.I don't want to say that this is entirely the leader's responsibility, but at least he should bear most of the responsibility.

Giving instructions clearly and clearly is a basic requirement for leaders.Use concise and powerful words to express your meaning, so that they can be effectively conveyed to the minds of subordinates.Try to make your instructions unambiguous and in line with the level that subordinates can understand.You should not only consider what you want to express, but also what the listener receives.Don't let yourself ramble, you can only do this when the subordinate fully understands what you mean - and you really shouldn't give a long speech, because the subordinate has their own work to do, they are not here to listen to your spiel.

Don't change the order overnight, let your instructions be your mature ideas.Many leaders have many novel ideas, and they are highly efficient "idea" generators.They will often negate an order made an hour ago and replace it with a new one.This makes subordinates very headache, do not know what to do, because they often get several contradictory instructions at the same time. When a subordinate does something wrong, or fails to complete a certain thing, the leader should of course criticize and discipline him.The point is, your starting point is to want to solve the problem. Keep a calm demeanor.Don't give subordinates a feeling that they are being judged, you need to create a peaceful and serious communication atmosphere.Only in such an atmosphere can you effectively solve problems.

Do not treat people.When you criticize and teach, you should make him feel that you are not criticizing him personally, but specific things.You should calmly point out the problem and hint to the other party in various ways that your purpose is only to make the work better, not to try to be quick. Fairly point out the mistakes made by subordinates and the responsibilities they should bear.No single mistake can be made by only one person, and your subordinates certainly don't want to make such mistakes.Instead of giving him a sense of unforgivable guilt, you should point out that he was only a part of the mistake and objectively point out his responsibility in accordance with the relevant rules and regulations.

Encourage it.Don't forget to encourage people who have made mistakes, they may have lost faith in themselves to some extent, and desperately need validation from others.Of course, don't forget to guide them to correct their mistakes. Knowing the thoughts and opinions of subordinates in time is an important way to prevent problems before they happen.Talking is the most direct and effective way of communication.In order to successfully talk to your subordinates, you should pay attention to the following points: (1) Determine the target Establish the specific goal of your conversation, clarify the topic of the conversation, list the information you may exchange and convey with the other party, and then arrange the time and place of the conversation-I think there should be no fixed time and place.

(2) Understand subordinates Get to know the person you're talking to thoroughly.Consider from the subordinate's point of view what may go wrong in the conversation and how it will affect him. (3) Lead the conversation Steer the conversation in your intended direction.Of course, you may also get a lot of unexpected gains. Let subordinates obey every instruction of their own, which is something that leaders hope to see very much. "Walk softly with a stick", this foreign policy is just right when it comes to making subordinates obey you.When you "walk gently", if you can find out what others need, and then tell the other party that you can satisfy the other party, then you have successfully controlled your subordinates.

At this stage, you can take the following three ways to meet the needs of the other party: (1) Compliment each other The age-old method of praising still works.Tell the other person that he is doing a great job and that you really need him so he will follow your orders. (2) Let the other party understand that this work is very useful for him Understand his needs, tell him that this order can meet his needs, and he will naturally serve you. (3) Give him practical benefits Tell him that if he can do a good job, there will be many practical benefits.This method is useful, but you need to pay something, and the above two methods do not require you to pay anything.

Don't get discouraged if you fail at the first stage.Don't forget that you are the leader, wave your stick in front of him and he will most likely follow you.You're better off using this method sparingly, though. When a subordinate proposes a request that you cannot meet, or proposes a plan that you do not agree with, do not refuse directly, you should learn the skills of rejection: (1) Treat things but not people Let him understand that this is the company's system or his plan is really not good, and you will refuse to anyone.However, you try to use the company's system as an excuse as little as possible.

If he is indeed the kind of accommodating talent, you might as well let him go; if it is the other way around, tell him why you refused. (2) Another solution In order to make it easier for him to accept, he is suggested to change the plan.For example, if he wants to adjust his working hours, but the company is in a tense state now, tell him that if a colleague is willing to switch with him, you can agree to his request. (3) Procrastination This is a last resort, it can help you tide over the difficulties.But after a period of time, the other party will still bring up the old matter again.At that point, though, maybe you'll have a more ingenious excuse.