How Can Managers Communicate Effectively With Employees?

How can managers communicate effectively with employees?

Yes

Communication with employees is very important.

Because managers have to get relevant information from subordinates when making decisions, information can only be acquired through communication with their subordinates. At the same time, decisions must be implemented and communicated with employees.

No matter how good the idea is, there are more creative ideas, and better plans, leaving the communication with the staff is not able to achieve the castle in the air.

First, enable employees to make timely feedback on communication behavior.

The biggest obstacle to communication is staff misunderstanding or inaccurate understanding of managers' intentions.

In order to reduce this problem, managers can make employees feedback on managers' intentions.

For example, when you assign a task to your employees, you can then ask the employee: "do you understand what I mean?" and ask employees to retell the task.

If the content of the restatement is consistent with the intention of the manager, this is the case.

If employees understand the intentions of managers, errors can be corrected in time.

Or you can observe their eyes and other body movements to see if they are receiving your message.

Two. Use different languages to different people.

In the same organization, different employees often have different age, education and cultural background, which may make them have different understanding of the same words.

In addition, due to the deepening of specialized division of labor, different employees have different jargon and technical terms.

Managers often fail to notice this difference and think that what they say can be properly understood by others, thus causing obstacles to communication.

Because language may cause communication barriers, managers should choose employees' easy to understand words to make the information clearer and clearer.

When communicating important information, in order to eliminate the negative effects brought about by language barriers, we can first tell people who are not familiar with the relevant content.

For example, before formally assigning tasks, let employees who are likely to misunderstand read written speeches, and answer them where they do not understand.

Three, actively listen to the staff's speech.

Communication is a two-way behavior.

To make communication effective, both sides should actively participate in communication.

When employees express their opinions, managers should also listen carefully.

When others are speaking, we are listening, but many times they are passively listening, instead of actively searching and understanding information.

Active listening requires managers to place themselves in the role of employees in order to understand their intentions correctly rather than what you want to understand.

At the same time, when listening, we should objectively listen to the employees' speeches without making judgments.

When managers hear their own views, don't rush to express their opinions.

Because this will leave you missing the rest of the information.

Active listening should be accepted by others and postponed until the speaker has finished speaking.

Four, pay attention to the proper use of body language.

When listening to others' speeches, you should also pay attention to expressing your concern for the other's words through nonverbal signals.

For example, approving nods, proper facial expressions and positive eyes; do not look at the table, browse the document, and scribble with scribbling.

If the employee thinks you are very concerned about his words, he will be happy to provide you with more information. Otherwise, employees will be able to report the information they know to you.

Research shows that in face-to-face communication, more than half of information is conveyed not through words, but by body language.

To make communication effective, managers must pay attention to the consistency between their body language and what they say.

For example, you tell your subordinates you want to know what difficulties they are facing in carrying out their tasks, and are willing to offer help, but at the same time you are browsing other things.

This is a signal of "words and deeds are different".

Employees will wonder if you really want to help him.

Five, pay attention to keep reason and avoid emotional behavior.

When receiving information, the emotion of the receiver will affect their understanding of the information.

Emotions can make us unable to carry out objective rational thinking activities instead of emotional judgments.

Managers should try to remain rational and restrained when communicating with employees. If emotions are out of control, they should be suspended for further communication until they return calm.

Six, reduce the level of communication.

The most commonly used among people.

It's conversation.

The advantage of conversation is fast delivery and fast feedback.

In this way, information can be pmitted in the shortest time and get the reply from each other.

However, when information is pmitted by many people, the shortcomings of oral communication are displayed.

The more people involved in this process, the greater the possibility of information distortion.

Everyone understands information in his own way. When information arrives at the end, its content is often quite different from that at the beginning.

Therefore, managers should minimize the level of communication when communicating with employees.

The more senior managers, the more attention should be paid to direct communication with employees.