How do new managers of small supermarkets communicate with old employees? This problem has its own roots. When a new official takes office, there are many contradictions in the old workshop. What can I do to communicate smoothly? When Fang's manager takes office, it's a very good idea to quickly change the business appearance, improve the business and leave a good impression on the boss, but it's often difficult to do so. Why? Because newcomers have an adaptation process. No matter how much power the boss gives you, if the new store manager wants to open up the situation, he must first adapt to the environment, and then he can use his knowledge and successful experience to transform and break the old management model and implement new management methods, so as to achieve the purpose of improving store sales, expanding business, improving customer satisfaction and forming a prosperous scene with thousands of customers. In fact, this resistance is very simple, that is, some old employees when you didn't come to this new store. If these people can't get along with the store manager, if these people can't actively cooperate with the new store manager to carry out their work, the new store manager will inevitably hit a wall everywhere, from dizziness to constant trouble, to being put on the shelf by some old employees and kicked out by the boss. If you don't believe me, well, let's go along your way first and see if we can start a business situation and see if your work can progress smoothly. Proceed from the idea that the new store manager wants to improve the business situation quickly, and from the idea that the new store manager wants to change the original deputy management power when he takes office, and implement the new store manager policy. First of all, you will encounter resistance from the deputy store manager and middle management. Why? The deputy store manager and middle managers are both active ministers of the store. They have made great contributions to the growth of the company before, and of course the company has also given them some rewards. When you open a new store, you will implement the New Deal and change some of their previous comfortable practices. These people will give you some resistance intentionally or unintentionally. Of course, this resistance does not include the resistance brought by some new store managers' new policies on plugging management loopholes. The second is that employees will give you some resistance. Whether the new store manager implements the New Deal from working hours or labor intensity, it is inevitable to implement it at the bottom, that is, employees. These people have worked in enterprises for a period of time, and they are certainly not used to the shackles that suddenly fall on themselves. If the New Deal method is too radical, it will certainly cause resistance. This is inevitable. The third resistance comes from your boss. The boss should be the person who trusts you the most. Why will it be your resistance? Because you came to this store, not only did it not bring new changes, but it made the existing people unstable. Some bad words about you have reached your boss's ears through various channels. The boss's trust and appreciation for you has been gradually decreasing with some ugly words you heard. If the new policy you implement causes internal floating and management confusion, once the boss loses confidence in you, he is bound to pay attention to some of your practices. It is normal that it will cause some interference and some resistance to you at this time. Seeing this, all teachers understand a phenomenon. No matter how big or small this enterprise is, no matter how much you think, no matter what height you want this enterprise to go to, as a new store manager, you must first learn to adapt to the environment and blend in with the surroundings, so that you can slowly implement the New Deal and your new ideas, change the environment, improve management, win everyone's trust and respect while improving the efficiency of the enterprise, and achieve the purpose of improving management. If you want to adapt to the environment, you must first learn to communicate. Communication is the beginning of adaptation, the basis of understanding and the bridge of communication. First of all, communication is with the leading group. Through mutual understanding, deepening feelings and exchanging ideas, a powerful fighting collective is formed. Let's work together. Only when the direction and goal are consistent can we achieve results. When the new store manager sees the problems and contradictions existing in the enterprise, he must communicate with the leading group first, and then implement it after everyone reaches an agreement. In this way, the implementation of the New Deal is bound to get twice the result with half the effort, and some of their previous foundations can be used for you to make the New Deal implemented quickly and effectively. It is much better than burning money after taking office. If you see that your assistant manager has too much power now, you can't weaken their power at this stage. You can't do it until you make some achievements and take root in this new place. The second is communication at the middle level. While communicating with the middle level, we should make some in-depth and detailed observations. General enterprise problems come from the middle level. These people are responsible for the rise and fall of the company and are the backbone of the company. If the new store manager can't grasp the middle level and can't get the support and help from the middle level, then no matter what new deal you have, it will not be implemented smoothly, and you may not get everyone's positive response when you launch it, let alone implement it. Communicating with middle managers is to get close to them, understand their difficulties and problems in their work, help them analyze and improve their business conditions and improve their business performance. This is the direction you should work hard at present. Thirdly, while communicating with the middle level, we should go deep into the masses and the grassroots. This is also an important direction for the new store manager to adapt to the environment. The masses are the foundation of the enterprise and the most solid force for store operation. The new store manager wants to find the problem and solve it. It is inevitable to look for answers from the masses. There is a saying that the eyes of the masses are discerning. Why? Because the masses are closest to customers, know the enterprise best and have the best insight into the problems and contradictions existing in the enterprise. Once you get close to the masses and master them, they will be used by you, sweat for you, carry out your ideas and make the enterprise run normally. At this stage, direct contradiction with the masses is prohibited, and the masses are not given the opportunity to misunderstand us. Another point of communication is communication with the boss. Only when the new store manager is consistent with the boss can he gradually find his center of gravity in the enterprise. Whether it is to find contradictions or management loopholes, the purpose of communicating with the boss at this time is to find ways to get the support and recognition of the boss. Only in this way can we get rid of the resistance behind the implementation of the New Deal. Being consistent with your boss's ideas does not mean that you always listen to your boss, nor that you can make drastic changes to internal problems and contradictions after you get his support, but that you communicate with your boss, that is, you constantly tell your boss about some problems and solutions you have found, so that when you implement new management methods, your boss will stand behind you and give you some support and strength. Finally, if the new store owner wants to effectively implement the New Deal and do a good job in management, he must learn to straighten out the relationship. No matter whether you find problems and contradictions in the competition of personnel, management, customers and peers in the store, when you see these problems, as a new store manager, you must learn to straighten them out. Straightening out contradictions and problems is to find out where the main problems are, rather than treating the symptoms. This will not only lead to the desired good situation, but will fall into some unnecessary contradictions, resulting in the dispersion of time and energy. Contradictions between employees should be standardized, loopholes in management should be found, and contradictions in commodity placement should be found. Through your own efforts, through the integration of resources from top to bottom of the company, through your honesty, self-confidence and the gradual implementation of positive problem-solving methods, through communication and rationalization, your internal environment has changed and your colleagues' views on you have improved. You think this small management problem will disappear after a period of time, and your happiness will definitely come back. At this stage, I propose this paragraph to deal with your management problems. I don't know if you can realize it or if it can really solve your management problems. Anyway, communication and rationalization are only good for you at this stage, not bad. What did you say?/Sorry?

How does a store manager communicate effectively with employees? 1. Enhance employees' understanding of communication behavior.

The biggest obstacle to communication is that employees misunderstand or don't understand your intentions accurately enough. To avoid this problem, you can ask employees to give feedback on your intentions. For example, when you assign tasks to employees, you can ask them, "Do you understand what I mean?" At the same time, employees are required to repeat tasks. If the content of the retelling is consistent with your intention, it means that communication is effective; If employees have any deviation in understanding your intention, they can correct it in time. Or, you can observe their eyes and other gestures to see if they are receiving your message.

2. Use different languages for different people.

In the same organization, different employees often have different understandings of the same word because of their different ages and educational and cultural backgrounds. In addition, due to the deepening of specialization, different employees have different "jargon" and technical terms. And you often don't notice this difference, thinking that what you say can be properly understood by others, thus causing communication obstacles.

Because language may cause communication barriers, as a superior, you should choose words that employees can easily understand to make the information clearer. When conveying important information, in order to eliminate the negative impact of language barriers, you can tell the information to people who are not familiar with the relevant content first. For example, before formally assigning tasks, let employees who may be misunderstood read the written speech and answer what they don't understand.

3. Pay attention to the correct use of body language

When listening to others' speeches, we should also pay attention to expressing our concern for each other's speeches through nonverbal signals. This requires us to do two things: one is to understand other people's body language, and the other is to use our own body language properly.

(1) Understand other people's body language

(2) Use your body language properly

4. Pay attention to be rational and avoid emotional behavior.

When receiving information, the recipient's mood will affect their understanding of the information. Emotion will make it impossible for us to carry out objective and rational thinking activities, and instead it will be emotional judgment. When communicating with employees, superiors should try to be rational and restrained. If their emotions are out of control, they should suspend communication until they calm down.

I won't say much about how to communicate with the store manager. 1: If there is any contradiction, let's go out for supper after work and apologize. After all, you are working.

2. If you work carelessly, the manager will lecture you. After work, I went to the manager and said, "I'll do a good job after this carelessness ... and so on ..."

Over!

How to communicate with old employees? Ppt attitude: We are all friendly friends and cooperative partners, consistent.

Communication strategy:

A. win-win cooperation.

1. Write down every reason they say, assuming they are not lying, and analyze the situation so as not to have a great impact on the work of these people;

2. Is the result you want good for them? How to change or from which angle it is good for them. If it can make them feel that it is good for everyone, who can not do it?

B. Use the boss

Make a list of every procedure of a work project, and the relevant person in charge of each step should sign it after each procedure is completed, and give the final result (including the signed list) to the boss within the specified date, so that the old employees will take it seriously. To do this, you should design it first, then ask the boss for instructions, and then you should be careful not to arouse everyone's disgust.

C. only by doing one thing can you have status.

Newcomers always do this when they meet old employees. Don't worry. If your work is excellent and everyone appreciates you, things will get better. Take your time.

How do new leaders communicate with old employees? Speak politely, be modest and prudent, be kind to others, have clear rewards and punishments, and behave appropriately. Learn from old employees and ask them to criticize and give directions. Communicate more, communicate more! Don't put on airs

How do small supermarkets in residential areas compete with big supermarkets? Your advantage is convenience, there are not so many people crowded. When other details are done, it will be competitive.

How does the "boss" communicate with employees? The essence of Ye Rizhe's enterprise management and operation is the communication of thoughts, opinions, emotions and souls, which is the highest form and content of communication. Communication is the main way to achieve the fundamental goal of enterprise management. The lack of communication between the boss and employees will make the boss unable to effectively manage employees and increase the consumption of resources within the enterprise. It also makes employees lack understanding and knowledge of the spirit of enterprise, and it is even more impossible to identify with the mission of the enterprise and realize the goals of the enterprise.

As an enterprise manager, we should have the concept of "employees for me and I for employees", and employees are also partners. We should understand the scope and object of communication work from the perspective of equality. People work for you, not machines. Man is a rational and perceptual animal. Therefore, we should not only see the immediate interests of the company, but also pay attention to the feelings and needs of employees. This is a solution for the rapid operation of enterprises, and it is also a new concept of people-oriented communication in the new era.

Caring for employees, we need to understand employees' interests and problems, and pay attention to the cultivation of employees' abilities.

How much salary employees can get is always their biggest concern. Whether the company can guarantee and improve the treatment of employees is an important basis for communication. Therefore, before communication, we must face up to these problems and find ways to solve them as soon as possible. Do our best to create conditions, safeguard the interests of employees, and let employees really feel the care and warmth from the management of the company, so as to improve their sense of identity in communication.

Bosses often think that it is a kind and practical communication to ask employees what problems they have when explaining their work to them. However, there is an objective status gap between bosses and employees. When employees are asked by their bosses if there are any problems at work, they often just listen to Nuo Nuo or say that there is no problem. In fact, the communication here is interrupted.

The ability of employees is high or low. When explaining specific work, we can't expect every employee to know the nature and intention of the work quickly and accurately, and problems are inevitable. In order to let employees take the initiative to ask questions at work, the boss should always pay attention to the daily life of employees while paying attention to the work. Talking about traffic jams and weather, or topics that employees are interested in, such as music and fashion, is a good way to get closer to employees. If it is difficult for the company to solve the needs of employees in principle, it should explain it to employees in time to gain their understanding.

The company should try its best to create learning conditions for employees, strengthen vocational skills training, enrich training content, provide necessary learning time and invest necessary training funds; While creating greater benefits for the company, employees have realized the improvement of their treatment.

The CEO who interacts with employees doesn't want his company to be as lifeless as a stagnant pool, but in many occasions such as meetings or work reports, such problems often exist. In order to improve the enthusiasm of employees to express their opinions, we should show our willingness to listen to the opinions of every employee. Regardless of whether this opinion is favorable or not, it shows that at least in this matter, employees are standing in the company's perspective and thinking about the company.

Carrying forward the democratic spirit in some companies' decision-making, promoting employees' discussion, and reflecting the beneficial opinions and wisdom generated in collective discussion to the company's decision-making in time can fully improve the enthusiasm and creativity of employees and make them willing to put the interests of the company first and think for the company; At the same time, it can also make the company's decision more realistic and maximize the benefits.

Bosses should skillfully complete the identity transformation, be bosses in the company and be unrestrained friends of employees outside the company. Communicating with employees in a more natural environment can often achieve results that are difficult to achieve in a company.

The style of "boss"

Honesty. As a boss, be honest with your employees.

Seeing it will undoubtedly add some affinity to your usual majesty, and employees can feel the goodwill from the boss, be happy easily and speak freely. So as to establish an emotional bridge with employees and facilitate targeted one-on-one communication.

Humor. Being unsmiling will only increase employees' awe of the boss. Making a joke on appropriate occasions can not only ease the tension, but also make it easier to establish personality charm and infect employees, thus achieving more effective communication.

Got it. Reprimanding employees who have not finished their work will often lead to employees' resistance to the work, and the cost of recruiting new people is far greater than the cost of communicating with employees to successfully complete their work. If a job is not completed in time, it cannot completely deny the labor and efforts paid by employees. The influential factors are often the correct direction of employees' efforts, the formulation of work cycle, objective conditions and other reasons. As a company manager, we should comprehensively consider various factors to evaluate employees.

Respect. Whether the relationship between the boss and employees is employment or being employed, the company still focuses on the realization of the ultimate interests. This does not mean that the boss practices power and attaches importance to employees, nor does it mean blind tolerance. Appropriate rewards and punishments for prohibiting business are the way to balance the relationship between bosses and employees and realize enterprise management. (The author is the chairman of China Minsheng Pharmaceutical Distribution Center Co., Ltd.)

As a store manager, how to communicate with employees and how to handle employees' complaints, it is best to find a leader or work hard in the dark, immediately kill the goose that lays the golden egg, not arrange important tasks for him, and reduce his salary and power. If you really can't find it, you can ask this question at the meeting, or you can have a separate meeting on this issue. "If you have any dissatisfaction today, you can raise it and we can improve it together, but if you don't have any problems, you can complain and let me see it later. Don't blame me! " I hope it helps you.

How does the store manager communicate with the buyer? Our teacher said that if you want others to accept your point of view, you should first put yourself in the other person's shoes, consider the other person's thoughts, then do what you like, and finally catch it together. Here, I suggest you talk to the buyer first and ask him about his recent purchasing work and accounts. These words only pave the way for the back, which is convenient to contact the key issues behind. It wonn't be too abrupt If you cut to the point directly, he will think that you are not satisfied with him, which will damage work efficiency and satisfaction.