Communication skills between managers and employees As a manager of a company, it is necessary to effectively manage employees to promote their enthusiasm and work efficiency. However, if the method is used improperly, it will cause employees' dissatisfaction, but it will not help to improve efficiency. Let's look at the communication skills between managers and employees.

Communication skills between managers and employees 1 1. Encourage new employees to integrate into the company.

New employees have just entered the company, and their sense of belonging to the company is not strong, and they still don't understand the management of colleagues and superiors. At this time, employees are very concerned about their performance and image in the eyes of leaders, and will be careful to avoid making mistakes and not easily neglect their work. Therefore, managers should tolerate their own mistakes and give priority to guidance and encouragement.

For example, an employee who has just entered the society and has no factory work experience begins to engage in inspection work. He worked hard for three days, but the detection rate was still not satisfactory. At this time, the management often has the following inappropriate reactions: A: You take these products back, re-examine them all, and then leave work if they are qualified. B: Go home and ask the new Xiao Li to do it.

The above reaction will not only hurt a new employee's confidence, but also make him resistant to the company. Relatively speaking, the following reaction modes are more suitable:

Director: Did you find anything wrong with the product you missed?

Employees: ...

Director: The products you missed are mainly scratched and dirty. Did you not remember the bad standards clearly during the training? You have detected all other defects, which shows that you are still serious. I'll ask the head waiter to show it to you several times. Please pay attention to the record. If you don't know anything, just ask boldly. Okay？

In this way, employees can calmly realize their mistakes and learn the correct handling methods.

2. During the probation period, who will not be afraid of difficulties?

Sometimes a new employee may be afraid of difficulties. At this time, the manager needs to communicate strategically, enhance his confidence and integrate into his work.

How to inspire confidence?

Employee: I've never done this kind of work. I'm afraid I can't do it well.

A management: If you can't do this, what else can you do?

B management: I believe you can do it well. Go back and do a good job. Do it.

Management: No one will start. If not, let's see what others do.

None of the above methods is very suitable. A better answer is encouragement plus active guidance:

Supervisor: If you can't do this job well, what parts can you do well?

Employee: This job can be divided into three parts. I can finish the first part.

Director: In that case, you should start with this part and get started first. I believe you will do well.

Such encouragement and positive guidance not only make employees unable to find excuses, but also teach employees the methods and steps to deal with their work in a subtle way, which can enhance their confidence.

3. The rules are established from the probation period.

The way of encouraging and guiding new employees also has disadvantages, which easily makes new employees lack the awareness of rules. Too much encouragement often ignores the emphasis on rules.

For example, an employee has rich work experience and satisfactory climbing performance, but he is often late. The supervisor will talk to him when he finds out. Supervisor: According to the company regulations, if you are late for three times a month, you will be punished by informed criticism, which will not only affect his performance, but also affect your future promotion. You just came to the company, I remind you this time. Don't do it next month.

The above conversation has no effect. He will continue to be late next month, and may commit other violations of the company's system, and even other employees will start to violate discipline. Because in their eyes, the company's rules and regulations are not binding and exist in name only.

Therefore, for the above situation, the answer to maintain the prestige of the company's rules and regulations is: Supervisor: Although you are a new employee, the company has already done the corresponding system training. As long as you are an employee of the company, you must abide by the company's regulations.

You have been late for no reason five times this month. According to the regulations, you will be punished and your performance will be rated as D. I hope you can learn from it and don't make it again. Your performance is good, and you stand out among new employees. If some small problems affect your future promotion prospects, it will not be worth the candle.

It is ok to take care of newcomers, but we should stick to principles in communication and handling strategies for obvious wrong attitudes or behaviors that touch rules and regulations, and we should not violate the rules just because we are newcomers.

4, grasp the art of scale

Generally speaking, new employees will inevitably be criticized for their mistakes and violations, but no matter who they are, they will always make people feel unhappy. There is a way of speaking that can not only make employees aware of the seriousness of the company system, but also protect their sense of value, so as to consciously abide by the rules.

For example, an employee has a good understanding and mastery of process flow and technology, but the efficiency is low. The supervisor asked him to communicate:

Director: I have good news for you. The leaders of the factory department saw your suggestions for improvement and appreciated your ideas. It can be implemented throughout the company.

Employee: Thank you, supervisor.

Director: By the way, the factory is going to recommend several people to participate in the new employee skills competition next month, including you. However, the skill competition is strict with time. If you can improve your work efficiency, you may be able to compete with other new colleagues in our factory for the championship. So, I hope you can cheer up at work so that I can submit the entry list as soon as possible.

Employee: (embarrassed)

Director: I am very optimistic about you. You should make persistent efforts.

The supervisor made good use of the "praise-criticism-praise" conversation mode, which not only made employees realize their own shortcomings and mistakes, but also achieved the purpose of the conversation and avoided the embarrassment of both sides. This "sandwich cake" conversation is a mixture of criticism, praise and expectation. Proper use of this method can make the conversation more effective.

5. How to lead employees with strong dominance?

In enterprises, some employees have strong organizational skills. They are positive, confident, competitive and ambitious. How do managers lead such employees?

For example, the company is carrying out a proposal activity to improve the yield, and a very capable employee quickly handed in a proposal.

Supervisor: Have you finished your proposal improvement plan?

Employee: Yes, I'm going to give it to the production and operation department this afternoon.

Director: So soon, are you sure it's finished?

Employee: Yes, I'm sure. Do you want to see it first?

In fact, this employee may be just being polite and doesn't want you to get involved. If the manager answers: OK, show it to me first and I'll check it for you.

Such employees will feel that managers don't trust him and even have bad feelings. In fact, for such employees, managers only need to control them from a macro perspective and remind them of the details.

A better answer: no, I believe you have the ability to make this suggestion. As long as you are confident and pay attention to the details of XX, such as budget and manpower, I believe you will have no problem. Do it. I like you.

This kind of command without trace will make this dominant employee feel that he is still leading the work, feel trusted, and thus be more psychologically acceptable.

6. Communication with social employees

Some employees are lively, humorous, enthusiastic and good at communication. For such employees, the focus of the conversation should be encouragement to stimulate and maintain their enthusiasm for work.

For example, in the company's year-end performance interview, the supervisor talked to an employee with strong social skills:

Supervisor: Over the past year, you have done a good job and your colleagues have spoken highly of you.

Employee: Thank you.

Director: You took part in this year's amateur singing competition and won the ranking. It must be very beautiful.

Employee: Where, where.

Supervisor: It's really a good balance between work and life. You have been in the company for a year and a half, and you have been an agent for a long time. I know this is inseparable from your enthusiasm and seriousness. Of course, the revolution has not been successful, comrades still need to work hard, and you need to continue to maintain the current good state if you want to become a full member smoothly.

In this conversation, the employee felt the respect of the supervisor and his "peacock" mentality was satisfied. I believe he will work more actively and enthusiastically in the future.

7. Communicate with more diligent and less active employees.

In the enterprise, there are also many employees who are diligent and calm, but not active enough. Such employees generally don't make big mistakes at work. Managers should support and encourage their work and try their best to stimulate their enthusiasm.

For example, an employee in the technical department of the company is introverted and hard-working, but his initiative is poor.

Director: You have been in our department for more than a year. You did a good job and didn't make any big mistakes. I appreciate your diligent attitude and decided to put you in charge of a project. I don't ask, you just need to report the progress to me regularly, okay?

This will not only make employees feel your appreciation for him, but also consciously or unconsciously force employees to communicate with others and enhance their initiative.

8, timely guide subordinates to speak.

The purpose of the meeting is to communicate, not to express the "one-sided opinions" of managers. When the subordinates don't speak-whether they have nothing to say or don't want to say-the main function of the meeting leader is to guide the subordinates to speak.

For example, when subordinates are vague because of immature consideration, the supervisor can ask:

"You mean ... right?"

"Can you simply repeat what you just said?"

The supervisor can also borrow a subordinate's speech to discuss the arguments in this speech and guide everyone to speak again:

"What do you think of Xiao Zhang's suggestion? Is there anything else to pay attention to? "

Such a step-by-step meeting process is often a successful meeting. Therefore, when the meeting reaches a certain stage, the supervisor can also summarize the previous paragraph before discussing the next paragraph:

"We have reached an agreement on the first question. Any suggestions for the second question? "

9. Simply give orders at the same time, leaving room for buffering.

Meetings are usually occasions for giving orders and assigning tasks.

For example, the department received a large order, and the customer required it to be completed within 10 days, and the supervisor called a meeting:

"Recently, the factory received a big order, 10 day delivery. At our current production speed, we are sure to deliver the goods on time. Everyone who works hard here will work together in Qi Xin to achieve this goal in the next few days. "

Simple and clear instructions not only clearly explain the task, but also make employees listen easily and clearly. However, because the supervisor did not set aside a buffer time to complete the task, the final task was not completed on time. Accidents are always inevitable, but the time of the accident can be controlled.

Managers should understand that some words may be better if they are not said in meetings or offices. After all, in the eyes of employees, the superior office or conference room is a serious, formal and business-like place.

10, praise subordinates at work and motivate employees to work enthusiastically.

Although it is not so difficult to praise subordinates, you don't need to think too much about time and place, you can do it anytime and anywhere. But sometimes it is more effective to praise each other at the workplace.

For example, an employee has worked in the company for three years. Although the work machinery is repetitive and the department is small, he is still very happy, because his supervisor often sincerely praises him when he works, checks online and passes by his workstation after work:

"You look great today. Did you have a good rest yesterday? "

"The suggestion you made at the early meeting was very creative."

"You have done well recently. Your productivity is high and your apprentices take good care of you. I will try my best to give you excellent employees this month. "

Sincere encouragement by the workstation can achieve unexpected results. It embodies the sincerity and value of managers to employees, and invisibly inspires employees' sense of honor.

1 1, dinner celebration invitation

As a manager, it is inevitable to reward subordinates. What should I say? You can get twice the result with half the effort.

For example, the department worked tirelessly for half a month and successfully completed a very important order. In order to entertain everyone, the supervisor decided to invite his subordinates to dinner.

The supervisor said to the head waiter, "Tell everyone that I will treat you to dinner tonight."

Obviously, this practice is too rigid, and employees will think that it is just a routine practice and has no incentive effect. The supervisor said to the foreman in another way, "I'll treat you to dinner tonight." One is to celebrate our successful completion of this order; Second, thank you for your hard work recently. It's still the same place. After that, everyone can eat whatever they want. "

This makes it easier to show that managers and employees are integrated and have sympathy for employees.

12, try your best to help subordinates solve their urgent needs.

Under normal circumstances, if you put down your airs and sincerely care for and help employees, they will be moved and will work harder.

For example, an employee has been frowning recently because his son has severe asthma. On this day, when he was getting dressed and ready to get off work, the supervisor came to see him.

Director: "Is the child better?"

Employee: "It's still the same. This happens every spring. "

Director: "A few days ago, I asked a friend to make an appointment with an old Chinese doctor, who is very authoritative in treating asthma. Today, I wrote back and said I could go directly to his clinic on weekends. You can take your children to see it then. "

Employee: "Ah, it was just a casual remark last time. I didn't expect you to miss me so much. Thank you very much I don't even know what to say. "

Director: "In short, don't worry too much. Let's solve the problem together. "

Regardless of the outcome, employees will be grateful to the supervisor. However, if this conversation is held in the supervisor's office, employees will feel a little embarrassed and sincere. I even think that the supervisor is condescending to do a charitable thing or do superficial work.

13, see the truth in a small way.

Compared with big talk and empty talk, some ordinary words can move people more.

For example, an employee works very hard and often takes on more tasks voluntarily. One day, the supervisor happened to meet him on the road. "It's good to go home early today and work hard, but you should also pay attention to your health. Don't be like me, don't pay attention to your body, your resistance will drop, and you will easily catch a cold if you catch a cold. "

Although it is just a cliche I met on the road, employees may have heard similar words from others, but it will increase employees' love for the supervisor. But if the supervisor calls the employee to the office and says this, the feeling will be different. Employees may think they have made some mistakes, or the company doesn't allow them to do so.

14. Stand beside employees and guide them.

There is no doubt that managers have the responsibility to guide employees to do a good job, whether seriously or personally. In fact, sometimes managers just need to look at the work of employees and point out their omissions.

For example, a new employee of an inspection post climbed the slowest among the new employees in the same period, and the supervisor stood quietly beside him for more than ten minutes.

Director: "You have been looking at the product. Do you really know what you are looking at? "

Employee: "What do you think, supervisor? I'm not doing what the master taught me. "

Supervisor: "Yes, your inspection methods and procedures are absolutely correct, but there is a small problem that has been overlooked. Do you know what it is? "

Employee: Silence.

Director: "The ion fan on your workstation didn't turn on, and the electrostatic bracelet fell off. That's why you are not lazy at all, but you can't do it well. You can't just stare at the products in your hand. Other measures to ensure your work efficiency are also important and need to be checked regularly. This is a knife sharpener. "

If you stand next to him and point out the shortcomings of employees according to the observed facts, employees will certainly be convinced.

15, invite subordinates to dinner and listen to their troubles at work.

Managers can talk to senior employees in private and ask them one or two things.

For example, a supervisor, shortly after taking office in other parks, found that some work arranged by the department could not be effectively implemented, and the employees did not openly oppose him, but they did not actively cooperate with him. To this end, he was distressed and decided to invite an old employee with deep qualifications to dinner and ask him for advice.

Supervisor: I'm new here and I don't know my colleagues very well. Recently, I have paid great attention to my work style, and I haven't made any adjustments in my post arrangement. Why do I feel that everyone is not cooperating with me?

Employee: I think it may be that the way you handle problems and speak is very different from your previous supervisor. Several foremen and linemen have discussed this problem privately. As soon as they take the lead in the discussion, the employees below naturally feel that you are not very prestigious. You should communicate with some of them first.

The supervisor took his advice and quickly saved the situation.

If employees are asked to talk about this topic in the office and workshop, it may be difficult for employees to tell the truth; Inviting employees to dinner in private like this will not only make them feel like friends, but also think that you are sincerely looking for help for him, making it easier to express your true views.

16, pay attention to your mantra.

Idiom is a person's idiom, which can best reflect his true feelings and thoughts. Some bad phrases often get the conversation into trouble. If the mantra is swearing, it is more likely to lead to verbal conflicts and even fights.

For example, a manager's mantra is "You know what?" This makes employees a little confused (how do employees know if they haven't finished talking? ). In the eyes of employees, a sentence "Do you know" comes out in a few words, which is a sign of self-distrust and belittling.

In fact, buzzwords reflect managers' language expression ability and taste. Some buzzwords are too casual and lack connotation, so they are not suitable for use in the workplace. And the following mantra will have a more positive effect, such as: doing better and better. Keep it up. It's really admirable. Congratulations. Let's go wait for

Communication skills between managers and employees 2 1, praise behavior rather than individuals For example, if the other person is a chef, never say: You are a great chef. He knows that there are more excellent chefs than him. But if you tell him that you will eat in his restaurant half the week, it is a very clever compliment.

2. Expressing praise for the elderly through a third party often says "Don't speak ill of others behind their backs." But speaking well of others behind their backs does get twice the result with half the effort. It may be more real and convincing to hear praise from a third person.

3. Be polite. Polite words show your respect and gratitude, so enough is enough. If the other person hears your praise indirectly through others, it will be more surprising than if you tell me directly.

On the contrary, if you criticize each other, never tell them through a third party to avoid adding fuel to the fire. Someone did a little thing for you. You just need to say thank you. I'm sorry for the trouble. As for the lack of knowledge, please advise. Such impersonal pleasantries can be omitted.

4. In the face of compliments from others, just say thank you. When most people are praised, most people will answer ok! Or smile. But accept it frankly and say thank you directly. Sometimes the other person praises our clothes or something, if you say: this is just a bargain! Instead, it will embarrass the other party.

5. Appreciate the magnanimity of your competitors. When your opponent or annoying person is praised, don't rush to say: But …, even if you don't agree with him, on the surface, you still have to say: Yes, he works hard. Show your generosity.

6, criticism depends on the relationship, the suggestion is not necessarily bad, even if you are well-intentioned, the other party may not appreciate it, or even misunderstand your kindness. Don't criticize unless you have a certain friendship or trust with the other party.

7. Criticism can be very pleasant. It is more acceptable to say, "I have some ideas about your … maybe you can listen to them."

8, time is very important, never on Monday morning, almost most people will have symptoms of depression on Monday. In addition, don't leave work on Friday, so as not to ruin the mood of the other party's weekend vacation.

9. Be careful not to criticize your friends or colleagues in front of outsiders. Just say these words behind closed doors.

10, in addition to making suggestions and criticisms at the same time, you should also provide positive suggestions for improvement to make your criticism more convincing.

Talking skills of communication between managers and employees. Say "and" instead of "but"

Imagine that you agree with a colleague's idea. You may say, "That's a good idea, but you must …", and your acceptance will be greatly reduced. You can express your appreciation and suggestions with a specific hope, such as "I think this suggestion is very good, and it might be better if I make some changes here ..."

2. Don't say "tell the truth"

Various suggestions will be discussed at the meeting. So you say to a colleague, "To be honest, I think …" To others, you seem to be emphasizing your sincerity. Of course you are sincere, but why do you have to emphasize it? So you'd better say, "I think we should ..."

Don't say "the first time", say "already"

When you want to report the progress of a job to the leader, say, "I must be familiar with this job first." Think about it, this may make leaders (including yourself) feel that you still have a lot to do, but you will never feel that you have accomplished one thing. Such an attitude will give people a very pessimistic feeling, but it is by no means optimistic. So at this time, you'd better say, "Yes, I'm familiar with this job."

4. Don't say "just"

If you offer a solution strategy, you say, "This is just my suggestion." Please note that this is absolutely impossible! Because of this, your ideas, contributions, including your own value will be greatly devalued. It was originally a very helpful idea to solve the problem, but it only made colleagues feel that you were not confident enough. It is better to say "this is my suggestion" and try to change it!

Don't say "I'm sorry" again, say "I'm sorry"

Some customer service staff like to say "I'm sorry, I'll be right with you ..." when asking questions from owners/customers. Please note that "I'm sorry" is like your own fault, and "I'm sorry" doesn't mean that. Don't take responsibility at will. "Sorry" is definitely not as strong as "sorry" in psychological suggestion.

6. don't say "please wait a moment", but say "do it right away"

Making such an answer calmly and quickly will make the host intuitively feel that you are an efficient and good employee and willing to serve him. On the contrary, if you just say "please wait a moment", this is a hesitant attitude and will only make the owner/customer unhappy. Remember to say "do it at once" instead of "please wait a moment"

7. Never say "I don't know"

The owner/customer asks you a question and you don't know how to answer it. Never say "I don't know", but say "Let me think about it and I'll give you an answer soon, OK?" If necessary, add "I'll ask my colleague for you right away", which will not only help you solve it temporarily, but also let the owner/customer know that you are very attentive in this matter.