Communication is an effective tool of modern management. Information communication is a bridge between enterprises with the same purpose and individuals with cooperative desire in enterprises. The most important function of managers is to accurately convey the information of the enterprise's concept, mission, expectation and performance to employees, and guide and lead them to achieve their goals.
Implementing effective management is the basis of cultivating the core competitiveness of enterprises. Core competitiveness refers to the collection of enterprise skills and competitiveness. In a sense, an enterprise is the accumulation of various specialized resources that can be used to gain franchise market position, and it is a sustainable competitive advantage. The history, experience, characteristics, culture, advantages and abilities of an enterprise are very important to the formation of its competitiveness. An enterprise can be regarded as a collection of resources with different practicability, and the objects of management are various resources. Management is the rational and effective allocation and utilization of various resources. The process of implementing management is the process of information transmission and feedback. As the main body of an enterprise, people are an extremely special and important resource and the most fundamental factor that determines the core competitiveness of an enterprise. The communication between enterprise group members includes material mutual help and support and emotional communication. Information exchange between people is communication. The communication of information is a bridge between enterprises and individuals with the same purpose and cooperation. Without the communication of information, it is difficult for all members to understand the same purpose of the enterprise, and it is impossible to turn the desire for cooperation into cooperative action. If communication is effective, both parties will get accurate and useful information quickly; On the contrary, it may take a lot of time and only get some vague or even wrong information. The most important function of managers is to accurately convey information such as enterprise concept, mission, expectation and performance to employees, and guide and lead employees to achieve their goals. In addition to organizing, planning, planning and controlling, it is also necessary to exert influence on subordinates in the whole work process, so that they are not only willing to obey, but also willing to work and work hard to achieve the goals of this enterprise. With the continuous development of information communication technology, the organizational structure of enterprises is more and more conducive to information communication, and the flat organizational structure with fewer levels is the development trend of modern enterprise management. In the process of completing the work, employees are increasingly driven by information. This trend shows the importance of providing accurate and timely information to practical staff. In order to make decisions closer to customers in a decentralized way, the information flow within the enterprise is also decentralized. The communication within the organization goes down to the lowest level of responsibility, up to the top management, and circulates horizontally among various departments and groups of the enterprise. These just explain the specific expectations of management departments and employees for an effective two-way communication system. Active and open communication is a good medicine to overcome the instability of reform. The greater the change of enterprise environment, the more it is necessary to communicate with employees, and the more the enterprise leaders responsible for reform should expand information exchange. It is generally believed that the lack of information communication is the most fundamental reason for the failure of reform. Because the top-down one-way reform is no longer feasible, what is needed is a two-way interactive and mutually promoting reform, which requires the early participation of employees and real consultation. In this process, there is often a lot of communication, including communication between individuals, communication between individuals and groups (including formal and informal groups), communication between groups, formal and informal communication.
The behavior in an organization is not only composed of individuals, but also shows the behavior of various small groups in many cases. In order to organize and manage effectively, we must be good at using formal or informal groups anywhere to communicate effectively. In many successful companies, they are very cautious when making plans or deciding plans, without the slightest rashness. Before those plans and schemes are implemented, we should make use of various groups and rely on all departments of the enterprise to participate in the discussion, and all kinds of information should be transmitted and fed back repeatedly. This is to ensure the correctness and rationality of plans, schemes and other strategies. It seems time-consuming, sharpening the knife does not miss the woodcutter. If the decision is made, all the responsible personnel of the company will go all out to implement it, which is very imposing. The implementation process after this decision is often fast, which can ensure the quality and effect. It is worth noting that when using groups to communicate, sometimes due to the excessive pursuit of cohesion by groups, extreme groups often agree, that is, due to the excessive pursuit of cohesion by groups, extreme groups often agree, or group thinking. In group thinking, people lose the ability of analysis and criticism, but take concerted action with emotion. As a leader, we should encourage all members of the group to dare to doubt and criticize various decisions and plans; Leaders should be role models who are willing to accept criticism, and should pay due attention to and allow necessary conflicts between groups to prevent unprincipled unity.
Personal conversation is one of the most common and effective ways to communicate effectively between leaders and individuals and between individuals in an organization. Some leaders think that individual conversations are easy and don't need planning. But from the management point of view, individual conversation is a process of implementing management, which needs to be taken seriously as a leader. Therefore, individual conversations should have a clear purpose in advance, list the items to be discussed and determine what questions need to be asked. At the same time, since you are ready to honestly answer any questions raised by the other party, you don't need to be afraid to ask questions yourself. Former new york Mayor Koch asked people everywhere: "How did I do as mayor?" He doesn't always get a positive answer, but every answer is valuable information for him, enabling him to know what his subordinates are right and wrong in governing new york's government affairs. When leaders talk individually, they can ask the following questions: What aspects of the group are you most satisfied with? What aspects around you bore you the most? Do you have any suggestions for improving the team? What existing policies, strategies, branches, systems or similar things within the group should be abolished? What planning steps should be taken? Abolish immediately? Abolish next year? Or will it be phased out in five years? Wait a minute. In your opinion, who is the most creative, helpful and cooperative in this group? What is the goal of serving in this group? What kind of work do you like to do next? What do you think is your greatest weakness? Are you currently implementing a plan to improve yourself? Do you think you have a chance of promotion next? At what time? What are you most dissatisfied with my leadership style and decision? What are the three things that waste your time the most? What goals have you set for the group? Please evaluate the performance of the whole team, your department or the unit you lead in the past six months. Please indicate the highest and lowest performance periods. Please note that the questions listed above may apply to your group, and some may not, so you should consider the characteristics of the group when applying them. There is a successful leader who uses the same personal conversation style every time he takes over a team. He would ask every subordinate, "How is your job? What's the difficulty? How can I help you? What can I do to make your job easier? " Individual conversations give subordinates the opportunity to speak freely, without scruples, let alone scruples.
Meaningless. As long as your individual conversations are used properly, you can find many things in your subordinates' hearts that you didn't know before. Your subordinate tells you something about his troubles, and you can also take this opportunity to quell some rumors and rumors. This is also the way you negotiate with your subordinates and conclude with them.
A great opportunity for work goals. You should use this leadership method to have a good personal dialogue and train your work team.
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