Knowing these words, team management is so easy

the importance of communication is self-evident. Many teams have problems, mainly because of the problems in the business association (reporting, discussing and contacting), which will lead to many subsequent events. Japanese writers have their own way on this issue, especially the words are properly sorted out, and the basic communication matters are covered. Now we share them as follows:

Sometimes, in order to ease some atmosphere or promote some conversation, we should learn to echo others when necessary:

1) For example, appropriate echoing words can create an atmosphere of speaking freely, but we must cooperate with each other.

2) When we don't quite agree with each other's views, don't rush to express our opinions, but it's better to express them in the original way, which is really surprising; If you want to encourage the other party to continue talking, you can try to use what I have never found, and then, to guide the other party to continue;

3) When we agree with each other's views, we must give a positive reply, for example, your views are interesting and great, so we should give more positive responses;

4) If the other person likes to complain, or often has a lot of negative emotions, be sure to express condolences first. I can understand your feelings, or if the situation is really difficult to handle, it's a pity, etc., show empathy, don't directly deny it, and seek solutions together if necessary.

Ways to avoid echoing:

1) Really? What? This will make the other party feel bad and feel that they don't respect each other;

2) I have long known that superiors will definitely have more experience than subordinates, so such direct expression will also make people uncomfortable;

3) what do you want me to say? Most superiors don't pay much attention to this sentence, and sometimes subordinates will accept it much higher if they change it to "I suggest".

For subordinates who don't know what to say, or have a long speech that is not to the point, they must not be too irritable and give patient guidance. This is the primary task of superiors:

1) The superior should use the principle of 5W2H to ask more questions to subordinates, and at the same time, it should tirelessly cultivate them to learn to think about reporting problems with this principle.

2) You must listen to your subordinates who report bad news, and remember that getting angry does not mean criticizing. Criticism is to stand on the other side's point of view and urge the other side to make appropriate improvements according to their own problems; And getting angry is completely from your own point of view, letting your emotions vent. So when the incident has happened, we just need to confirm the facts, understand the subordinates' own thoughts and determine the cause of the problem, and finally give some advice and guide them to correct it.

3) Sometimes we hope that our subordinates can express their opinions, but they are often silent, so we can guide them, for example, or what would we do if we were in my position?

4) For subordinates who often digress, you can use it to pull back the topic or help them summarize the main points.

China people are born with a poor ability to show their feelings, so we should pay special attention to this point:

1) How can older colleagues be like you? Ask questions to express your admiration;

2) For young colleagues, labels are often used to motivate them. For example, you must ask xx for this business, or be an expert in xx.

3) If we want to unite the team's fighting capacity, we should use the triangle compliment method, which is actually an indirect compliment method. One is to convey the praise of the third party to the subordinates, and the other is to praise the people who are not present in front of the third party;

4) in front of customers or others, compliment others by wearing a top hat. Praise is a very excellent quality, and it is worth learning more from every boss.

When we assign a task, it is often unsatisfactory to finish it, or all kinds of rejections are delayed. The beauty of communication lies in it:

1) If you encounter urgent work, you must explain to your subordinates why you need to do it now. If you don't talk, because everyone has different understanding of the matter, it is likely that you will be treated differently and cannot finish it on time; And it is necessary to express why you need to hope the other party's help, and to emphasize together, rather than simply pushing things to subordinates to finish things, and always cultivate the centripetal force of the team;

2) When arranging specific affairs, it is necessary to explain or let subordinates know the project background and overall significance in advance according to the principle of 5W2H, and the important factors to promote the progress of the overall project. If it is a business negotiation, where is the negotiation venue, for whom, for what purpose, what effect should be achieved, and when to get ready, etc., remember to convey vague words to subordinates, such as meeting tomorrow, when tomorrow. 9 am or 11:2 am?

3) Different ways should be adopted for different types of subordinates: a) For subordinates seeking promotion, it should be clearly pointed out that this job is very important, which may make your position by going up one flight of stairs, and I can't give it to others; B) Subordinates who avoid risks, we will do this work together with the support and assistance of relevant departments; C) Subordinates who pursue challenges: This project has never been followed, and this area has not yet become a single one. If you want to do it well, you are the first person; D) Subordinates who pursue freedom can play freely in your way on the basis of ensuring xx;

If subordinates are frustrated or depressed, as superiors, they must give encouragement and encouragement in time to get them back into their future work:

1) Middle-level leaders often encounter such a situation. When subordinates write a business plan and think it is good after reading it, they will continue to submit it to boss, but boss will put forward their own ideas again or reject it completely. At this time, most middle-level leaders, Is directly said to subordinates, boss didn't pass, still have to be revised, and directly submit the project to subordinates to continue to change, such wording will certainly make subordinates uncomfortable, lose enthusiasm, because you are a leader, after the plan is approved by you, it is your business to go to the next higher level, because in the position of middle-level leader, it is not simple to take a message, not only to communicate with boss to understand the reasons for the veto, but also to have the responsibility to communicate with subordinates diplomatically, and

2) If subordinates feel depressed due to mistakes in their work, we should be considerate and not blindly pursue the mistakes that have happened. After all, we should not cry all the time for a spilled glass of milk. We should adjust ourselves in time, share with our subordinates our previous failure cases, how to get out of the shadows, how to solve the remedies, etc., and then shift our goals and talk about the future and improvement countermeasures;

3) For colleagues who often spread some negative energy in the work environment, for example, some people say that xx project is difficult to follow, and a competitor has already decided, we must first accept their words, and then understand why they say this. Can you elaborate, at this time, we may be able to hear some hidden information and continue to understand what the worst plan is? Let's think with them about whether there is a solution, and maybe things will develop differently.

When there are problems in work or business, how to convey your thoughts and put forward your own suggestions to your subordinates is also very skillful:

1) For subordinates with poor performance, you must first recognize them and then find out the reasons. Everyone has their own bright spots. Don't say that your employees are useless. If they are such employees, it is also your dereliction of duty to let them join the company at the beginning. The first recognition is mainly to create an atmosphere of in-depth communication. The most important thing is to find out the reasons why subordinates can't make achievements, and then try to solve them.

2) For subordinates who work hard but have no results, first of all, we should express our condolences, recognize their efforts, and reassure them. Secondly, we should understand the cause of the problem, and we must focus our questions on the matter itself, not the employees themselves.

3) Give more recognition to subordinates who make slow progress, and don't compare with others. If you compare, you'd better communicate with their own past and present.

4) For subordinates who have made the same mistake for many times, use "what" instead of "why". When an error occurs, the first thing is to confirm the facts, then understand the reason of the matter, and what to ask questions with, then the focus is mostly on the matter itself, while using "why" makes subordinates feel that the reason lies in themselves. It is good to reflect, but for subordinates who have made the same mistake for many times, it is the key to correct their behavior and train them to do the right thing.

When communication is ineffective, criticism is used to correct subordinates' thoughts and behaviors:

1) Sandwich criticism method: Re-emphasize that criticism is not anger, but its significance urges employees to correct their mistakes and improve their actions, so it is necessary to keep employees' enthusiasm and make them realize that the current practice is not feasible, so most of them can adopt the method of praising and criticizing;

2) For employees who are in conflict, they can first accept the words of the other party and try to ask questions to understand their views without denying them; For subordinates who have not changed after criticism, it is necessary to understand the real reason, whether they don't understand what to do or don't want to do it at all; For employees with poor resistance to blows, the method of candy+disregard is adopted, and only one thing is criticized at a time, and low-importance issues are not criticized;

3) after the criticism, you can use the topic of work to divert your mood, such as how is the preparation for tomorrow's meeting? What time does the customer meet in the afternoon wait?

the power of words is very strong, and a boss who is good at speaking and communicating can not only enhance the cohesion of the team, but also stimulate everyone's enthusiasm and move forward together.

Wen/Lao Xie