How to get along with a person who is difficult to communicate?

1. It's written. Oral communication is limited by short time, rich content, chaotic environment and very low efficiency. Managers should try to communicate in writing or rely on written documents for oral communication when conditions permit. Managers who really like oral communication recommend using WeChat communication, which not only allows subordinates to listen to confirmation information repeatedly, but also gives them time to think and answer rigorously.

2. standardization. Gradually standardize channels, time, content and levels, and constantly adjust and optimize standard projects.

3. Give positive feedback. Actively give communication feedback, affirm the correct information and question the wrong information.

4. Establish a tacit understanding. Adhere to 1, 2, 3 points, and gradually establish a tacit understanding of communication, and the communication efficiency will be higher and higher.

Third, confirm that the information has been conveyed.

1. The information transfer must be closed-loop. When someone sends a message, someone must also receive it. To send a short message, you must receive a confirmation reply; The outgoing mail must receive the arrival notice, and the minutes of the meeting that has been held must be confirmed. Confirmation every 1 minute will save 3 minutes of guessing time and 5 minutes of error correction time.

2. Information must be action-oriented. Communication is a means, not an end. Without an action-oriented plan, communication is just a form. Only through action-oriented planning can we input time, content and form for the next communication, so as to repeatedly establish a positive cycle of internal communication.

Talking about many communication methods, in fact, more managers' communication problems are not in methods, but in ways of thinking. These managers always expect subordinates to be good at communication and understanding, and think that the responsibility for improving communication efficiency lies with subordinates rather than superiors.

Let's recall the most important principle of "equivalence of rights and responsibilities" in organizational management: the power that managers have should be equal to their responsibilities. It is clear at a glance who has the power to transmit information and feedback information between managers and subordinates, and who should be responsible for communication efficiency accordingly.