How managers and employees get along

Lower your stance | Stop in moderation | Communicate effectively

Management is an art, after all, it is a way of getting along with people. In order to deal with the relationship between leaders and subordinates, it is necessary to always think about the subordinates. But in reality, many employees are speechless.

This phenomenon is not uncommon in enterprises. On the surface, it seems that employees do not take the initiative to solve problems, but the actual root cause lies in managers.

01 Interaction between leaders and employees

Some managers like to distance themselves from their subordinates to show authority, but they didn't expect that doing so would have many negative effects!

1. Increase the decision-making risk of managers

Employees are the concrete operators on the front line, and the information they know is often more specific and in-depth than managers, and this information is the key basis for managers to make decisions. If managers make rash decisions without hearing the opinions and suggestions of the grassroots, it is very likely that the accuracy of decision-making will deviate, and once the wrong decision is implemented, it may even lead to wrong consequences.

 2. Divide the team spirit of the organization

When the employee is full of hope for the team, he will report the problems found to the team in a timely manner. If the employee is disappointed with the team, the enthusiasm of the employee will be weakened. Once the employee completely despairs of the team, he will not say a word in the face of the team. Even if he sees the development of the team to the brink of danger, he will remain indifferent. There are many such people in the team, and it is not far from collapse.

 3. Reduce employee motivation

In a relaxed atmosphere, people are more creative, and it is easier to stimulate their potential, thereby producing greater work efficiency. Otherwise, people's subjective initiative cannot be actively exerted, and even the spirit of forging ahead will gradually disappear. When managing people, you need to manage the spirit, not just the body, especially for those jobs that require a slightly higher level of brain work. Such as technical or managerial people, sometimes he is thinking, and you can't see what he is thinking? And you can't say that he is not working.

02How should leaders get along with employees

Managers should make your employees dare to speak the truth to you and solve problems on the same front as you. The key depends on whether the basic qualities of managers can be recognized by employees, and whether managers can create an environment for them to speak positively.

Lower your posture and get closer to the hearts of employees

When communicating with employees, don't always intentionally create a sense of superiority that is one level higher than the employees. It is necessary to understand that although the ranks of the subordinates are different, the personalities are always equal. Once you show that kind of self-centered attitude and are felt by the employees, the employees who were close to you will slowly distance themselves from you, and the estrangement will arise with the distance.

Just enough, don't put too much pressure on the staff

When assigning tasks, it is necessary to consider matching the ability of the employee, the pressure applied should be moderate, and do not arrange too much work beyond their ability. , you must not, after assigning the task, don't ask, just ask for the result, and accuse you when you don't get the result you expected.

Give more praise, don't constantly reprimand employees in person

Employees whose work performance is improved or work constructively should be publicly praised, so that employees have a sense of achievement, and other employees can form value standards and directions for their efforts. Once an employee makes a mistake, it is better to criticize in private, which not only makes him understand his fault, but also preserves the employee's self-esteem. The employee will feel grateful and close to the heart.

Don't always judge employees by your own standards

I have met a business manager before, who is very competent but not measured enough. Whenever he hears that the employee's opinion is contrary to his own, he will be angry and scolded, and sometimes even mention it repeatedly. The number of times has caused many subordinates to feel embarrassed and angry, and soon after looking for another employer, he eventually became a loner. This method is not advisable, no matter whether the opinions and suggestions of employees are good or bad, we must actively listen to them. Good opinions and suggestions should not only be listened to carefully, but also given certain rewards to improve everyone's enthusiasm.

Assign tasks and fully listen to employees

There is often such a phenomenon. When the leader assigns the task, he asks everyone if they have heard clearly, and if there is any difficulty? Many times everyone makes it clear and promises to complete the task. But once you do it, you get confused, and you don't know what standard you want to accomplish. How to solve this problem requires our managers to actively create an atmosphere and habits. When assigning work tasks, let employees fully talk about the problems, and listen to the feedback of specific executors earnestly and humbly. It is helpful for managers to make decisions.

Put down the shelves and let employees not feel stressed

You must have experienced an otherwise light work scene that has become tense due to the arrival of a leader. I used to know a supervisor who would criticize employees at every turn without regard for affection. Everyone felt very restrained in communicating with such a supervisor. They were afraid of problems, so they didn't want to communicate with him at all, but they also didn't want to offend him, and even complimented him. In fact, their hearts had already left him. Sadly, this supervisor has always thought that making employees into shreds one by one is to show that he is very good. In fact, employees are very annoying to such managers.

As a manager, if you can do this, you will build real authority, and employees will naturally open up to you and speak their hearts out, so you don't have to worry about your employees blocking when facing you. My own heart, I have nothing to say. When an employee opens his heart in front of you, he already treats you as his friend, and no matter what instructions you give in the future, they will be well executed.

03 The importance of effective communication

Communication with employees is critical for managers. Because managers want to make decisions, they must get relevant information from subordinates, and information can only be obtained through communication with subordinates; at the same time, to implement decisions, they must communicate with employees. No matter how good an idea, no matter how creative the suggestion, no matter how perfect the plan is, it is impossible to achieve without communication with employees.

The purpose of communication is to convey information. If the information is not passed to every employee in the unit, or if the employee does not properly understand the intention of the manager, communication barriers arise.

04How to communicate effectively

So, how can managers communicate effectively with their employees?

01Let employees make timely feedback on communication behaviors

The biggest barrier to communication is misunderstandings by employees or an inaccurate understanding of the manager's intentions. To reduce the occurrence of such problems, managers can ask employees to give feedback on the manager's intentions. For example, after you assign a task to an employee, you can then ask the employee, "Do you understand what I mean?" and ask the employee to repeat the task. If the employee's understanding of the manager's intention is wrong, it can be corrected in time.

02 Use different languages for different people

Within the same organization, different employees tend to have different ages, educational and cultural backgrounds, which may lead them to interpret the same words differently. Managers often fail to notice this difference, thinking that what they say can be properly understood by others, creating a barrier to communication.

Therefore, managers should choose words that are easily understood by employees to make the information clearer. When conveying important information, in order to eliminate the negative impact of language barriers, you can first tell the information to people who are not familiar with the relevant content.

03 Actively listen to the speeches of employees

Communication is a two-way act. For communication to be effective, both parties should be actively involved in the exchange. When employees express their opinions, managers should also listen carefully.

When others speak, we are listening, but many times we are passively listening rather than actively searching for and understanding the information. When listening, listen objectively to what employees have to say without making judgments. When managers hear opinions that differ from their own, don't rush to express their opinions.

04 Pay attention to the proper use of body language

When listening to what others have to say, you should also pay attention to nonverbal signals to show your attention to what the other person is saying. For example, approving nods, appropriate facial expressions, and positive looks; don't look at your watch, flip through documents, and scribble with a pen. If the employee thinks you are paying attention to his words, he will be happy to provide you with more information; otherwise, the employee may be slack in reporting the information they know to you.

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