Workplace Vision: Big Companies Communicate With Employees Like This.

Taihua land development company urges its subordinates to develop a habit of timely "return" and "communication". Yu Shiwei, President of Taihua land development company, uses a very common phrase "return" to express.

Yu Shiwei said the return is "back to report" means, specifically, a request for B, B to have a feedback.

Management is not a one-way street, but a two-way street.

Therefore, once B is required, B must continue to repay.

This allows your boss to rest assured of what you are doing, and if there is any mistake, it is time to fix it.

Yu Shiwei was able to manage the business successfully because he developed the habit of return at the age of more than 20.

Anyone who asks for him will be rewarded immediately.

If subordinates have not yet formed this habit, Yu Shiwei will keep his eyes on him all day long and let him form this habit.

One day, Yu Shiwei asked the manager of the material department: "is there anything I can repay this morning?"

The other side was stunned. Yu Shiwei said, "yesterday I told you what you wanted to return to me at 10 o'clock this morning. Do you remember?"

"I'm sorry."

"I don't like to hear" sorry ". In the future, when I see you, you will repay me. This is the company's regulation.

Yu Shiwei believed that the above people would pay close attention to the following people, and the clasp would not be released if they were linked together.

The general manager doesn't have to care about what stuffing is in the dumplings. This is a matter for the Department Manager, but to ensure that a rope is picked up, there are nine dumplings under it.

If the habits of the subordinates are not developed in time, the boss should keep the eye on it at any time until the habit is formed.

Yu Shiwei is quite satisfied with his subordinates.

One morning, Yu Shiwei, who was in Guangzhou, received three calls, one from Taiwan, one from the United States, and one from Shanghai.

As a result, he learned in time the overall operation of the company on that day.

Yin Zhonglong, CEO of Samsung, visited the grass-roots unit to discuss CEO, a Samsung Electronics Company. "I spent a lot of time visiting the workplaces at home and abroad, starting from the grass-roots level to check the operation situation, listening to face-to-face reports and praising their progress.

This gives me the opportunity to discuss affairs with the direct participants as they please, from senior management to lower level staff.

Although many people believe that the development of digital technology has facilitated the development of global business, I still believe that no innovation can replace the authenticity of information obtained through direct discussions. "

When Intel talks about each other, employees must be good at communicating with others. Intel adopts an open communication mode, both top-down and bottom-up.

The management introduces the latest business development to the global staff through the network. At the same time, it will interact with employees through online chatting to answer various questions raised by employees.

Every quarter, the company regularly publishes staff briefs so that employees can keep abreast of the company's latest developments.

In addition, the company also has a system of "one to one talk", that is, communication between the company and its employees on the job expectations and requirements.

Face-to-face interviews are usually conducted in the form of staff meetings, requiring staff to draw up the agenda of the meeting and decide on the topic of the meeting by the staff.

When a reporter and a Intel employee talked about how to get a better personal development in Intel, the employee said with deep feeling: "the key is to communicate well, not to have employers everywhere to talk to you about work, but to maintain a very smooth communication with colleagues and bosses at any time."

There is a very important principle in the way of Intel's Employment: evaluating employees' performance is result oriented, no matter how hard or how hard you work, the boss only looks at the results.

It is precisely because of this reason that when new employees enter Intel, the most important warning is not to do things far beyond their abilities. They must be good at communication and integration into the team.