• <abbr id="ck0wi"><source id="ck0wi"></source></abbr>
    <li id="ck0wi"></li>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li><button id="ck0wi"><input id="ck0wi"></input></button>
  • <abbr id="ck0wi"></abbr>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li>
  • Home >

    Taboo Of Performance Communication, Do You Know?

    2013/11/11 22:10:00 36

    Performance CommunicationHRTaboo

    stay Performance communication We should use "we" more often and use less "you": "how do we solve this problem?" "how far is our task going?" or "how can I help you?"


       A face with no expression.


    As an effective listener, HR You should show your interest in the conversation of your subordinates through your body language. Affirmative nod, proper expression and proper eye contact undoubtedly show that you are listening attentively.


       Two avoid impatient actions.


    Watching the watch, turning the newspaper and playing with the pen shows that you are tired of talking and are not interested in conversation.


       Three taboos are arrogant.


    You can display an open posture through facial expressions and body positions. You shouldn't cross your arms and legs. When you need to lean forward, face each other and remove the barrier between the two sides.


       Four, avoid interrupting subordinates at will.


    Try not to react before your subordinates have finished speaking. When subordinates think, don't conjecture. Listen carefully and let your subordinates finish speaking before you speak. Another important content of performance communication is that it can feedback employees' performance to employees through performance interview, so that employees can understand the gains and losses of their subordinates' work in the past year, so as to serve as a basis for improving or improving their performance in the coming year.


    Five, avoid, ask and speak more.


    Giving orders manager It is difficult to achieve the transformation of roles from superiors to "helpers" and "partners". We suggest that managers follow the 80/20 rule when communicating with their employees: 80% of the time is left to employees, 20% of their time is left to themselves, while in this 20% time, 80% of the time is asking questions, and 20% of the time is used for "guidance", "advice" and "giving orders", because employees are often more aware of the problems existing in their jobs than managers. In other words, we should ask more questions, guide employees to think and solve problems, evaluate their progress, instead of giving orders.


       Six avoid using "you" to communicate.


    In performance communication, we should use "we" more often and use less "you": "how do we solve this problem?" "how far is our task going?" or "how can I help you?"


       Seven avoid general feedback.


    Managers should respond to specific behaviors or facts of employees to avoid vague statements. Such as: "your work attitude is very bad" or "your excellent work has left a deep impression on you." Ambiguous feedback not only does not stimulate or inhibit the effect, but also makes employees feel uncertain.


      Eight bogey is not right for people.


    When employees do something wrong or inappropriate, they should avoid using evaluative labels, such as "incompetence" or "dishonesty". Instead, they should objectively state the facts and their feelings about the facts.


      Nine avoid to teach with finger pointing.


    When subordinates perform poorly, they should avoid saying, "you should... Instead of... " This will enable subordinates to experience some inequality, which can be replaced by: "I did so.


       Ten avoid "throwing cold water".


    When employees make a mistake, it is best to wait for their cool down before making feedback so as to avoid "looting" or "throwing cold water". If employees do a good thing, they should be praised and encouraged in time.

    • Related reading

    如何創建團隊文化?

    Personnel and labour
    |
    2013/11/5 22:40:00
    9

    HR How To Make Human Resources Planning?

    Personnel and labour
    |
    2013/11/5 22:40:00
    21

    How Does Human Resource Management Solve Employee'S "Drag" Strategy?

    Personnel and labour
    |
    2013/11/3 20:45:00
    22

    How To Deal With Challenges From Training In The New Era?

    Personnel and labour
    |
    2013/11/3 20:24:00
    6

    What Should The Personnel Do When They Ask For Promotion?

    Personnel and labour
    |
    2013/11/3 18:42:00
    31
    Read the next article

    Mango2013 Autumn And Winter, Parents Are Cute.

    This autumn and winter has created a mini version of the parentage series and rocking together with children. Seeing the advertisement of the Mini Me series will remind us of the cute picture of the mother's dress for a time. Next, let's take a look at the fashion charm of Mango2013's autumn and winter parentage.

    主站蜘蛛池模板: 免费人成激情视频在线观看冫 | 午夜阳光电影在线观看| 亚洲欧美天堂综合久久| 亚洲免费观看网站| 一级视频免费观看| 黄色一级毛片免费| 老熟女五十路乱子交尾中出一区| 欧美牲交a欧美牲交aⅴ免费下载| 成人毛片免费观看视频| 国产成人精品三级在线| 亚洲精品无码mv在线观看网站| 中文字幕人妻无码一夲道| 狠狠色香婷婷久久亚洲精品| 激情视频免费网站| 小sao蹄子你好sao啊| 国产做无码视频在线观看| 亚洲va久久久噜噜噜久久天堂| 97精品人妻一区二区三区香蕉| 真实国产乱人伦在线视频播放| 日日碰狠狠添天天爽不卡| 国产成人久久综合热| 亚洲另类自拍丝袜第五页| 97精品在线视频| 欧美日韩精品一区二区三区高清视频| 天天综合天天做| 午夜精品不卡电影在线观看| 久久久久亚洲AV成人无码网站 | 紧窄极品名器美妇灌| 日本三级片网站| 国产性片在线观看| 久久99精品一区二区三区| 青草热在线精品视频99app| 最近2019中文字幕免费看最新| 国产精品对白刺激久久久| 亚洲系列中文字幕| jlzz大全高潮多水老师| 精品久久人人爽天天玩人人妻| 成年人在线免费观看网站| 免费人妻无码不卡中文字幕系| 一本丁香综合久久久久不卡网站| 老头天天吃我奶躁我的视频|