Workplace Communication: Speaking Is Also An Art.

Principle 1: "do I understand?"

A lot of people will say, "do you understand?" or "do you understand?" or "do you know?" when they talk about their jobs and assign tasks, they are a bad habit.

Some people even say a word, followed by a sentence, "understand", "understand", "know what", "right?"

It seems more inappropriate and should be corrected.

The correct question should be: "do I make myself clear?" "do I understand?" if the person who is asked is clear, he will reply, "I understand."

This will be very harmonious.

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Principle two: "what if...?"

When asking for a request, if it is not an emergency, it is not a serious situation. Consider the use of "if".

Being able to be more euphemistic, it can also make room for those who ask for and give orders.

Principle three: "it may be..."

We should use "possibility" when correcting other people's information errors.

Sometimes we will face different opinions about work. We need to express opposite views and even correct the correct views of the other party.

We need to affirm each other before correcting or refuting the other side.

For example:

"You have seriously thought about this problem, but I want to tell you that you are not thinking in the right direction.

"Your ideas are very characteristic, but you have neglected some cases, so your conclusion is incorrect.

You have done a lot of work, but there are some problems with the method.

"You are very responsible, but you only think about the side of things...

"You have the courage to be bold enough to put forward your own opinions, but your views have been ignored.

If you can write more than ten affirmative expressions before correcting or refuting others' opinions, you will be able to skillfully use them in actual conversation.

Principle five: reverse connection.

Direct connection refers to the natural and harmonious dialogues, to understand each other calmly, and to respond to each other in a friendly way.

In reverse discourse, there are latent or even obvious conflicts and antagonistic emotions in discourse.

In communication with people, effective communication lies in learning to connect with others.

This is easy to say, and it is not easy to do it correctly.

If you ask someone friendly to dinner, he replied, "why don't I eat?" this is a typical converse discourse.

We should avoid such habitual utterance in our daily conversation.

There is no discontent, retort or accusation of the other side in the intonation.

If there is no such intonation in it, there is no such thing in mind, sincere understanding of each other, courtesy and peace of mind, and change of the inertia of words.

It is also a time to accept different opinions.

When others put forward different opinions or criticisms and accusations, they can take advantage of these criticisms first, then explain the situation in a calm and objective way, explain the situation and reasons, explain that the responsibility is not in themselves, and finally show the basic rationality of those criticisms again.

Such a process can be summed up as the "A B A" mode, and A is the sequential performance.

Principle six: Hello, ask no questions.

There is genuine mutual concern between colleagues and friends.

Sometimes, however, such concerns are somewhat awkward.

When there are certain phenomena, the direction of habitual thinking points to possible negative problems and begins to consider measures to deal with them.

At this time, it is a question from a negative angle, and the shadow comes out of it.

For example, someone in the office has coughed, and the colleagues at the next table will ask with concern: How did I cough? Did I catch a cold? Did I take any medicine? For example, someone fell down on a bicycle and saw him standing up without a leg. He would naturally ask if it would be a fracture. We should try to change such a question.

Then how should we express our concern for each other? "Are you okay?" "it doesn't matter!" should take the positive question as the first choice.

Avoid habitually asking others if they have done something wrong, or is it causing trouble?

If we try to change it, we will be able to receive unexpected good results.