The Golden Rule Of Learning Management: Communication Is Very Important.

In Harvard Case teaching, people's management is highly valued, especially the communication management of the business community.

As a manager, if you can not communicate effectively with subordinates or employees and understand the needs of employees, the manager is an incompetent manager.

The dissatisfaction with the current management of enterprises is the golden opportunity for communication.

Good managers must learn the golden rule of management from the dissatisfaction of their employees.

If you have something short, you have a strong point. A competent manager should also rely on the wisdom of others. In some ways, subordinates may have more experience than their superiors.

Leaders of internationally renowned enterprises are mostly managers who follow the advice.

Such as: Bill Gates of Microsoft encourages employees to speak freely, and makes unreservedly criticisms, suggestions or proposals for the development of the company, existing problems and even the shortcomings of their superiors.

He said: "if everyone can make suggestions, it means that everyone is concerned about the company and the company will have a future."

Konosuke Matsushita, the former general manager of Panasonic, who called the "God of management", has a mantra: "let employees speak their grievances."

His practice made the management more joyful and less annoying.

More harmony, fewer contradictions; more communication between the upper and lower levels, less estrangement; more understanding and less confrontation between the company and its employees.

"As a boss, facing your employees' resignation, your attitude reflects your leadership philosophy."

This is a senior career strategy consultant Marilyn M Kennedy.

IBM Li Qingping, director of human resources in China, pointed out: "IBM is very calm when dealing with the flow of talents brought about by changes in the environment, and always takes note of the construction of corporate culture.

IBM is a company that works on a collective team and does not affect business because one person walks away. But within our company, we take a careful analysis of those who walk: why do these people go? "They focus on collecting the opinions of resignation staff when they resign, especially those who are not excellent.

They do not think that the loss of talent is a total loss of IBM, because on the one hand, the flow of talent provides the development space for the outstanding employees behind, and their flow will bring IBM a lot of valuable advice.

Employees who leave from IBM will learn something after a few years. If they are willing to come back, the door of IBM will always be open. They will add new value to IBM.

There are three main types of complaints: the first is salary, the second is the work environment, and the third is colleague relationship.

How should leaders and managers handle complaints in a timely manner? First of all, be willing to accept complaints.

Complaining is nothing more than a vent. This kind of vent needs audience, and these listeners are often the most trusted parts of those who complain.

As long as he gives vent to complaints in front of you, your work is half done, because you have succeeded in gaining his trust.

Secondly, try to understand the causes of complaints.

Thirdly, we should pay attention to equal communication.

In fact, 80% of complaints are small or unreasonable and unfair. It comes from employees' habits or sensitivity.

Such complaints can be resolved through equal communication with the complainants, so that they can be calmed down to prevent the spread of complaints, and then take effective measures to solve the problem.

Finally, be decisive.

Generally speaking, 80% of complaints are caused by confusion in management, and only 20% of employees complain of personal negligence.

So standard

Clear responsibilities and perfect rules and regulations are important measures to deal with complaints.

In the standardized management system, we should adopt the principle of democracy, fairness and openness, so that employees can participate in the discussion and work out various management rules together, so as to ensure the impartiality of management and win the hearts of the people.

Managers should vigorously advocate benign conflicts in enterprises, introduce benign conflict mechanism, and give strong rewards to individuals who dare to challenge the current situation, initiate new ideas, put forward different views and make original thinking, such as promotion, salary increase or other positive reinforcement methods.

The benign conflict is quite valued in the newly established values of GE company. The company often arranges employees to have dialogue with top leaders of the company. Welch often participates in such face-to-face communication and debates with his employees.

Through sincere communication, we can directly induce a benign conflict with employees so as to make decisions for improving the management of enterprises.

When using communication to stimulate conflicts, we should pay special attention to using informality.

Stimulate benign conflicts.

Akio Morita stirred up a benign conflict in informal communication with employees. For example, when he had dinner with a subordinate supervisor, he found a young man uneasy and encouraged him to say what he was saying.

After a few drinks, the young man complained about many problems in the company's human resources management.

After listening to Akio Morita, he immediately carried out corresponding reforms within the enterprise to make the human resources management of the enterprise enter a benign track.

When the organization openly communicated bad news with its employees, the organization proved its true meaning.

When communicating bad news, executives and managers should join in as soon as possible, fully informed and able to provide support.

When planning to deal with bad news, organizations should carefully consider the needs and concerns of employees and the outside world.

It is necessary to coordinate the information released to the public and shareholders, and ensure that the information given is consistent with the information conveyed to the employees.

When communicating bad news, we should pay attention to the following factors: (1) describe the news in a clear and frank manner; (2) explain why the current measures are taken; (3) propose solutions; (4) indicate that the organization is concerned about employees.

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