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沟通是最好的人性管理的方式

来源:http://www.jszhongtebao.com 发布时间:2018-07-19
沟通,就是管理者采用各种方法与部属进行接触,在接触中交流思想、建立感情、密切关系的过程.,有效地进行沟通,一方面能使管理者深入地了解部属、熟悉部属,为正确地引导使用部属打下基础,另一方面也能使部属熟悉自己的领导,对领导产生亲密感、认同感和信任感,最终收到增强团结,巩固和稳定,齐心协力做工作的目的。
Communication is the process that the manager uses various methods to contact the subordinates, exchange ideas, establish feelings and close relationships in contact, and communicate effectively. On the one hand, the managers can understand the subordinates and familiarity with their subordinates, guide the use of the subordinates correctly, and on the other hand, make the subordinates mature. I know that my leadership has a sense of intimacy, identity and trust towards the leaders, and eventually we can enhance solidarity, consolidate and stabilize, and work together to work.
沟通,分为正式沟通和非正式沟通两种形式。,正式沟通,主要包括上通下达、会}义汇报、思想教育、征求意见等组织明文规定的传递交流形式。非正式沟通,主要指在日常生活中,上级与下级谈心聊天、拉家常交朋友、私下交换意见等自由性质的交流方式。这里重点介绍一下非正式沟通的有关问题。沟通的方法技巧:关注、熟知。管理者应当尽可能多地了解每个部属的隋况,包括个人简历、婚恋情况、家庭状况等。另外,还要十分关注部属的思想变化和心理需求,对每个人的思想情况做到心中有数,以便能亲切准确地与部属交往。
Communication can be divided into two forms: formal communication and informal communication. Formal communication mainly includes the transmission and communication forms expressly provided by the organizations such as the upper and lower levels, the report of the association, the ideological education and the soliciting opinions. Informal communication mainly refers to the free way of communication between superiors and subordinates in daily life, such as heart to heart chat, family friends and private exchange of opinions. This is a brief introduction to informal communication. Communication methods and skills: attention, know well. Managers should learn as much as possible about the Sui Dynasty situation of each subordinate, including resume, marriage and family status. In addition, we should pay great attention to the ideological changes and psychological needs of the subordinates, and have a good idea of each person's ideological situation so as to be able to communicate with the subordinates cordially and accurately.
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信任、爽直。信任是最好的鼓励,一个部属如果感到上级非常信任自己,那他就会有使不完的劲,即使你批评他,他也觉得是爱护自己。所以,不论部属表现如何,不论你对他如何价,都要在交往中表现出十足的信任。这种信任要在交往的每一时机都真诚地表现出来,包括批评、表扬、安排工作等时候。
Trust and be straightforward. Trust is the best encouragement. If a subordinates feel that they trust themselves very much, then he will have the power to make it impossible. Even if you criticize him, he feels like he is in love with himself. Therefore, no matter how your subordinates behave, no matter how expensive you are, you must show full trust in your contacts. Such trust should be genuinely displayed at every opportunity of communication, including criticism, praise and arrangement.
赞赏、发挥。管理的最终目的是发挥每个部属的才能和作用,而赞赏又是激发人的工作热情的最佳方法。管理者在了解部属工作情况时,不能把重点放在挑毛病、找问题上,而应该在发现部下长处,激励进步方面下工夫。一旦部属干出成绩,表现出优点和进步,就应该及时给以赞赏和褒奖。
Praise and play. The ultimate goal of management is to give play to the abilities and functions of each subordinate, and appreciation is the best way to arouse people's enthusiasm for work. In understanding the work of the subordinates, managers can not focus on picking up problems and finding problems, but should find the subordinates' strengths and motivate progress. Once the subordinates have made achievements and show their advantages and progress, they should be praised and rewarded in a timely manner.
平等、热情。一个故意摆官架子的管理者,是不会令部属真正信服敬佩的。只有与下级平等相处,充分信任部属,而又有真才实学的管理者,才能赢得部属的真正尊敬和爱戴。
Equality and enthusiasm. A manager who deliberately puts office airs will not really admire his subordinates. Only those who are equal with subordinates, who fully trust their subordinates, and have genuine talents, can win the true respect and love of their subordinates.
真诚、严格。对部属严格要求,这是管理者应该做到的。而严格应该以真诚关心帮助为前提。只有以真诚关心为出发点,以做好工作为评价标准,批评和严格才会容易被接受,也才能真正产生效果。
Sincere and strict. Strict requirements for subordinates are what managers should do. And strict care should be given to help as a prerequisite. Only with sincere concern as the starting point and good work as the evaluation standard, criticism and strictest will be accepted easily, and then we can really produce results.
一视同仁。不论部属的能力大小,才智高低,对自己的态度如何,都要一视同仁,平等相待,绝不能有意无意地亲近一部分人,疏远另一部分人。淡化矛盾。工作中,管理者与部属之间发生一些矛盾,部属对管理者有些意见看法,都是正常的,绝不能把这些问题看得过重,更不能耿耿于怀,给部属穿小鞋。对犯了错误的部属,要及时严肃地批评处理,而处理过后不再揪住不放,翻旧账、揭伤疤;与部属产生了矛盾,管理者胸怀要大度些,主动承认错误,化解矛盾,使关系走I句正常;当部属反对自己、而实践又证明他的反对有误时,管理者要宽宏大度,捐弃前嫌,尽量淡化部属的失洪,这样才能赢得人心,获得尊敬。
Make no exception. No matter the capacity of the subordinates, the high or low intelligence, and their attitude, they should be equal and equal to each other, and must not be unconsciously or unconsciously close to a number of people and alienate some other people. Desalination of contradictions. In the work, there are some contradictions between the manager and the subordinates, and the subordinates have some opinions on the managers. They are normal. They must not take these problems too much, and they can not be grim, and wear small shoes to their subordinates. For the subordinates who have made mistakes, they should be seriously criticized and dealt with in time, and after the treatment, they will no longer hold on, turn over the old accounts, uncover the scars, have a contradiction with the subordinates, and the managers have to be more generous, admit the mistakes actively, dissolve the contradictions, make the relationship I normal, and when the subordinates oppose themselves, and the practice proves his opposition error Managers should be magnanimous, bury the hatchet and minimize the flood of their subordinates so that they can win hearts and respect.
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