How a chief should communicate with the staff in the right way?

More and more people in our country today go to work not only for the sake of money, but also for satisfaction their other demands- realization of ambitions, opening themselves as personalities, doing their favorite business, making the society to benefit from, etc. That is why now demands to flexibility of management the staff at work have been grown seriously. People widen seriously specter of their motivation and expectations from their professional- positional self-realization. And one of the most important moments in management, through which almost all wishes of a chief go, is communication. From the ability to communicate with employees and give them feedback directly depend how they would feel themselves, behave themselves and work. It means that the fate of organization depends on communicative skills of a manager.

For productive conversations with employees it is important to follow the next rules. 

Specify

If your employee is late that this is not the first time during a week, you need to tell him about it directly and specifically. For example, “You are late today for half an hour, and that is the second time during this week. Let’s discuss it.” Wrong variant: “You are always late!” Generalizing and absolutizing, as it is known, is the loveliest weapon of manipulators and a weak tool for a feedback.

Be operative with feedback 

Feedback is better to be given immediately after the event and in a positive way. For example, instead of “Month ago you were working with some client. Let’s discuss which mistakes you made”, it is better to say “Today you have worked with this client. Let’s have a look, what you were able to do”. 

Use facts, but not hypothesis 

For example, “I paid attention that you did not use a new questioner while working with a client”, instead “They say you have totally stopped to use a questioner”. In the first case a subordinate see that you are not indifferent to him, and you criticize him constructively, and in the second case that is just generalized and not correct accusation. 

Involve an employee into a conversation and give him opportunity to speak out

Sometimes instead of swearing, it is better to ask an employee a question and listen to his answer. Firstly, in this way you stimulate his thinking and responsibility in the discussed situation. Secondly, not giving a word to an employee, you could miss important information.

Discuss the events but not personality 

Switch to personalities in any life situations does not end up with anything good. And when it comes to labor relations, then such behavior is not acceptable at all. As besides having a change to offend a person, labeling does not influence the situation, which you are not satisfied with, at all. Instead, it is better to discuss the problem itself and participation of the employee in its solving.