Key rules for communicating with subordinates
Posted: Tue Jan 28, 2025 8:28 am
Find a common language
Unfortunately, many managers like to show off beautiful phrases, the meaning of which is unlikely to be grasped by employees for the most part. And most likely, such speeches fly in one ear and out the other. Imagine that a sales manager is currently thinking only about the adopted innovation, worries about how clients will react and whether this will ultimately affect the salary. Will his pompous speech about the new “mission” or “strategy” impress his superiors? Most likely, not.
So how should a manager communicate with subordinates? Talk about the pressing issues, about the events happening in the company right now. And these should not only be cayman islands email list personal speeches. Every month, you should write an address to employees, in which you outline the essence of the events happening in the company, report on successes, mistakes, new functions - absolutely everything. At the same time, avoid an official tone, speak in simple language so that the meaning of what is said is understandable to literally everyone. Subordinates should not have the feeling that the boss is broadcasting from another planet about some unearthly matters. No, he is here, nearby, and aware of all the affairs.
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Understand when a person does not hear you, and when he hears you but does not agree
There are often situations when an employee understands perfectly well what is required of him, but is in no hurry to do it, because he has his own opinion on this matter. In such a case, it makes sense to talk to the subordinate: perhaps he will voice really serious arguments that were not taken into account by the management, and then it is better to allow the person to act at his own discretion. But if the arguments of the parties are equally significant, then, as a manager, insist on the implementation of your scenario.
The Importance of Proper Communication with Subordinates
Don't force, but try to convince
When an employee defends his own opinion, and you clearly understand that it is wrong, do not force the person to obey you by order. Spend time and effort to convince him. A good manager will always find arguments for this. And as a result, the employee will enthusiastically take on the task, do everything quickly and exactly as needed.
Provide explanations, but don't chew on every little detail.
After all, you are most likely dealing with professionals whom you hired yourself. This means that they are able to understand the details of the process. Lay out the strategy, explain in detail what results you expect. But let your subordinates decide for themselves how to carry out the assigned task. For example, if you have a guest who does not eat lemons (and only you know this), then, of course, you should convey this information to the secretary, instructing him to make tea. And the rest is the secretary’s concern.
Unfortunately, many managers like to show off beautiful phrases, the meaning of which is unlikely to be grasped by employees for the most part. And most likely, such speeches fly in one ear and out the other. Imagine that a sales manager is currently thinking only about the adopted innovation, worries about how clients will react and whether this will ultimately affect the salary. Will his pompous speech about the new “mission” or “strategy” impress his superiors? Most likely, not.
So how should a manager communicate with subordinates? Talk about the pressing issues, about the events happening in the company right now. And these should not only be cayman islands email list personal speeches. Every month, you should write an address to employees, in which you outline the essence of the events happening in the company, report on successes, mistakes, new functions - absolutely everything. At the same time, avoid an official tone, speak in simple language so that the meaning of what is said is understandable to literally everyone. Subordinates should not have the feeling that the boss is broadcasting from another planet about some unearthly matters. No, he is here, nearby, and aware of all the affairs.
Company Marketing Plan: Double the Company's Profits
KPI for the sales department: how to calculate and implement
How to get 3 times more clients for 2 times less
Understand when a person does not hear you, and when he hears you but does not agree
There are often situations when an employee understands perfectly well what is required of him, but is in no hurry to do it, because he has his own opinion on this matter. In such a case, it makes sense to talk to the subordinate: perhaps he will voice really serious arguments that were not taken into account by the management, and then it is better to allow the person to act at his own discretion. But if the arguments of the parties are equally significant, then, as a manager, insist on the implementation of your scenario.
The Importance of Proper Communication with Subordinates
Don't force, but try to convince
When an employee defends his own opinion, and you clearly understand that it is wrong, do not force the person to obey you by order. Spend time and effort to convince him. A good manager will always find arguments for this. And as a result, the employee will enthusiastically take on the task, do everything quickly and exactly as needed.
Provide explanations, but don't chew on every little detail.
After all, you are most likely dealing with professionals whom you hired yourself. This means that they are able to understand the details of the process. Lay out the strategy, explain in detail what results you expect. But let your subordinates decide for themselves how to carry out the assigned task. For example, if you have a guest who does not eat lemons (and only you know this), then, of course, you should convey this information to the secretary, instructing him to make tea. And the rest is the secretary’s concern.