——Chen Jun (vice chairman of convergence holding group)

　　An excellent manager not only has the ability to deal with the crisis independently and complete the task, but also guides his subordinates to have the ability to deal with and solve problems like himself. The guidance of subordinates is mainly accomplished by issuing orders. The following points should be paid attention to when giving orders:

　　Give a valid command

　　Managers often encounter urgent problems that need to be solved when they are very busy, but they don't think it is important. They will hand this matter over to their subordinates. However, the context of this matter is not clear to the subordinates. What was originally a very simple task for the manager needs a long time to solve, which eventually leads to the failure of the task.

　　When you are busy, it is often ineffective work and invalid orders to hand over unclear tasks to subordinates. When the subordinates are busy for a while without knowing what they are doing, they will question the management ability of the manager or the manager himself, and damage the image of the manager in the eyes of employees.

　　Grasp the point of the order

　　When giving orders, managers should be clear about the key contents in the orders, seriously consider the key points in the work, and make sure that they have a clear idea and comprehensively introduce the situation to the subordinates. This helps employees to grasp the situation and give full play to their subjective initiative. In addition, when giving orders, we must be concise, complete, clear, clear and confident. To be an excellent manager, we should try our best to make every work excellent and perfect.

　　Don't be "forgetful"

　　The daily work of managers is very busy, so they will not remember all the orders they give. Therefore, they must form a good habit of recording their authorized objects and authorization time. They can solve the problems in the work purposefully and pertinently, and also play a good role in the cultivation, rewards and punishments of subordinates.

　　Take the past self as an example

　　——Jane Dawei

　　As a supervisor, I may have grown up in the process of blaming in the past. However, due to the improvement of the material environment and the change of modern workplace atmosphere, many employees are not used to accepting the supervisor's loud blame. Even if the supervisor has a normal reason to blame, they may still feel sad or aggrieved.

　　In fact, in order to let employees know that they have done something wrong, it is not necessary to use blame to solve the problem. Especially for some more vulnerable employees, emotional blame should be avoided. If the supervisor can start with praise or encouragement, and then tell him what he should pay attention to or improve, he will be more willing to accept. For example, "I can see that you put a lot of effort into it. I appreciate it, but..." Or "I'm glad you did a pretty good part of it, but..." That is to say, "praise the advantages" and "prompt the shortcomings" alternately to achieve the effect of "increasing his confidence and letting him accept the reminder".

　　In addition, the supervisor can also use "past self" as an example to explain how he usually handled such matters in the past. Finally, he added, "do you think it's better to do this?" On the one hand, it can establish a sense of resonance with employees (because "I have encountered this kind of work"), on the other hand, it can also achieve the purpose of "prompt the right way", which can be regarded as killing two birds with one stone.

　　It is difficult to achieve communication effect by unilateral venting

　　——Lin Zhenggang

　　In company meetings, there is often a situation in which people discuss an important issue and form two different opinions. The two sides attack each other and insist on their own words. After in-depth discussion, we found that everyone's views are actually the same, but one side is talking about strategy and the other side is talking about implementation. Although we all share the same goal, the content level of the discussion is different. The result is like a quarrel, which is totally unnecessary.

　　In fact, quarrel is a kind of negative energy vent, is to express their opinions in an emotional way, and only one-sided vent, it is difficult to achieve the effect of communication.

　　There are few things in the world that are absolutely wrong or right. It depends on which angle you look at things. However, everyone thinks that they are right. A quarrel is because both parties have to prove that the other party is wrong and that they are right. It is not helpful to solve practical problems. Is this kind of quarrel meaningful? It's also easy to avoid a fight. First move "Empathy" (adjust mentality, and then "not afraid of losing face" (sincerely apologize). In this way, the other party will lose the power to attack and even faint for a few seconds. If you don't believe it, you can try it.

　　I saw such a little story on the Internet: there was a young couple. When the wife was in a bad mood, she would say some very bad words and take out her anger at her husband. She felt that the husband was her closest person, and she was not happy. Only with him could she tell it.

　　From this lady's point of view, she seems to make sense, but on the other hand, the person closest to you may also be the most vulnerable because he cares most about what you say. So don't think that you can be rude to communicate with close people. It's the same with your subordinates.

　　Everyone will have a bad mood, you can say the unhappiness in the heart, but don't scold others, take others out of anger. The person closest to you is not the object of your anger, you