Manager Often ignore the fact that employees are self-knowledge and independent knowledge workers, many things, employees are fully capable of deciding their own thinking and action steps, without the need for the director to explain without any details, and no need for managers to supervise them all the time.

Under such circumstances, managers' guidance to employees often tells, tells, tells them what they think of them. Duty It means telling employees what to do, how to do it, what tools to use, what results to make, and almost everything. Reflection The work is done by oneself, leaving only the execution, execution and execution to the employees. So, slowly, employees do not think, employees turn a blind eye to problems, employees lose faith in managers, and the authority and influence of managers are gone.

Some managers, seeing that their employees did not strictly enforce their own ideas, sat down on the seats of the employees, and did it themselves. After they finished, they did not forget to warn their employees. "Xiao Wang, this is so simple. You see this adjustment, this report is much better. This is a professional practice. Remember next time," the poor little Wang could not help but nod. "The leader is right. Next time, pay attention to the next time, and do it next time." In fact, next time, Xiao Wang still can't do it well. Why? Because the manager only taught the staff the specific way, but did not tell him why it did so. What did it mean behind it? Moreover, the manager personally dealt with the key links. Xiao Wang did not have the chance to start. Without hands, it meant losing an opportunity to experience and feel. It was only that it did not experience anything, and self promotion was impossible.

In fact, managers actually ignore an important idea that communication conveys ideas rather than information. Many people like to talk all the time when communicating. They seldom take into account the reaction of the other person, and do not interact with each other. They say they are satisfied, and communication ends. This communication effect is very poor, managers often think that employees are listening. In fact, is the employee really listening? Employees may think, what is the manager's today, is he quarrelling with his family, he is in a bad mood, and he says a lot of things inexplicably, so boring!

Managers can not control whether employees are listening. If the employee knows whether the employee is listening, the only way is to ask employees questions. The purpose of asking employees is to get the answers they want. That is to say, managers do not tell employees what to do, but let employees tell their own ideas. When employees' thoughts and managers deviate, managers can guide and inspire employees to express their ideas and their own ideas. If we can do this, the effect of communication will be achieved.

Such communication is the communication that inspires the staff to think. It is the communication that helps employees to establish awareness. Few people have the initiative to think and take initiative when they do not realize what they do not realize. When employees are aware of something by the help of the manager, and when the specific action steps are decided by the manager's inspiration, the sense of responsibility of employees is set up, and employees have autonomy in their goals and action steps. At this time, the two key words of consciousness and responsibility are both possessed at the same time, so the effect of action at this time is self-evident.

Managers, please give up sermon and display, pick up consciousness and responsibility, truly help employees grow, help employees grow is the value of the manager.