R & D management: implementation and reflection of one-to-one communication with employees

One-to-one exchange of ideasArticle:《One-on-one communication with employees: the road to business operations,Do you know why I came to work in the company today?. The importance is not described here. The following logic can be used to think about the importance of being unimportant:

1. Do you want your direct leaders to communicate with you and express your true thoughts?

2. If you want to be managed, you can manage others.

Based on the ideas of the two articles, I conducted an employee interview. Here I will summarize my experiences.

 Operations

First, this interview was completed by myself, including all R & D employees. At the end, not all employees at the supervisor level should communicate with each other and be supplemented later.

Secondly, the interview questions mainly come from the above articles, including:

· Do you have any good ideas about the development of our company?

· What do you think is the number one problem we are currently facing? Why?

· What is not ideal for working in our company?

· Who do you have the greatest opinion on? Who gives you the best impression?

· If I leave my position to you, what changes will you make?

· What are your dissatisfaction with our products?

· Do you think we have any big opportunities to grasp?

· What do you think we should do, but we haven't done it yet?

· Are you happy to work here?

· Our suggestions, career planning, learning plan, and life. (This is what I added)

The face is located in the conference room of our company. The time is at work time.

Gains

Although not perfect, some valuable information is also obtained:

1. Promote technical exchanges and increase training for employees.

2. The formulation of the project plan is not reasonable enough or the implementation is ineffective. It is often loose first and then tight, development compression test time, And version submission is often postponed.

3. Because there is no proper project management tool, the process execution efficiency is low.

4. middle-level managers should pay more attention to their subordinates.

 Optimizations

1. Direct communication should be conducted by direct supervisors of employees, rather than direct communication by higher-level managers. One reason is that there are more "common languages" between upper and lower levels, and they need to communicate with each other. They are faced with more problems and have a common thinking. This communication process I organized myself has such a situation: What I want to know is wrong with what they want to say, what they want to talk about is what their direct leaders want to know most. Another reason is that there are too many people and communication is time-consuming.

2. Communication subject: this time, we will basically communicate based on the above questions. First, several of these problems are almost repeated, or the difference is not obvious. Second, front-line employees are more concerned with their own work and the development of their group or department. Therefore, the subject of communication should be optimized to be closer to their work.

3. Time and place of communication: If you have any articles, we suggest you invite your subordinates to dinner. I did not try this time. Is a place to consider.

 

Challenges for effective communication:

The biggest challenge for one-to-one communication is how to let them express their true thoughts. Many people do not want to express their real thoughts out of many considerations (personal development, view of the leaders, and "face" of the leaders, especially for managers (I also have such obstacles ). Several Methods to consider are as follows:

1. Do not use the communication results as the basis for assessment, promotion, and salary increase.

2. The key to creating a dare-to-Express atmosphere in a team is "not to speak to people, not to waste words", and "not to waste words ".

3. Communication Skills of the communicator: select the appropriate time and place to create a relaxed atmosphere, maintain good faith in communication, listen more and speak less, understand more, and refute, keep a "Initial Heart ".

 

Specific system:

The specific communication system is as follows:

1. One-to-one communication is organized by supervisors at all levels to regularly communicate with direct subordinates. It is recommended that you do this once every quarter, and the maximum length should not exceed half a year.

2. The time should be negotiated with the employees, and the location can be selected by themselves.

3. Communication subject: the communication personnel should be guided appropriately to let their employees express their true thoughts. The subject of the communication can be centered on the above points, but not limited to this. It mainly includes:

A) Do you have any good ideas or suggestions for the development or optimization of the project team, department, or company?

B) Are we doing anything bad in Project Team, Department, and company management (including development process, management system, atmosphere, employee benefits, work environment, and managers? Why? Is there a good solution?

C) Are there any difficulties in work or study? Have you encountered any difficulties in your life? Do you need help?

D) You can talk about your current job or specific job.

E) In other words, if you are a manager, what changes will you make?

F) What opportunities should we seize? This topic is very useful to managers.

G) our suggestions, employee career planning, learning plan, and life.

These theme should not be answered in a single question or answer manner, which is too formal to prevent employees from expressing their true thoughts. It is best to obtain the answer without knowing it.

4. Communication records and summaries are required. And report.

 

It is still necessary for the senior management to contact all employees below: once a year.