Why cannot internal forums get angry?

Today, the company has issued some internal forum measures, and the boss has been involved. It must have been a real move. This is not the first time. In fact, the internal forum has been established for a long time, but it has been cold and clear, and the door can be closed. after half a year, all the messages will not exceed one page. Of course, this is not the first company to establish an internal forum. At least I have established several companies. The original intention is the same, and the outcome is the same, at last, the new employee did not know that there was an internal forum.

 

Today, many online forums exist. either technically or in life, there are everything in it. Do internal forums really have no place? In the past few years, portal websites have become popular, and many people are wondering what information they have. This is enough. Several years have passed, and the trend has begun to change. Recently, community websites have developed rapidly. What's going on? Will community websites do better than portal websites? Of course not. After all, portal websites are only things on the subject. The information is big and complete, but it cannot cover all things of the world. There are many gaps to fill, and community websites are more professional, it is more closely related to community members and provides more practical information, such as rental information, work information, and transfer information. Of course, there are other services for a small area, this is incomparable to portal websites. In the same way, internal forums also have their own unique advantages, which can fill the gaps that cannot be entered by online forums. For example, they are more effective as a way to communicate with the management and more professional as technical forums.

 

The original intention of the management to establish an internal forum may be divided into two main points: one is to provide an easy way for communication, and the other is to share technical experience. For the former, management methodology has already put forward similar methods before the emergence of the network, so that managers can collect information about employees and provide unobstructed feedback. As for the latter, sharing technical experience not only fills the gaps in documents, but also forms a technical accumulation. It can be seen that the original intention is correct.

 

Russell said, "Shi loves far away, and he hates his family. Why do we prefer to share our experiences with strangers on the internet, share our happiness, and do not want to share our experiences with our colleagues?

 

In most cases, internal forums have been established, and management often deems that they have provided communication methods for employees and they have fulfilled their obligations. They even wondered why no one spoke, asked questions, or provided answers, just as they wondered why everyone was speechless during the meeting. Maybe they think it is enough. You have no opinion. The sky is peaceful and the air is fresh.

 

However, silence does not necessarily mean consent, but does not mean no objection. It is more likely that silence represents the mentality of onlookers. As an employee of the company, we should have taken an active part in this case. Why do we have an attitude of no concern. On the one hand, it is the cause of history. After countless revolutions and movements, everyone has learned how to do it. Even if we have never personally experienced it, it is also influenced by the influence of elders. This alone makes it even worse for unqualified managers. Why don't managers reflect on themselves when they wonder about others' silence? Is their performance too harsh and daunting? Is it true that a single speech is not careful, and it is a blow to others' enthusiasm? Or is it simply a matter of no capacity and rejection?

 

In other words, even if managers can accept others' opinions, this is good but not enough. More importantly, you should not block the information pipeline and clear it frequently. Otherwise, you will not get useful information. The negative opinions are not nonexistent, but you cannot hear them. I remember a good story [from]: A performer told him that his shoelaces were loose before playing. The master nodded and thanked him. After the disciple turned around, he squatted down again to loosen his shoelaces. A bystander saw all this and asked, "Master, why do you want to loosen your shoelaces ?" The master replied, "because I played a tired traveler and made his shoelaces loose during the long journey, he could show his fatigue through this detail ." "Why don't you tell your disciples directly ?" "He can carefully discover that my shoelaces are loose and enthusiastically tell me that I must protect his enthusiasm and encourage him in time, as to why I want to unbind my shoelaces, I will have more opportunities to teach him to perform the show. I can talk about it next time."

 

A system has been developed and a mechanism has been established. It is good, at least it has started. However, this is far from enough. It is no problem to force everyone to execute it. Everyone is obedient and will do it. However, if everyone's enthusiasm and initiative are not mobilized, and everyone is willing to do it, the effects of the two will be quite different.

 

This time, I am lucky. I am always an enlightened person. He gave him some suggestions, accepted them, and listened to the opinions of other colleagues. I hope this time the fire will get better.