Seven phrases to improve your communication as a manager
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As a manager or supervisor, you routinely have to handle difficult issues or
interactions. You may have to give a negative evaluation, or be direct and
autocratic in telling someone how to do their job, or talk to a subordinate who
is angry and critical. In these and other sensitive situations, your choice of
words can make an enormous difference in how your communication is received and
Words do indeed paint pictures. So, here are seven ordinary, everyday phrases
that can be useful in these delicate situations:
1. "Does anyone else feel the same way?" Often in a staff meeting, one
person will bring up an idea or an observation or a criticism. The tendency is
to want to respond directly to that person. However, it is extremely important
to keep the interaction from becoming a one-on-one discussion (or argument). So,
ask if anyone else feels the same way. You might want to deal with this very
differently if it is just this one person or it is half the staff who feels the
same way. Also, your question will likely encourage others who may not agree to
chime in, and it is more likely to get resolved effectively by the team.
2. "Tell me about..." Maybe there is a problem, a situation, or a project
that you want to know more about. Or maybe something happened that you need to
know about. Often the most effective way to encourage others to talk about it is
with a general, open-ended comment such as, "Tell me about this." Then,
depending on how others respond, you can decide how to follow up.
3. "I like this [about your ideas or actions], but here's the problem..."
If you are going to give a criticism, it's often a good idea to balance it with
something positive first. That helps to keep the relationship basically
positive, and also makes it more likely that the subordinate will listen and
accept the criticism.
4. "I see what you mean, but wearing my Manager's hat,..." The concept of
"wearing hats" is often very useful in separating your personal role with others
from your role as their manager. As a fellow worker and even friend, you may
sympathize or even feel the same way as your subordinates. But your role as
manager may require you to take certain actions or have certain expectations of
others that they (and you) may not be comfortable with. Referring to that
responsibility as "wearing my Manager's hat" can make it easier for you to be
confident in fulfilling your responsibilities, and easier for others to accept
your actions as their manager.
5. "Is there anything else you have to say?" Your position as a Manager
often requires you to hear out others' problems, concerns, or other issues.
These may be uncomfortable, difficult, problematic, unpleasant, or things you
already know about. You may not want to hear all of it, or you may already know
about it. The tendency is to say "I know about it already," or something else
that indicates that you don't want to listen. But it is usually a good idea to
hear the person out. This way you not only make sure that you are hearing
everything you need to know, but that you are also sending a message that you
are willing to listen.
6. "May I make a suggestion?" Sometimes your job requires you to tell
others what to do. Sometimes you don't have that power, but you want to give
some direction based on your expertise and experience. If you already have the
authority, you may not want to act in an overly autocratic manner. If you don't
have the authority, you still may want the person to take your comments
seriously. In either case, "May I make a suggestion?" is an effective way to get
your point across.
7. "Nice work." The history of Psychology tells us that positive feedback
is the best motivator. And, considering that most people do not receive nearly
enough praise in all aspects of their lives, it is important to give credit
where credit is due whenever appropriate. "Nice work" is a simple and effective
way to do this.
About the Author
Dr. Marcus is a licensed clinical psychologist and a Certified Professional
Résumé Writer at the Center for Research. The Center for Research and Service
offers professional consulting and research services such as employee surveys,
web-based 360° feedback systems, consultation for employee selection, and more.
Dr. Marcus can be contacted at email@example.com or (312)567-7972.
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Article Published/Sorted/Amended on Scopulus 2007-08-27 23:14:53 in Employee Articles