Communication Management Of Employees During Probation Period

Unexpectedly, at the beginning of the conversation, little C complained about the sound and felt that the treatment was too sudden.

First, "I have done a good job, so many manuscripts"; the two is, "our editor never said anything".

Little C left the company and left deep thinking.

Generally speaking, new employees join in a certain "

Managerial communicantioin refers to the objective process of "planning", "organization" and "leadership" in the process of "sending information to receiving information and feedback" within the organization.

In actual work, the examination and observation of new employees during the probation period is also achieved through the form of management communication.

In order to achieve our goal of communication, we should consider and implement the following six criteria: the assumption of time is assumed that the probationary period of employees is three months, and the number of formal communication should be three times.

First, managers can play the role of "remind at any time". Two, the organization gives new employees the opportunity to "correct".

It is quite different for employees to be noticed and ignored.

It should be noted that when interviewed, managers should respect the existing schedule of employees, and avoid "mandatory designation and destruction" because "mutual respect is the foundation of effective communication".

The location is determined by choosing the right place to avoid public area, and the conference room in the unit is the best choice.

Some managers are willing to choose their office conversation, feel convenient, but this will give new employees certain "oppression", because after all, it is "your sphere of influence".

The conference room is in the middle zone, and both sides will feel fair.

The conference rooms should be booked beforehand, so as to avoid unnecessary interference and interruption in the conversation.

The direct dialogue between the superior and the new employee is effective and targeted.

As the third party, the director of HR can also take part in the (personnel department's understanding of the specific situation), and the management intensity has also increased.

The determination of content should be considered from four angles: knowledge, skill, attitude and need to be improved. It is better to use the examination form (for example, the "probationary employee assessment form") to make a memo record (the design of this form can be formulated according to the specific circumstances).

Of course, when new employees come, they should know their responsibilities and work objectives. It is easy to see the "need to improve" part by scoring.

Besides, personal life difficulties of employees should also be involved, and try to help solve them.

The confirmation of comments and the commentary of new employee communication should be determined in accordance with the principle of "fairness and impartiality".

For the part to be improved, managers must clearly point out that they should not be half vague.

Both parties (or three parties) should sign and approve the "probationary staff assessment form", and keep one copy for later use.