How do stakeholders communicate well in project management? (Consultant: Fu Yongkang) [Answer]

1, the project goal is the biggest, this principle cannot be changed, and everyone must reach an understanding of * * *. Our company's principled position should be guaranteed, but it should be reasonable. 3, empathy, not speculation, * * * winning is the ultimate goal. This question is too broad to be answered accurately. 1. First, clarify the role, responsibility and personality of the communication object in the project; 2. Secondly, we should use different communication methods for different roles. Generally speaking, it is necessary to grasp the general direction, briefly introduce and put forward the places that need approval or help from superiors; The division of labor should be clear, the arrangement should be clear, and so on; Third, regular, open and transparent communication platforms, such as daily meetings, are necessary to ensure the team's information at a level. Project communication management is to ensure the timely and correct extraction, collection, dissemination, storage and final disposal of project information, and to ensure the smooth flow of information within the project team. Information communication within the team is directly related to the goals, functions and organizational structure of the team, which is of great significance to the success of the project. I. Definition and characteristics of project communication management Project communication management is a series of processes that need to be implemented in order to ensure the reasonable collection, transmission and final treatment of project information. Project communication management has the following characteristics: l, complexity. The establishment of each project is closely related to a large number of companies, enterprises, residents and government agencies. In addition, most of the projects are carried out by the project team specially set up for them, which is temporary. Therefore, project communication management must coordinate the relationship between departments to ensure the smooth implementation of the project. 2. system. This project is an open and complicated system. The establishment of the project will involve all or part of social politics, economy, culture and many other aspects, and will have a great or small impact on the ecological environment and energy, which determines that the project communication management should proceed from the overall interests and use systematic thinking and analysis methods to carry out the whole process and all-round effective management. Second, the importance of project communication management For the project, information communication is necessary to scientifically organize, command, coordinate and control the implementation process of the project. Without good information communication, it will restrict the development of the project and the improvement of interpersonal relationship. Specifically, it mainly has the following functions: l. Basis for decision-making and planning. If the project team wants to make a correct decision, it must be based on accurate, complete and timely information. 2, the basis and means of organizing and controlling the management process. Only through information communication can we grasp all aspects of the project team, provide basis for scientific management and effectively improve the organizational efficiency of the project team. 3. Establishing and improving interpersonal relationship is an indispensable condition. Information communication and exchange of views bring many independent individuals and groups? Organizations are connected and become a whole. Smooth information communication can reduce conflicts between people; Improve the relationship between people and between people and teams. 4, the project manager is an important means of successful leadership. The project manager will convey his intention to his subordinates through various channels and make them understand and implement it. If communication is not smooth, subordinates can't correctly understand and carry out the leader's intention, and the project can't be carried out according to the manager's intention, which will eventually lead to project confusion and even project failure. Iii. Project communication management methods 1, 1) Formal communication and informal communication (1) Formal communication is a way of information transmission and exchange through the channels specified by the project organization. Its advantages are good communication effect and strong binding force. The disadvantage is the slow communication speed. (2) Informal communication refers to information transmission and exchange outside formal communication channels. The advantage of this kind of communication is that it is convenient and fast, and it can provide some information that is difficult to obtain in formal communication. The disadvantage is that it is easy to be distorted. 2) upward communication, downward communication and parallel communication (1) upward communication. Upward communication means that subordinates reflect their opinions to their superiors, that is, bottom-up communication. (2) downward communication. Downward communication refers to the top-down information communication between leaders and employees. (3) Parallel communication. Parallel communication refers to the information exchange between parallel departments in an organization. In the process of project implementation, contradictions and conflicts between departments can often be seen. Among other factors, the lack of ventilation between departments is one of the important reasons. Ensuring smooth communication channels between parallel departments is an important measure to reduce conflicts between departments. 3) unidirectional communication and bidirectional communication (1) unidirectional communication. One-way communication means that the state between the sender and the receiver remains unchanged (one-way transmission), one party only sends information, and the other party only accepts information. This way of information transmission is fast, but the accuracy is poor, and sometimes it is easy for the receiver to resist. (2) Two-way communication. In two-way communication, the positions of the sender and the receiver are constantly exchanged, and the sender faces the receiver in the attitude of negotiation and discussion. After the information is sent, listen to the feedback in time. If necessary, the two sides can discuss it repeatedly until the two sides are clearly satisfied, such as talking and talking. Its advantages are the high accuracy of communication information, the opportunity for the receiver to give feedback, a sense of equality and participation, increased self-confidence and sense of responsibility, and help to build the feelings of both sides. 4) Written communication and oral communication 5) Oral communication and body language communication 2. Methods to improve and improve project communication management The effectiveness of communication mainly depends on the state and degree of the attitude of the sender to the receiver. The success of interpersonal communication depends on whether the information provided by the leader (sender) to the subordinates is consistent with the meaning obtained by the subordinates through understanding. In order to increase the possibility of successful communication, it is necessary to ensure the maximum consistency between the information (instructions) provided by the leader (sender) and the information (instructions) understood by the subordinates (receivers). 1) Ways to improve effective communication (1) Pay attention to two-way communication, accompanied by feedback process, so that the sender can know how the information is understood in practice in time, and the receiver can express difficulties when accepting it, so as to get help and solution. (2) The use of various communication channels A project organization is often a comprehensive use of various communication methods. Only in this way can the overall effect of communication be improved. (3) Correct use of written language. 2) Ways to improve effective communication (1) Clear the concept before communication, and managers should systematically think, analyze and clarify the communication information in advance, and consider the recipients of communication and those who may be affected by communication. (2) Only exchange necessary information. (3) To clarify the purpose of communication, managers must find out what is the real purpose of this communication? What do you want your subordinates to understand? The communication goal is clear and the communication content is easy to plan. (4) When communicating, consider all environmental conditions, including communication background, social environment, human environment and past communication, so as to match the communication information with environmental conditions. (5) When planning to spread the content, try to get the opinions of others. (6) To use accurate expression, it is necessary to accurately express the manager's thoughts in words and non-words, so that the receiver can get the expected understanding from the language or non-language of communication. (7) Tracking and feedback information, we must try to get feedback at the same time after information communication, in order to know whether subordinates really understand, whether they are willing to follow, and whether they have taken corresponding actions. (8) communicate with words and deeds. (9) Communication should focus not only on the present, but also on the future. (10) Be a "good listener". Being a "good listener" can make each other speak clearly. Four. Communication and management functions of the project manager In the project environment, the project manager is likely to spend 90% or even more of his personal time communicating. Typical functions include: providing project guidance, decision-making, rewarding work, guiding actions, reporting, attending meetings, comprehensive project management, marketing, public relations, memoranda/letters, record management, contract document management, etc. When the project manager carries out communication management, his main communication management work is to determine the communication plan, clarify the communication basis and test the communication results. 1. Who will the communication plan (1) communicate with? (2) Why communicate? What's the motive? (3) Determine and clarify what information needs to be conveyed? (4) Choose the best time. (5) Use a language that the recipient can understand. (6) Choose the exchange place. 2. Communication requirements of communication foundation (1). Communication needs are the sum of information needs of project participants. (2) Communication technology. According to the seriousness of communication, it can be divided into formal communication and informal communication; According to the direction of communication, it can be divided into one-way communication and two-way communication, horizontal communication and vertical communication; According to different communication tools, it can be divided into written communication and oral communication. (3) Constraints and assumptions. Analyze the communication results (1) to determine the strong stakeholders of the project. Determine what their needs and expectations are, and then manage and influence these expectations to ensure the success of the project. (2) Make a communication management plan. (3) Explain the form, content and detail of information to be released, as well as the provisions and definitions of symbols to be adopted. (4) Make the information occurrence schedule. (5) Develop methods to update and improve the communication plan with the progress of the project. V. Conclusion Communication is a process of transferring and exchanging information between people, which is very important for the success of the project. No matter what scale and type of projects, there is a specific cycle. No stage in the project cycle is important or even critical, especially the installation process of large-scale civil engineering and complex complete equipment production lines. Obviously, in order to do a good job in each stage and achieve the expected standards and effects, it is necessary to establish communication channels within the project department, between departments, and between the project and the outside world to quickly and accurately transmit and communicate information, so that all departments in the project can achieve coordination; Make project members clear their respective responsibilities and understand the contribution of their work to the realization of the whole project objectives; Through a lot of information communication, find out the problems in project management and solve them, formulate policies and control the evaluation results. Therefore, through good project communication management, human resources management will be done well and project objectives will be better realized. How to manage employees' emotions in project communication management [2009-9-4 8: 12:00] Emotional management is the primary task for enterprises to create a good emotional atmosphere. A good organizational emotional atmosphere is for enterprises to correctly guide and guide emotional management from the perspective of overall planning. Every enterprise has a certain atmosphere, which is manifested in organizational emotions, such as pleasant working atmosphere, boring working atmosphere and complicated interpersonal relationships. This kind of organizational mood will affect employees' work efficiency and mood, and even become a reason for employees to stay in the enterprise. The emotional atmosphere of the whole organization will affect and change the mood of employees. Although the emotions of employees and organizations are interactive, the influence of organizations on individuals is greater than that of individuals on the whole organization. Therefore, from the perspective of enterprise development, we should create a good emotional atmosphere for enterprises. Create good communication channels. Positive expectations can promote employees to develop in a good direction. The more trust and support employees get, the more positive emotions they will bring to their work, and the more emotional contagion they will bring to more colleagues. Of course, the trust and support given to employees is not given blindly, but based on the affirmation and help of employees' work. At the same time, managers at all levels should also create good communication channels so that employees' emotions can be exchanged and vented in time. If the communication channels are not smooth and the employees' emotions cannot be guided in time, the emotions will gradually spread and affect the work of the whole team. When employees have negative emotions, they should sort them out through certain channels; And positive emotions should also have a degree, and everything is "too much." Managers need to learn to manage themselves and others. Emotions in an enterprise are interactive, and an employee's unhappiness may bring a series of chain reactions. This kind of emotional contagion has the characteristics of interpersonal communication, and we can't ignore the emotions of other individuals in the organization. However, the organizational atmosphere must be adjusted by someone, and managers at all levels play an important role in this regard. We should learn to actively adjust organizational emotions, so as to form a harmonious organizational atmosphere. When managers at all levels learn to adjust organizational emotions, they must first learn to manage their own personal emotions. If their emotions can't be handled well, the impact will be deeper than that of one of the following employees, which will bring distrust and resistance to the team you lead. While managers at all levels manage themselves well, it is very important to ease the emotions of the employees they lead and let the team develop healthily in appropriate ways. Emotional management of employees during work During the probation period, employees' emotional management employees are in the process of running-in with enterprises when they first enter the enterprise. At this time, new employees are cautious and uneasy, and they may not be able to let go of their work. Eliminate the anxiety of new employees with an inclusive attitude. Be tolerant of new employees. They have just arrived and want to prove their worth through their own abilities. But there is a process of adaptation. In this adaptation process, new employees are likely to make some mistakes or misunderstandings in their work and interpersonal communication. At this time, managers and old employees at all levels should be tolerant and give them a relaxed working environment. This kind of environment is very important for newcomers, and their emotions will gradually integrate into the team from the strangeness and temptation they have just arrived. Informal communication to master the emotional dynamics of new employees. Considering that new employees are very sensitive when they first arrive, they often use informal communication to let employees tell the reasons why they express their emotions in that atmosphere. After understanding the causes of these emotions, managers at all levels should first give timely affirmation to the positive part of the new employees' emotions, and give timely guidance to the unstable or incorrect factors in the emotions, so that the new employees can grow up as soon as possible. Give work guidance and communication, so that new employees can stabilize their emotions from work. The final decision of new employees' mood still lies in their work. If they feel comfortable at work, the new employees are very positive, and they are willing to share this positive emotion with more people in the team. If there are difficulties in work, whether it is interpersonal relationship or work itself, it will inevitably affect employees' mood and produce low mood. Therefore, managers at all levels should guide new employees in time, not only in the work itself, but also in the interpersonal relationship at work, so that new employees can stabilize their emotions and develop continuously from their work. Stable period With the gradual stability of employees' development in the organization, employees' emotional management has entered a relatively peaceful period. At this time, managers at all levels should pay close attention to the trends within the organization and learn to motivate and mobilize employees. No matter how well a team is managed, there will always be different voices and discordant actions, which is normal, but these unstable factors that affect the organizational mood and employees' personal mood should be eliminated in time. Prevent fatigue and affect employees' positive emotions. In the process of continuous work, some employees will have a kind of "fatigue" mentality because they are engaged in a lot of work every day, which makes employees feel bored or confused. When this kind of psychology appears, managers at all levels should know common sense in advance, and don't think that an employee who is tired from work recently is not working hard. At this time, managers at all levels should give guidance and help from work and life, so that employees can learn to get rid of fatigue as soon as possible. At the same time, managers at all levels can use various incentives to stimulate employees or enhance their work enthusiasm and restore their positive emotions. Pay attention to unstable factors and discordant voices. With the progress of the project, some unstable factors and discordant voices began to appear. It is normal for employees to have such factors or voices, both for work reasons and personal reasons. Employees need to vent their different views or opinions. Managers at all levels should intervene in these unstable factors and discordant voices according to the situation. If it is only an individual case, there is no need to make a mountain out of a molehill. If this kind of factor or voice will affect other members of the project team, it is necessary to intervene in time to channel these unstable factors and discordant voices. Remember one thing: the best way to deal with the problem is to divert it, just like a flood, and it should not be forcibly blocked. Establish effective communication channels. Managers at all levels should always ask employees about the implementation and progress of their work. Give great help to the problems and difficulties encountered by employees in their work. It is very important for employees to feel that they have been working hard for it. Thereby further stimulating the enthusiasm of employees. At the same time, we should always pay attention to whether employees have bad performance. This not only affects whether the objectives and tasks can be achieved, but also the contagiousness of bad thoughts, behaviors and emotions can easily form a bad atmosphere of the team and precipitate into a bad value orientation of the team, which is hard to return. When you see employees with poor performance, you should take the initiative to communicate with them and pay attention to the facts. Instead of listening to other people's comments, it is easy to assert and jump to conclusions. For employees who need help, help them solve their difficulties; For employees with extreme thoughts, we should help them know the truth and restore their enthusiasm for work as soon as possible. Learn to motivate and promote the healthy development of employees' emotions. Some managers don't give a clear attitude to employees' achievements or faults in time. If this goes on, employees will gradually alienate managers at all levels if their value orientation to the team is not clear. In the long run, employees may also have resistance to the tasks assigned by managers at all levels, which will directly affect the benign atmosphere within the team. In fact, affirmation and praise, as a low-cost and effective incentive form, have long been widely adopted by most managers. Frequent communication with employees and affirmation and praise of their achievements and achievements will greatly stimulate their work enthusiasm and bring positive emotions. At the same time, criticize or stop employees' wrong behavior in time, so that team employees can see the value orientation and work orientation advocated by the team, and employees can consciously know what to do when there are similar situations in the future. This gradual cycle will form a good emotional atmosphere. Create an atmosphere of cultivating talents and encouraging learning, and maintain the positive mood of employees. As managers at all levels, we should not only manage our employees well, but also actively cultivate their awareness, so that employees can be cultivated and improved in the process of work. Strive to do a project, train a group of people, so that employees who want to make progress can get timely guidance and take on greater and more work in the enterprise in the future. Let the backward employees be promoted, keep moving forward, and constantly improve their personal work ability and teamwork ability. With the creation of these learning atmosphere, employees can not only succeed in their work, but also maintain strong positive emotions. It is the unshirkable responsibility of managers at all levels to establish a daily learning mechanism, provide opportunities for employees to communicate with each other, build a platform for technology and experience, and create a good learning atmosphere among project organization members. Through these methods, the autonomy and enthusiasm of employees can be greatly improved. Let employees learn at work and enhance their work enthusiasm in learning. The latent period of resignation correctly guides employees' emotions in the latent period of resignation. Employees who are in the latent period of leaving their jobs will generally show personal emotions: depression, conflict, irritability and so on. At this time, managers at all levels must understand the reasons why employees have these emotions, communicate with employees in time, correctly channel employees' emotions in the incubation period of resignation, give necessary care and attention, and eliminate employees' resignation emotions. Stabilize the mood of the surrounding employees in time. Managers at all levels should pay close attention to the employees around them while paying attention to the latent emotion of employees' resignation. Whether the employee's mood in the latent period of resignation affects the mood of the surrounding employees or misleads or shakes the mood of the surrounding employees. Because employees in the latent period of resignation have negative work thoughts at this time, such unfavorable things can easily affect the surrounding employees. Therefore, managers at all levels should pay close attention to stabilize the mood of employees around them in time. Maintain the benign emotional development of the team as a whole. Employees in the latent period of resignation, managers at all levels are still unable to achieve the expected goals through hard work. At this time, we should consider taking the initiative to attack, and we should not let employees in the incubation period of resignation affect more employees for a long time and affect the mood of the whole team. Therefore, managers at all levels must quickly dismiss those employees who can't keep or change their resignation incubation period in order to maintain the healthy development of the whole team. Communicate frankly during resignation to obtain information that affects the unfavorable mood of the team. When employees resign, managers at all levels should communicate frankly with the resigned employees, find out the real reasons for their resignation, get the unfavorable emotions in the team from the resigned employees, and where are the roots of these emotions, and also listen to the analysis and solutions of these roots from the resigned employees. If the enterprise ignores the acquisition of these unfavorable emotions, then these unfavorable emotions will gradually spread and bring more resignees to the enterprise. Objective analysis, let the resigned employees realize their favorable and unfavorable emotions. At the same time, when employees resign, enterprises should help resigned employees objectively analyze their favorable and unfavorable emotions while obtaining their own unfavorable factors, and give sincere suggestions on the impact of these emotions on their work, so that resigned employees can objectively realize the impact of emotions on their work. Keep an eye on it and eliminate the anxiety caused by the departing employees. The employee's resignation, for whatever reason, will inevitably lead to some discussions within the team, which has a certain relationship with the employee's personal understanding and is one-sided. At this time, managers at all levels should pay close attention to the ideological dynamics within the team and the reaction of employees. Through the correct guidance of one-on-one counseling or public meetings, all kinds of unfavorable emotions can be channeled so that employees can correctly understand and treat them. Managers at all levels can't ignore this emotion that may bring instability, because once this emotion spreads, the emotional development of the whole team will be out of control. Reply member: sxq 100 1 reply time: 2012-11-23 Before you want to ask a question, consider the other person's answer! In addition to communicating with the person in charge, we should also communicate with the players below the person in charge to understand the actual situation before making a decision!