At GE, new managers hold assimilation meetings 3 to 6 months after joining the team. Attendees are attended by the manager's subordinates, and the Human Resources department also participates as a facilitator. The topic of the meeting was about the manager and his subordinates. Discussions include "Do you know your manager", "What do you want to know about him", "Do you want managers to know about themselves?".What changes do you want managers to make?What good Xi do you want managers to maintain?And so on.
The manager is present before the meeting starts and leaves the room when the discussion begins. Approximately 10 of his subordinates and HR employees begin to talk, and after about three hours, the manager is called back to the conference room again. The content of the discussion of the subordinates is written down by the HR department and posted on the blackboard, and various opinions such as "things you know", "things you don't know", "don't want to do such things", "want to do these things", etc., are anonymous. What managers need to do is explain and explain what is on paper, such as informing employees of the information they want to obtain or explaining problems that employees misunderstand.
In this way, it strengthens the employee's understanding of the manager, and also helps the manager to understand the parts of himself that need to be improved by looking in the mirror. For example, some employees have reported to their managers that "you sometimes disappear during meetings, please don't do it in the future." Some employees want to know which communication style managers prefer.
[References].
1. Written by Saint Ann Ombo;Translated by Zhang Cheng. GE's Global Standard Working Method: The Management Secrets of the World's Economic Giants Revealed. 2016
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