Managing disobedient employees requires some strategies and techniques. Here are some suggestions:
1. Clear systems and regulations: First, establish clear systems and regulations, and clarify the code of conduct and expectations of employees. This can help employees understand the company's expectations and standards, and clearly know what is acceptable behavior and what is not allowed behavior.
2. Clear communication: Clear communication with employees is the key to managing them. Make sure they understand the company's goals and values, and how their roles align with the company's goals. Explicitly express expectations and requirements, as well as specific action plans to meet these requirements.
3. Trust building: It is important to establish a trust relationship with employees. When employees feel trusted and respected, they are more likely to show good behavior and work attitude. Establish open and honest communication channels with employees and give them enough autonomy to feel involved and respected.
4. Incentives and rewards: Recognize and encourage good behavior through incentives and rewards. Employees who comply with the company's regulations and perform well will be given appropriate rewards, such as extra rest time, bonuses or other forms of incentives.
5. Understand employees' needs: understand employees' needs and interests in order to better manage and guide their work. Understand their personal goals and development needs, and provide necessary support and training to help them achieve their personal and professional goals.
6. Take appropriate disciplinary measures: If the employee still violates the regulations, it may be necessary to take appropriate disciplinary measures. This may include measures such as warnings, fines, demotion or dismissal. Ensure that these measures are fair and reasonable and consistent with the company's regulations.
7. Leadership demonstration: As a leader, your behavior has a great impact on employees. Therefore, you need to set an example and show good behavior and attitude. Set a positive example for employees by showing positive work attitude, abiding by regulations and respecting others.
Managing disobedient employees requires patience and skill. By establishing clear rules and communication channels, building trust, incentives and rewards, understanding employees' needs and taking appropriate disciplinary measures, you can better manage these employees and promote a positive work environment.
The boss doesn't like disobedient employees. How to manage disobedient employees? Now let me give you some advice. Welcome to read!
1、 The way of criticism should be appropriate
When evaluating the work of a subordinate, you should be like a sandwich cookie. You can take three steps: first confirm the work achievements of the subordinate, then point out the shortcomings in his work specifically, and finally put forward your expectations for him. In this way, the criticism will be sandwiched in the praise, ingeniously but tactfully, so that the critics will know well without losing face.
2、 Be honest in praise
Honesty is the key to praise. Whether parents praise children or supervisors praise subordinates, the praise must be true and heartfelt. The false and fabricated praise will be found out sooner or later. At the same time, it will make your subordinates wonder: "I didn't do well in this respect, but he praised me a lot. What's the meaning of this? Are you satirizing me?" Such praise is worse than criticism.
3、 Evaluate the work of subordinates clearly
The description of the problem should be as accurate as possible. It is ineffective to talk in general terms. For one thing, your subordinates can't understand whether their work is good or bad, and for another thing, the general evaluation may not convince your subordinates at all, but it makes people think you are wearing "little shoes" for them. Rather than saying "Xiao Jiang, your report is too sloppy, and I really can't accept it", we should say: "Xiao Jiang, the data in your report is not accurate enough, the market analysis is not accurate enough, and there is still a certain gap with the current real market situation..." In this way, your subordinates will be convinced and have nothing to say.
4、 "Giving both kindness and authority" is just right
Wei is strict and blaming; En is gentle and rewarding. Of course, the subordinates should be blamed for their improper behavior, and the outstanding performance should not be ignored. Appropriate rewards should be given, so that the subordinates can balance their hearts. When you evaluate subordinates, you must consider their psychological characteristics, so as to grasp the art of evaluation to the right degree.
How to manage disobedient employees
1. Take the place of release and make them change independently
If they are disobedient, they can be forced to obey, but the effect is often counterproductive. Especially in the current workplace environment, where 90 is the main force, it is basically unreliable to achieve a certain goal through coercive means. It is better to put it in charge and let it change on its own. The way to do this is to better manage the obedient people, let the disobedient people find their own "differences", and deeply realize the gap between their "otherness" and the team. Maybe they will change and start to obey. Through guidance instead of compulsion, it can reduce the occurrence of too many words in management, and is more conducive to the management and change of disobedient employees.
2. Decentralization and trusteeship, transfer their rebellious heart
Just because an employee doesn't listen to you doesn't mean he doesn't listen to others. It's better to find someone else to take care of him than to deliberately compete with him. You can assign your power to other employees and let them take charge of disobedient employees for you. However, do not let the disobedient employee find out, or his disobedient nature may become worse. This will not only save you from worrying about disobedient employees, but also realize the easy change of disobedient employees. It's the best of both worlds. Is the skill of managing disobedient employees better than that of forcing disobedient employees to change?
