Meeting competent but disobedient employees is a challenge, but the following are some possible solutions:
1. Understand the reason: first, understand why employees do not comply with the company's regulations or obey the instructions of leaders. Have a private conversation with employees and ask them about their thoughts and feelings. Try to understand their motivations and the reasons behind them. This will help you better understand employees' demands and solve problems better.
2. Clarify expectations: clarify work expectations and company regulations with employees. Ensure that employees clearly understand their responsibilities and expected objectives. Explicitly express your expectations and the actions employees need to take to meet them.
3. Establish communication channels: establish open communication channels with employees and encourage them to put forward suggestions and opinions. Let employees feel valued and involved, and let them know that their thoughts and feelings are taken seriously. Through regular feedback and communication, help employees understand their work performance and provide suggestions and guidance for improvement.
4. Provide training and development opportunities: If employees show competent but disobedient behavior, it may be because they have not received appropriate training and development opportunities. Providing training and development opportunities can stimulate employees' work enthusiasm and motivation, help them achieve their personal goals, and improve their loyalty to the company.
5. Motivate employees: 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. This can improve employees' motivation and enthusiasm, and promote them to better integrate into the company culture.
6. Consider adjusting the work arrangement: if the employee's work arrangement or task assignment is unreasonable, he/she can consider adjusting it. Sometimes, improper work arrangements may lead to employee dissatisfaction or non cooperation. By rescheduling work tasks or adjusting job responsibilities, employees can better adapt to the company's job requirements and improve their job satisfaction.
7. Consider changing jobs or leaving: If the employee's behavior seriously affects the company's operation or culture, it may be necessary to consider changing jobs or leaving. Before making such a decision, ensure that the above methods have been tried, and that adequate communication and feedback have been made with employees. Job change or resignation should be the last resort, and it is necessary to ensure compliance with the company's policies and legal provisions.
Managing disobedient employees requires comprehensive consideration of various factors, including employees' motivation, ability and the company's culture. By understanding the reasons, clarifying expectations, establishing communication channels, providing training and development opportunities, motivating employees and considering adjusting work arrangements, we can better manage these employees and promote a positive team atmosphere and work efficiency.
In daily management, we often encounter such a vexing problem that employees do not execute orders. There is a natural contradiction between management and being managed, and between superiors and subordinates. The most direct manifestation is that superiors think that subordinates should work more and get less money, while subordinates want to work more and less. Therefore, it is normal for employees to disobey in management. How should we deal with it? Share 3 tips.
First, do work and discuss with subordinates
People want face and bark, and everyone doesn't like being led to drink. If we always give orders every day, you will do whatever you want. Regard him as the partner and partner of our business, so that we can gain his trust and let him be willing to complete the work.
Second, give face to subordinates
First of all, we must remember the name of the employee. This is the most basic. You can't just call others who are who they are. This will make the employee feel that he has no sense of existence and is not valued. Secondly, you must not criticize subordinates when there are many people. Finally, we should give our subordinates some titles and more customer managers, general managers, assistants and other titles. This seems to improve the status of our subordinates. Employees with a sense of honor can significantly improve their work enthusiasm.
Third, let subordinates feel promising with the organization
First of all, we should learn to draw a blueprint. We should talk about how promising our work is, so that our subordinates will be motivated to listen to you and do their work. Secondly, when you eat meat, you should let your subordinates have soup to drink. When you have new projects, you can take your subordinates with you. After big activities, especially when the project goals are achieved, dividends can be distributed to employees, so that employees feel that their contributions to the development of the company will pay off.
Finally, there should be more benefits
What is welfare? For example, if you have nothing to do, you can invite your subordinates to have a meal and send flowers on Teacher's Day. In fact, what we give is not the key, but the important thing is that our subordinates realize that we care about them.
