The following steps can be taken to deal with employees' disobedience to the arrangement:
1. Find the reason: find out the reason for disobeying management according to the performance of employees.
2. Timely communication: take the initiative to communicate with employees and mediate their emotions according to the reasons.
3. Self reflection: leaders need to reflect on whether they treat employees unfairly, which may be one of the reasons why employees do not obey the arrangement.
4. Improve the system: the company should have a reasonable assessment system and promotion system to eliminate the negative emotions of employees.
5. Post transfer and dismissal: For some employees, due to personal reasons, they need to be transferred by the leader, and those who are serious can be dismissed.
The above steps are for reference only, and the specific methods should be selected according to the actual situation of the company and the characteristics of employees. The most important thing is that as a leader, we should try our best to be fair and equitable, so that we can better manage the team.
The treatment methods for employees' disobedience and disobedience to arrangements include: understanding the reasons, establishing clear goals and expectations, punishment mechanism, providing training and support, and taking appropriate disciplinary measures.
1. Understand the reason
First, managers need to understand the reasons why employees do not listen to or obey the arrangement. Maybe employees have personal reasons or work problems. In this case, managers need to communicate with employees, understand the root cause of the problem, and try to solve the problem. If employees feel heard and understood, they may be more willing to obey the arrangement of the manager.
2. Establish clear goals and expectations
Another reason why employees do not obey the arrangement may be that they do not know what their goals and expectations are. Managers need to ensure that each employee clearly understands their job responsibilities and expectations. This can be achieved through face-to-face meetings or job evaluations with employees. If employees understand their goals and expectations, they may be more likely to obey the management's arrangement.
3. Punishment mechanism
If employees do not obey the arrangement or perform poorly, they may be punished, such as salary reduction or suspension, job transfer. These punishment mechanisms can encourage employees to obey the arrangement of the manager.
4. Provide training and support
Sometimes employees do not obey the arrangement because they lack knowledge or skills. In this case, managers can provide training and support to help employees master the necessary skills and knowledge. This can be achieved through internal training or external training. If employees feel that they have received the necessary training and support, they may be more willing to obey the arrangement of the manager.
5. Take appropriate disciplinary measures
Finally, if employees do not obey the arrangement or perform poorly, managers may need to take appropriate disciplinary measures. This may include warning, suspension or dismissal. These measures should be the last resort and should be taken only when other methods fail. If employees know that they may be subject to disciplinary action, they may be more willing to obey the arrangement of the manager.
Now more and more employees are becoming lazy and casual when working. Don't pay too much attention to leaders' instructions. So, how can leaders solve such problems?
Cold method
Within a certain period of time, especially when the work is very busy and the task is heavy, he will not listen to him or assign any work. Let him calm down and think about his mistakes until he can't help talking to you. Then you will take the initiative. Then he will receive him warmly, state his problems, and communicate with him through empathy, Let them realize their shortcomings and take the initiative to propose cooperation programs.
Betting
Look for an opportunity. In public, when it is embarrassing to you again, or when it is impossible to say something, suddenly take a hard turn, turn passive into active, bet with him, agree on the spot, and win. What should we do? What if I lose? The content of gambling should be work oriented, and the content of gambling is what they think is "impossible" (in fact, it is not impossible, but it is difficult). Of course, as a leader, when choosing to gamble, he must be confident of winning, and then act to show him that he has nothing to say and obediently obey your management.
Method of making enemies
Such employees are typically "negative" representatives. They should balance their strength in a group, not be one-sided. Therefore, as leaders, it is necessary to set up a "positive" representative for them to make them compete with each other. You just need to reconcile and balance their strength, and let them perform together, so that you can sit firmly in the military tent.
Beating method
Find an employee from the collective who is usually very unpopular, but has always been unknown and hard working, help him make achievements in private, constantly find the shining point of his attitude, praise and reward him in public for many times, and criticize his behavior and practice without naming his name, so as to suppress his arrogance first, And find a suitable reason and supporter for yourself, let everyone see your fairness and justice, and then wait and see how it changes. When it has a little positive improvement, praise it in time, and slowly let it submit to your management.
Exchange Commitment Law
Such employees are generally trustworthy and loyal. As long as you have the opportunity to become friends with them, they will be obedient to you and will go through fire and water. This method usually goes through two or three steps. The first step is to get their good opinion of you. For example, when they are in trouble, they can offer help initiatively and selflessly. The second step is to find opportunities to further deepen understanding and enhance feelings. But it is OK to see what is right. Don't let them know too much about you; In the third step, you can take the initiative to ask him to talk about his heart and work, and frankly help him grow. The premise is that he must perform well and work hard, but your promise will also be fulfilled. In the process of talking, we should first praise its advantages and strengths. People who are close friends should die. This kind of people generally think that they have no talent or ambition, then complain about its shortcomings and shortcomings, then propose solutions, and finally encourage. This is also a commonly used "sandwich" method.
Collective stripping method
Such employees generally have certain influence and represent the opinions of a group of people with negative thoughts, but they are just people who dare to speak out. This idea cannot be allowed to spread and expand in the collective, so we can take him as the leader, carry out collective isolation, separate from the large collective, and let him lead and manage, but we should put forward some requirements for him, give him certain rights and commitments, meet his desire to become an official, and let him drive this part of people to create a positive situation. Through the above practices, I believe that we can get better results and solve the common headache problems in management. Of course, if it doesn't work, we have to "bear the pain and give up" and open it. In short, such employees still have certain ability to create benefits and values for the collective, rather than being useless. There is not a famous saying in management: there are never bad employees, only bad leaders.
