The bottom leaders can take the following measures when encountering disobedient employees:
1. Communicate with employees: communicate directly with employees, understand their ideas and opinions, and try to solve problems.
2. Adhere to the company's regulations: leaders should adhere to the company's regulations, require employees to comply with the regulations, and clarify the responsibilities and responsibilities of employees.
3. Give guidance: leaders can give necessary guidance and help to employees to help them better complete their tasks.
4. Report to the superior: if the employee's behavior violates the company's regulations, the leader should report to the superior in time to solve the problem.
5. Keep calm: When dealing with employee problems, leaders should keep calm and try to avoid emotional behavior.
When encountering disobedient employees, the bottom leaders should take a positive attitude, communicate with employees, and adhere to the company's regulations to maintain the stability and efficiency of the team.
When taking a management position, there will be subordinates who do not listen to the work arrangement on the way. The usual practices are:
First, find the reasons from the managers themselves. As the first task of the managers, find out the needs of each employee and apply the right medicine to the case. Because there are many kinds and levels of human needs, each person has different needs. Find the acupoints and then stimulate employees' work enthusiasm through corresponding incentive means.
Second, communication education. There is no perfect person in the world, and everyone should be given opportunities. Attention should be paid to the ways and means of communication here. From this case, we can see that this person has obvious hostility to the department manager, and the effect of direct communication may not be good. We can indirectly understand the true situation and true ideas of employees, for example, by understanding with colleagues who are familiar with employees, and then communicating.
Third, evaluate the employee's attitude towards work from the side. If the employee is in the attitude of making a living with soy sauce, then sorry, the leader should directly point out the employee's shortcomings and the consequences of this shortcoming, and at the same time, strengthen the guidance of employees in their daily work, Make decisions based on the later performance of employees as a critical criterion.
Fourth, many employees are very smart and powerful. They know how to optimize the workflow in their work. Enterprises like this type of employees. At the same time, this type of employees often do not behave "obediently", because in many cases the means used by enterprises are not as strong as the means used by this employee. When implementing some projects, Employees will use new methods according to their thinking and ability.
Although such employees are disobedient, they have to say that they have certain abilities. For such employees, the leader's approach is to evaluate them based on the final results. If employees use their own methods to make the process more smooth and faster, then it must be stay and reward; If your own method is wrong and you persist, you will not show any mercy.
Fifthly, getting the right person on the bus is to analyze and find out whether the person is still possible to reform through understanding and communication. If it is confirmed that it is difficult to change, we will not hesitate to let him exit.
How to manage subordinates who are disobedient
1、 Decentralized transfer
It's not because employees don't listen to you or others. It's better to find someone else to take care of him than to discuss with him deliberately. You can give other employees your strength and let them take responsibility for their disobedient employees.
However, we must do a good job and not let disobedient employees find out, otherwise the nature of his disobedience may deteriorate. This eliminates any kind of worry about disobedient employees and easily changes the two best disobedient employees in the world. Is it better to manage the skills of disobedient employees than to force disobedient employees to change?
2、 Interference work
As a newcomer, he is not very skilled in work and business, and sometimes it is inevitable to discuss with older employees. Most of the old employees are actually fine, and they are willing to patiently answer your questions. Even if some conservative employees are unwilling to give you skills, at least they will not hurt you. But workplace villains are different.
Even if you don't consult him, he will also hinder your work. Say some strange reasons to hinder your thinking and judgment. When you meet someone like that, don't listen to his advice. If he knows you have made a mistake, he can step on you and climb up.
3、 Set high assessment objectives
Most enterprises have performance evaluation management methods, and the results of performance evaluation are usually directly linked to their own wages. There are two main factors affecting performance evaluation, one is the goal of the task, the other is the evaluation method. No matter which boss quarrels, salary will be affected and nothing can be said.
4、 Dredging method
Such employees are generally honest and loyal. As long as you have the opportunity to become friends with them, he will obey you and go through fire and water without hesitation. This method typically performs two or three steps.
The first step is to make a good impression on you. For example, when encountering difficulties, give help actively and selflessly.
The second step is to find opportunities to deepen understanding and improve feelings, but this is appropriate. You can't touch too deeply without knowing too much.
The third step, you can talk to him, talk about his work, and frankly take action to help him grow. The premise is that he must perform well and work hard, but your commitment will be met at that time.
In the process of speaking, first praise their advantages and virtues. People who are bosom friends will die. Generally speaking, these people think that they are not talent or desire dissatisfaction, and then they hurt Chen Qi's shortcomings or defects, propose solutions, and finally encourage them. This is also the commonly used "sandwich" method.
5、 Supervise others with your heart
As a leader, the most basic thing to manage subordinates is to use the company's system. Let me give you an example. Anyone may know that a specific leader will establish a supervision system in the department and select his reliable subordinates as the supervision team leader to supervise the whole team. In fact, it is very effective in controlling subordinates.
Leaders can sometimes carry out random checks to let their peers manage other subordinates, which not only saves the work of leaders, but also helps to better manage. Therefore, leaders need to learn the skills of managers when they want to better manage their subordinates.
6、 Change position
Some of the lowest level leaders have poor ability or can only become managers through the relationship behind them. They always worry that their position will be replaced by others, and take all preventive measures against competent subordinates. If you are better than him, it will threaten his position. If you want to curb the momentum, you must limit your talents. They will give you an ordinary position that is not consistent with your measurement. So you cannot achieve results, nor can you threaten his position.
