Dealing with uncooperative employees is a challenging problem and requires appropriate methods and strategies. Here are some strategies that may be useful:
1. Understand the reasons for employees' non cooperation: first, understand the reasons for employees' non cooperation. This may be due to dissatisfaction with work, dissatisfaction with leaders, excessive work pressure or other problems. By communicating with employees to understand their problems and needs, we can better develop solutions.
2. Trust building: It is very important to establish a trust relationship with employees. If employees do not trust their leaders, they may not be willing to cooperate. Trust building methods include respecting employees, treating them fairly, caring about their work and life, providing support and guidance, etc.
3. Setting goals: set clear and definite goals for employees to make them understand the meaning and value of work. This can help employees understand the importance of work and improve their enthusiasm for work.
4. Reward: give appropriate rewards to employees for their cooperation and efforts, which can not only improve their job satisfaction, but also encourage other employees to cooperate actively.
5. Find alternatives: If employees are always unwilling to cooperate, it may be necessary to find alternatives. This may include finding other suitable people to complete the work, or finding other ways to achieve the work goals.
It should be noted that dealing with uncooperative employees needs to respect the rights and dignity of employees and ensure the smooth progress of work. In any case, it is necessary to comply with laws, regulations and company policies.
When other colleagues or team members do not cooperate in the work, we should first understand the reasons for the other party's non cooperation.
We assume that every employee does not deliberately embarrass or deliberately refuse to cooperate. There must be reasons for his failure to cooperate with the work. It may be that the division of labor is unreasonable, he may not agree with the opinions of the distributor, or he may not be able to complete the work. No matter what the situation is, we must first identify the real reason for the failure to cooperate before taking certain measures to solve it.
If the reason comes from the manager, the allocation is unreasonable and the allocation is unclear, then the manager should consider whether to change a division mode and whether there is a better workflow; If the division of labor is OK, because team members do not understand the leader's intention or their own ability cannot reach it, then managers need to provide targeted training and guidance. If the employee does not cooperate on purpose, you can consider changing his position and doing other work. Effective measures can be taken to solve the problem only when the cause of the problem is clear.
In addition, it is worth reminding managers that when subordinates or team members have problems in their work, they must first analyze the causes of the problems, and first of all, from their own point of view, whether communication is not in place, whether there is a problem in assigning work, whether inspection and supervision fail to do so. As the saying goes, "there is no wrong action, only wrong password" emphasizes the poor work performance of employees, To a large extent, the reason lies in the managers. For this reason, managers should pay more attention to communicating with employees and guiding them in their work.
In view of the situation you mentioned, in addition to taking measures against specific problems, managers should strengthen the cultivation of team awareness and cooperation spirit at ordinary times, organize more relevant training and activities, and enhance mutual understanding between employees through joint participation to create a sense of trust, which will make work more convenient. This is also a good management method.
How to suppress those who refuse to obey management
1. Set your own goals and distinguish yourself from ordinary people
People with strong abilities are more efficient and flexible in their working methods. If you follow the management methods of ordinary people, it will be a great waste for these people. Maybe the normal goal will be achieved in half a month.
Therefore, we can let them do it freely, let them set their own goals and put forward their own conditions, especially some challenging jobs, let these people with strong abilities do it. We can treat these people with flexible policies, and even make separate policies for them, which is different from ordinary people. If other people are not satisfied, we can compete with those with strong abilities.
2. Reduce process intervention and provide more services for leaders
The working methods of people with strong abilities are usually different from those of ordinary people like us, and their thinking is also different. Therefore, try not to interfere too much in the process. As a manager, give him power and intervene less in the process. You can give him good service and tilt his resources so as to better play his value.
3. Don't worry about it at ordinary times, accumulate small braids
For the subordinates who can control, they can obey the management without too much impact on the whole team. Usually, they should not be too fussy about some mistakes made by these people, or even turn a blind eye to them. But not caring is not equal to not accounting. They should take these mistakes as a pigtail and write down the accounts for later use.
4. Catch the net when fishing, and settle accounts later in autumn
When your superior subordinates are beyond your control, what you have done in front of you will be put to use. People with strong abilities can make mistakes. When they do not cooperate and obey management, they will have many methods and routines. Therefore, when they control, the little braids you have accumulated in front of you will be put to great use. Fishing will be closed, It's time for you to settle accounts with him.
5. Lead to the right track, forget all the past grievances
There are two situations. One is to find another way out, and the other is to obey management. If someone else is looking for another way out, it would be better to let him go. But most of them will choose to obey this principle. At this time, we should guide him to the right track of management. You should also largely ignore all previous grievances, so as to achieve the best of both worlds.
