Employees do not obey the instructions and requirements of their superiors, and need to decide whether to retain according to the specific situation. Here are some factors to consider:
1. Rationality of instructions and requirements: if the instructions and requirements that employees do not follow are reasonable and necessary, then this is a serious problem and measures need to be considered. However, if the instructions and requirements themselves are unreasonable or too strict, the problem may be management, and the management method needs to be improved.
2. Employee's behavior and attitude: If the employee's behavior and attitude are positive and serious, but they do not follow the instructions for some reasons, they can consider giving more time and opportunities to improve. However, if the employees are negative and not serious, they may need to take more stringent measures.
3. Impact on the company: if employees do not follow the instructions, it will have a serious impact on the company, such as delaying project progress, affecting customer satisfaction, etc., then measures need to be taken to solve the problem. However, if the impact is small, we can consider giving more opportunities to improve.
Employees who do not follow instructions need to consider multiple factors and decide whether to retain according to the specific situation. If the problem can be improved and solved, more opportunities can be considered; However, if the problem is serious and cannot be solved, more stringent measures may be required.
In small and medium-sized enterprises, there are always several employees who do not listen to management. They often have certain skills, and the company needs them very much. But such employees are difficult to manage. How to manage such employees? For the company, excellent talents are important, and the rules and regulations of the enterprise must be maintained.
1、 Let it be placed in escrow and make it change on its own
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?
3、 Take the place of management with awards to mobilize their enthusiasm
Punishment is the most frequently heard and seen behavior in the workplace; Although I often hear about prizes, is there no more chance to see them than to punish them? Maybe employees have realized this phenomenon, so they will easily have the extreme idea of breaking jars in some things. This may be the source of employees' disobedient behavior. Therefore, we might as well use rewards as a proxy to mobilize the enthusiasm of disobedient employees so that they can see the benefits and change themselves. You can do this: commend and reward the obedient employees in the team, with a strong sense of ceremony and authenticity, without affectation or formality. You know, the current employees are very smart! Your behavior will betray your motivation if it is not so serious!
The above three methods of managing employees are more practical. Enterprise managers can look at the specific situation of their own employees, and then choose the appropriate methods to manage, in order to achieve the best management effect.
Develop a specific action plan to address the employee's problems. This action plan should include the following aspects:
1. Clear goals and behavior standards: You need to let the employee know your expectations and requirements clearly. You can set clear goals and behavior standards for him to ensure that he understands the results and performance you want. This allows him to better understand what he should do and how to do it.
2. Specific reward and punishment measures: You can formulate specific reward and punishment measures for the employee to encourage him to improve his performance. If he does well, you can give him some rewards, such as praise, bonus or higher position. If he fails to do a good job, you can take some punishment measures, such as verbal warning, writing criticism or demotion.
3. Supervision and support: You need to provide the employee with necessary supervision and support to ensure that he can successfully achieve his goals. You can have regular meetings with him to understand his progress and provide necessary help and support. This can make him feel your concern and support for him, so that he can work harder.
4. Training and development: You can provide some training and development opportunities for the employee to help him improve his ability and skills. You can develop a personalized training plan for him to train and develop his problems and needs. This can make him more professional and confident, so that he can better complete the work.
5. Communication and feedback: You need to keep good communication and feedback with the employee to ensure that he knows your ideas and opinions. You can have regular meetings with him to give him feedback on his performance and provide constructive feedback and suggestions for improvement. This allows him to know his strengths and weaknesses, so as to better improve his performance.
In short, you need to take some special measures to manage and motivate competent but disobedient employees. You need to understand his motivation and problems, develop a personalized action plan for him, provide him with necessary supervision and support, provide him with training and development opportunities, and maintain good communication and feedback with him. Only in this way can you better manage and motivate him, make him an important member of your team, and make greater contributions to your organization.
