To be a leader and lead a team is to lead soldiers. Kind and kind, with a weak character, it is difficult to lead a team. The team is the same as the troops, there is no lack of arrogant soldiers, tolerance and understanding and setting an example are useless, they must be a little ruthless! In particular, some young leaders are shallow and have weak morality, find it difficult to convince the public, and in addition they have a soft personality and dare not manage, their subordinates will be arrogant and domineering. So, what should be done?
First, reserve energy, which is called standing. Why are leaders despised by their subordinates? First, they have a soft personality, and second, they have poor ability. As the saying goes, only when you are proud of your talents, but only when you have talent can you have the confidence to be proud of your subordinates. As long as you understand the profession, do not be a layman, and see the problem to the point, the subordinates will not dare to be leaderless. Therefore, learning knowledge, energy storage, and long-term ability are the foundation of life.
Second, dare to show the sword, this is called courage. When the narrow road meets, the brave wins. The contest between managing and being managed is like a fight between two people, the more you dare not make a move, the more ruthless others will be. Therefore, as a manager, first of all, it is not to learn to "manage people", but to learn to "dare to manage people". It is natural and righteous to take care of him, and his duty lies, and there can be no cowardice.
Third, improve the system, which is called legislation. What is the system? It is the law of the company and the basis of your management. What do managers do? Law enforcers! If there is a system that stipulates it, you have to be bold enough to inspect it as required. If not, then the right medicine is the right one, just draft one. In this way, it will act as a psychological deterrent for some people.
Fourth, the fox is fake and the tiger is mighty, which is called the stand. Why do the animals scatter when they see the fox coming? Not afraid of the fox, but afraid of the tiger behind the fox. Managers must learn to "pull the banner as a tiger's skin", that is, to take advantage of the situation. For example, if an employee refuses to work an arrangement, you have to learn to say: "No, this is Mr. Li's request, if you don't want to do it, you can go to Mr. Li." ”
Fifth, play with the boss, this is called Ligen. Leadership support is the foundation of good management, so it is necessary to handle the relationship with the boss. If the relationship is good, you can talk about everything, and you can even ask your boss to help you solve some "problems", for example, for subordinates who do not obey management, say "no forgiveness" from the boss's mouth, this is Shang Fang's sword.
Sixth, to overcome rigidity with softness, this is called wisdom. Ming Wuzong toured the south, and Admiral Jiang Bin accompanied him. Jiang Bin wanted to rebel, and his soldiers were all strong men in the northwest. Qiao Yu, the secretary of the military department, saw the clue and picked a group of short and concise martial arts masters to accompany him. The two agreed to let their subordinates compete in martial arts. As a result, the strong men in the northwest were defeated repeatedly, and Jiang Bin did not dare to act rashly. When his subordinates are arrogant, give him some difficult work to kill his arrogance.
Seventh, boldly say no, this is the rule. To be a leader, the idea of a good man is unacceptable. Since you are a leader, you need respect from your subordinates, not just liking. When a subordinate says that it is impossible, you should resolutely say, "It must be done, I am not consulting you." Otherwise you will become more and more passive.
Nowadays, more and more employees are working more and more lazily and casually. I don't care much about the instructions of the leader. So, how to solve such a problem when the leader encounters it? I will share some ways to deal with disobedient employees.
Snub method
Within a certain time frame, especially when the work is very busy and the task is very heavy, ignore it, and do not assign any work, let him calm down and think about it by himself, until he really can't help but talk to you, then it's OK, the initiative is in your hands, and then very warm reception, state the problem, communicate with it with empathy, let him realize his own shortcomings, and take the initiative to propose a cooperation plan.
Betting method
Look at an opportunity, in public, when he once again publicly embarrass you, or say that it is impossible, suddenly attack, but he will be an army, change from passive to active, bet with him, make an agreement on the spot, win, what to do, what to lose, what to do? The content of the bet should be centered on work, and the content of the bet is what he thinks is "impossible" (in fact, it is not impossible, but there is a certain degree of difficulty). Of course, as a leader, when choosing something to gamble, you must have the certainty of winning in your heart, and then make an appearance to show him, so that he has nothing to say and obediently obeys your management.
Tree Enemy Method
This kind of employee generally belongs to the typical "negative" representative, in a collective to balance the power, not one-sided, so as a leader, it is necessary for you to set up a "positive" representative, so that the two of them compete with each other, and you only need to reconcile from the middle, balance the force, let the two of them perform, and you can sit firmly in the military tent.
Repression
Find an employee from the collective who is usually not watched by everyone, but has been obscure, practical and hard-working, help him to achieve results in private, constantly find the shining point of his attitude, commend and reward him many times in public, and criticize his behavior and practice without naming his name, first suppress his arrogance, and find a suitable reason and supporter for himself, so that everyone can see your fairness, Be fair, and then wait and see what happens, and when it has a little bit of positive improvement, praise it in time, and slowly let it return to your management.
Exchange of Commitments Act
As long as you have the opportunity to become friends with him, then he will definitely be obedient to you, and go to the soup and fire, and do not hesitate. This method generally has to go through two to three steps to complete, the first step is to obtain its good impression of you, such as when it is in trouble, take the initiative and selflessly help, and the second step is to find opportunities to further deepen understanding and enhance feelings, but it is enough to see, not to let it touch you too thoroughly, understand too much; The third step is to take the initiative to talk to him, talk about work, and frankly assist him in his growth, provided that he must perform well and work hard, but your promise will also be fulfilled when the time comes. In the process of talking, we should first praise its advantages and strengths, and whether the person who is a confidant will die, such people generally think that they are not able to meet or have no ambition, and then bitterly state their shortcomings and shortcomings, and then propose solutions, and finally encourage, which is also a commonly used "sandwich" method.
Collective divestiture
This kind of employee generally has a certain amount of influence and represents the opinion of a certain group of people with negative thoughts, but he is just a person who dares to speak out. This kind of thinking cannot be allowed to spread and expand in the collective, so it is possible to take him as the leader, carry out collective isolation, separate it from the large collective, and let it lead and manage, but we must put forward some requirements for him, give him certain rights and commitments, satisfy his desire to become an official, and let him lead this part of the people to create a positive situation. Through the above practices, I believe that we will be able to receive better results and solve the common headache problems in management. In short, this kind of employees still have a certain ability, can create benefits and value for the collective, rather than useless, there is not a famous saying in management: there is never a bad employee, only a bad leader.
How to deal with employees who do not follow instructions? Mainly from the following points to carry out targeted management of employees who do not obey the instructions:
1: Formulate a job responsibility system
Formulate a reasonable job responsibility system, standardize employee behavior through a reasonable system, and if there is a violation, it can be implemented according to the system.
2: Targeted authorization
Targeted delegation of authority to the right employees to complete specific tasks can not only improve the efficiency of the team, help managers use their time more effectively to make critical decisions, but also give employees the opportunity to improve their work ability and play their own value. The authorization should be reasonable and effective, and the manager should follow up the work at the appropriate time after authorization, and guide the authorized employees to make adjustments in time if there is a problem.
3: Listen patiently and communicate with reason
Managers should learn to communicate with employees patiently in a targeted manner, observe and listen to employees' emotions and problems, and then express their own views.
