Subordinates are disobedient or even calling, as a supervisor, they should reflect on themselves, calm down, analyze the situation, divide and disintegrate, isolate and neglect, three opportunities, and consolidate the situation.
1. Reflect on yourself
The passive slacking of subordinates is not necessarily an employee problem, but may be caused by improper leadership management. So, don't be busy blaming your subordinates, first reflect on yourself, whether there is any offensive behavior in the process of managing people and affairs, whether it is negligent communication, or inappropriate language, etc.
2. Be calm
When encountering this kind of situation, the most taboo is impetuous, and when the fire goes up, the IQ will come down and the square inch will be chaotic, and people will be happy. He is a subordinate, you are a leader, and it is your identity that is lowered by directly arguing, and it is your authority that is damaged, which is exactly what people with ulterior motives are happy to see. So it's important to be calm, let him jump like a clown first, and slowly entertain him!
3. Analyze the situation
Before starting to solve the trouble, you must know what the other party's motives are, whether there are other members who have fallen against him, who they are, and who are on their side, so that you can see the situation clearly, and then consolidate and unite your own people to avoid being influenced by the other party.
4. Differentiation and disintegration
No organization is monolithic, let alone a small group of people who are not justified in the first place. With the previous step, which limited his expansion, it was time to proceed to dismantle his power. Think about it, as a leader, you have the stick of promotion and salary increase, and you can only write blank checks to your subordinates, and those who provoke trouble. So, it is not difficult to disintegrate.
5. Isolation and neglect
After cutting his wings, he is actually gone, and if he still has to do it, then start to clean him up. The first thing to do is to weaken its influence, if he is a technical backbone, find a replacement to replace him, if he has some real power, set up a similar position to empty him, so that his so-called reliance is gone!
6. Three chances
Is it possible to just kill him? Although he is unkind, as a leader, he cannot be unjust. This is the generosity of the superiors, and it also allows everyone to see that the leaders they follow are tolerant. But if it's just three things, you can give him three chances.
7. Consolidate the situation
No, as a leader, you should think about why such a person is there and why he can pose a threat to himself. There are three things to do next: first, serious system, to restrain subordinates with the system; Second, personnel backup and technology sharing; Third, there should be supervision over delegation of authority, and there should be checks and balances on functions and powers.
dealing with employees who don't listen
1. Let it change independently
Disobedience can force it to obey, but the effect is often counterproductive. Especially in the current workplace environment where 90 is basically the main force, it is basically unreliable to achieve a certain goal through coercive means. It is better to put it in custody and let it change independently. The method is: to manage the obedient people more perfectly, so that the disobedient people can find their "different" independently, and deeply realize the gap between their "alternative" and the team, maybe he himself will change and begin to be obedient. By guiding instead of compulsion, it can reduce the occurrence of more than half a sentence of management without speculation, and it is more conducive to the management and change of disobedient employees.
2. Decentralization and escrow, transfer its rebellious heart
Just because an employee doesn't listen to you doesn't mean he doesn't listen to others. Instead of competing with him, it is better to find someone else to take care of him. You can delegate your authority to other employees and let him take care of the disobedient employees for you. However, it is important not to let the disobedient employee notice it, otherwise his disobedient nature may become even worse. This saves you all kinds of worries about disobedient employees, and also realizes easy changes to disobedient employees, which can be regarded as the best of both worlds. Wouldn't it be better to manage disobedient employees than to force disobedient employees to change?
3. Take the award as an escrow to mobilize their enthusiasm
Punishment is the most commonly heard and seen behavior in the workplace; Awards, although often heard, but the probability of seeing is not more than the punishment? Maybe employees have been aware of this phenomenon, so they will easily have extreme thoughts of breaking jars and breaking in some things, and employees' disobedient behavior may stem from this. Therefore, you might as well use the award 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, and the sense of ceremony should be strong and real, not pretentious and too formal. You know, today's employees are very savvy! The slightest misconduct will betray your motives!
The above three skills are actually guidance, not management. Disobedient employees are not stubborn and heinous bastards, there is no need to go up and beat them to death, when you don't think about "not being beaten to death", what should you do as a manager? This is the so-called human nature management, which is guided by humanity to system management, rather than all kinds of cold rules and regulations. What freedom-loving person is easily imprisoned? Who is not a freedom-loving person now?
How to manage disobedient employees
1. Respect the value of employees "reasonable rewards and punishments"
If you're able to respect your employees' opinions, even if you don't end up taking their advice, you'll find that they'll be more willing to support your decision. People are regarded as important capital of the enterprise, which is the foundation of competitive advantage, and this concept is implemented in the specific management work of the enterprise's system, leadership mode, and employee compensation. When employees want to be involved, and you don't give them that opportunity, they alienate management and the organization as a whole. The previous "paternalistic" style of treating management positions as official titles and employees as tools should be abandoned, and clear rewards and punishments should be an effective incentive. When evaluating and rewarding employees, special attention should be paid to their actual performance, rather than what they say in words. Opportunism cannot be rewarded, and the hard work is neglected. A sense of accomplishment motivates employees to work passionately and meet their inner needs.
2. Communicate effectively with "out-of-office employees" frequently
No one likes to be kept in the dark, and employees will have many grievances and opinions of their own. When the supervisor communicates with the employee about the work he undertakes, the employee is encouraged and feels respected and valued in his or her work. This directly brings the satisfaction of self-worth to employees, and their work enthusiasm and enthusiasm will naturally be improved. Only through communication can supervisors accurately and timely grasp the work progress and work problems of employees, and provide timely support and assistance to employees. This helps employees to complete their work in a timely and high-quality manner as required, thus ensuring that the work of the entire team, department, and even the entire enterprise is coordinated.
3. Objective evaluation and sincere praise
When evaluating the work of employees, enterprise managers should be like sandwich biscuits, which can be divided into three steps: first affirm the employee's work performance, then specifically point out the shortcomings in his work, and finally put forward your expectations for him. Try to be as precise as possible in describing the problem, and generalizations will not be effective. First, your employees can't understand whether their work is good or bad, and second, general comments may not convince your employees at all, but make people think that you are giving them "little shoes" to wear. In this way, the criticism is sandwiched between the praise, which is clever and tactful, so that the criticized person knows it in his heart and does not lose face.
It is necessary to evaluate the work of employees clearly, and sincere praise is necessary. "Xiao Zhang, you are a very self-motivated young man, I hope you will do better next time. "Xiao Huang, I am so happy that I have found that your work has improved every time, and I believe that you will definitely make greater contributions to this department. Don't underestimate these few words, it can make your employees feel warm and more passionate about accepting your criticism.
4. Position matching authorization to safeguard the interests of employees
In fact, enterprise management is the process in which investors match their job responsibilities with post powers through the layer-by-layer decomposition of various powers they have, so that all aspects of the enterprise can be effectively operated. This reasonable authorization process can effectively improve the management level and management efficiency of the enterprise, which means that the grassroots employees can make the right decisions by themselves, which means that he gains trust, so that more enthusiasm and creativity will burst out. For more information, please add WeChat 2195753065
Although many small and medium-sized enterprises appear in the name of limited liability companies, only a few shareholders hold the control of the enterprise, forming two layers of skin in the enterprise organization. The establishment of a broad employee stock ownership system will become an effective means for enterprises to meet challenges, avoid risks, and tide over crises. The protection of the interests of employees will inevitably produce the effect of "unity". At the same time, the company should also develop a personal development plan for each employee, help them understand their strengths and weaknesses, formulate practical goals and methods to achieve the goal, and then try their best to cultivate and support them, so that the probability of employees "out of place" is greatly reduced.
5. Build the core of corporate culture for employees
Create a good corporate culture atmosphere, which is conducive to stabilizing the talent team and promoting their further development. Through the construction of corporate culture, we will create a highly harmonious, friendly, cordial and harmonious atmosphere, condense the creative power of talents, encourage talents to continue to forge ahead, and reach a consensus on values. The cultivation of common values is the core content of corporate culture, every successful enterprise must have its own entrepreneurial spirit, with a common values to edify enterprise talents, guide enterprises to work hard. Only when employees feel that they can be constantly supported in their work and can continue to learn new things, they will be "obedient" and "not out of position", and then they will stay and be more loyal to the company.
