As an old man in the workplace for many years, I have met all kinds of people. Those who work quietly, report to others, do something that will be publicized all over the world, and there are also people who like to find leaders to "make trouble" in case of trouble. In many people's minds, they think that only by making troubles can they win the initiative. Most of these people are state-owned enterprises and public institutions.
Everyone wants to give as much as he gets. However, the leader's evaluation and self-evaluation are biased. In addition, personal desire is responsible for this, so the "self" recognition of the pay and gain is not equal. In addition, there is no communication and complaint channels in the unit, and many people will take "trouble" to fight for their rights and interests. This kind of subordinate is also a headache for leaders.
Many employees think that leaders have the attribute of bullying. When they encounter something unsatisfied with themselves, especially salary increases, promotions, etc., they will go to the leader to make trouble without their own share. They think that if they make trouble, they will be afraid, and they will quickly solve the problem. This is a misunderstanding. "Noisy" is irrational, which also shows that the company's communication channels are not complete, unobstructed, and the system construction is not perfect.
1、 There is no appeal channel, only "noisy" communication
The company has no complaint and communication channels, and there are few ways to solve problems. Subordinates feel that the only way to communicate is to rely on "noisy", so employees use "noisy" to solve problems.
2、 "Noisy" will attract the attention of leaders
There is an old saying in China: Politeness is the first thing, military force is the last thing. Force is also a way to solve problems. The staff and the leader are reasonable, which usually takes a long time to prepare. They muster the courage to talk but are easily dismissed by the leader. In Chinese enterprises, leaders often do not attach importance to the demands of employees, and feel that employees are wordy and greedy. In addition, they will think that if employees have demands, they will solve them, and if others have demands, how can the company afford it? Therefore, only "noisy" employees will attract the attention of leaders. Many people even think that the greater the "trouble", the more beneficial it will be to themselves, because people want to calm things down, and leaders will take measures to calm the situation as soon as possible in the face of "trouble" subordinates.
Little did they know that "noisy" is counterproductive. Because if the leader opens an opening to his subordinates and relaxes the policy, other people will make trouble one after another. The whole company will be worse managed, and the "trouble" is not good communication. This method is too tough and is likely to threaten the leader, but it will easily irritate the leader and make the situation worse. Therefore, the best way to eliminate "noise" is to establish and improve the company's system and make the communication channel more smooth.
How to deal with employees' troubles:
1. Formulate salary increase and promotion system to enhance transparency
As a leader, we should enhance transparency. The system of salary increase, promotion, rewards and punishments will be formulated clearly, and the staff will be seated according to the terms according to the right number. The increase will be clear, and the promotion will be clear, which will reduce the chance of "trouble".
2. Establish communication and complaint channels
A salary setting committee can be set up to discuss the salary increase and promotion of each employee through the committee meeting. If the employee disagrees, he/she can appeal through the committee. The paper application can be used for appeal, or it can be brought to the meeting for discussion after communication with a member of the committee. The result of the committee discussion is much easier for employees to accept.
3. Establish strict punishment measures for "noisy" subordinates
If subordinates come to "make trouble", no matter whether it is reasonable or not, they should take punishment measures. They should be merciful and not take charge of the army, and they should be good at managing money. Usually treat subordinates kindly, but treat "noisy" subordinates with thunderous means. Deduction of bonus or even dismissal to punish and warn employees of "making trouble" is an inevitable trend, which must be strictly controlled.
The greatest fairness to employees is that every company acts according to the system, rather than making decisions based on the preference of leaders!
