How do you manage employees with shortcomings?

Use bonuses, motivate it with money, employees must love money, you don't love money, what do I use to motivate you?

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Hello, dear, very happy with your problem, what are the disadvantages of employee personality characteristics to management, help you find out when management is too personalized, it often produces certain tendencies, and biases that are not conducive to management, I hope I can help you. Wishing you good health and a happy mood!

What are the disadvantages of employee personality characteristics to management?

Hello, dear, very happy for you your celebration problem, what are the disadvantages of the personality characteristics of the poor pants staff to the management, to help you inquire When the management is too personalized, it often produces a certain tendency, and prejudice is not conducive to management, I hope I can help you regret Jane. Wishing you good health and a happy mood!

The disadvantages of the personality characteristics of employees to the management are: when the management is too personalized, it often produces a tendency to search for hunger, and prejudice is not conducive to management.

Therefore, personality management can do more harm than good. Leaders can have a huge impact on the environment in which they operate.

The characteristics of the personality are unique and tendentious. When management is too personalized, there is often a certain tendency.

The staff is too individual.

What about management conflicts.

The management of such employees should respect their personality and characteristics, and should be generous and broad'The mind does not coerce people with ranks; Know how to guide them, but avoid excessive enthusiasm when communicating with them; Show your trust in him, and do it properly to dispel the hungry shirts; Leverage their strong capabilities to equip them with the right positions.

Way.

1. Starting from focusing on the existing advantages, everyone's advantages are different, this advantage is more innate, but a few parts can also be achieved through repeated training in the later stage. Some employees have strong communication and persuasion skills, and are good at making people accept their own ideas, such people can control the core of their conversations with the other party, or can guide the other party's thinking, so such employees are more suitable for the sales department and the personnel department, but if they are placed in the cashier position (matching the service type, transactional type) may be counterproductive.

2. Look at the shortcomings from another angle, in addition, managers should not try to transform employees, few people are willing to be forced to work all day, not only waste their own'time, but also causes employees to have a rebellious mentality. Guide them to play their respective strengths in the post, the advantage is talent, there is no good or bad, only suitable for their position. If you want employees to work hard, you must let them continue to give full play to their strengths, make them fall in love with their jobs, and stop them from constantly playing to their strengths.

3. Give employees the space to play their strengths, the company should give talents the space to fully show their abilities, if the front-line manager does everything himself, no matter how capable the employee is, you can't find it. It's like climbing the Great Wall, after you lead a team of people to climb up, there are still a few people to climb, can you follow everyone to climb again? So how do you know if they can actually climb up on their own?

In the same way, the excellence of employees can not be performed, the ability can not be improved, and the enthusiasm of employees cannot be stimulated, which is actually a kind of management art.

4. To provide an opportunity for outstanding employees to go up the "ladder" How to give full play to the ability of outstanding talents, the amount of talent to use, without causing the loss of valuable human resources due to the inability to give full play to their strengths, in this regard the awareness of private enterprises is quite realistic. In order to give full play to the role of outstanding talents, the core personnel of Digital China spent one year of energy to formulate"Multi-lane development"method. That is, when employees feel that their abilities cannot be fully utilized in their positions, they can apply for "transfer" within the enterprise, rather than looking for the "outside sky".

When employees don't understand what to focus on, how can they understand their own shortcomings? When we speak, especially when we talk about our own Kaizhi experience, we often unconsciously talk about staring and closing a lot"What happened in the process", and not"Final state hole results", a lot of people tend to focus on the process, especially when talking about it"There is no sweetness without sweat"Time. For example, in a product proposal, a business campaign, or a product description, many people tend to unconsciously focus on it"own efforts and toil"Above.

Spend a lot of time explaining the event"Causation"A lot of time will be wasted because, for most listeners, what they want is not"process", rather"End Result"。

<> to be an engaging speaker, the most important thing is to know the difference between what you say and what people want to hear. Only by recognizing this distinction can you avoid becoming a boring speaker. Get to the root of.

When people ask about your weaknesses, especially during interviews, it's usually not the most important thing. The most important thing is whether you are aware of your shortcomings and what you have done about them. If the answer is"I don't have any weaknesses", then your main weakness is your lack of self-awareness.

Also, it's important to understand that being aware of weakness doesn't mean you're weak. Knowing how to improve your weaknesses is a very important strength. You should check yourself regularly to identify your main weaknesses.

If you don't know what they are, you can't express them to others. If you already know the answer, you won't look clumsy and will have a lot of self-esteem in front of the interviewer. Because these little things are often lacking"Common experience", even if the speaker feels good, it is difficult to understand and bores the listener.

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I think it is better to tell him his own shortcomings directly, it is better to say this kind of scumbag, there is no need to beat around the bush and give him advice, and he is also good for Liang to rent him if you don't tell him.

You can communicate directly with the other party, and the other party understands what the problem he is facing now, so that the practical problem can be solved.

I think you can ask him to list the key points of the meeting after the meeting, and then you can give him some guidance on his work, so that he can realize that he may lack a certain ability in this regard, and since you are a leader, some work defects of employees can be directly raised, and there is no need to be too tactful, and it is better for you to raise them directly, which can improve the communication efficiency between the two of you.