How to manage subordinates with different personalities, how to manage subordinates with different p

2 management routines to make your subordinates die.

<> "How to manage subordinates with different personalities.

How to manage subordinates with different personalities.

1. Impatient and hard-working subordinates are loyal and motivated, but easy to create problems; Prompt him to hide his edge and give his colleagues a chance to set some extra rules that he follows.

2. Subordinates who create right and wrong like to spread rumors and negative energy; Punish him severely, let him realize his mistakes, increase his workload, and leave him no time to gossip.

3. The proud and lofty posture is not self-righteous and does not know how to respect others; Dare to criticize, let him know how to respect and awe, and find opportunities to frustrate his arrogance.

4. Free and loose subordinates work without principles and enthusiasm; Increase the workload, push him to improve, arrange excellent subordinates to take him, and put pressure on him.

5. Stubborn subordinates are too stubborn and don't know how to be flexible; Warn him about his stubbornness and not to harm the interests of the team, and tell him to learn to respect the opinions of others.

6. Gentle and indecisive subordinates are too gentle, too kind, and difficult to take on big responsibilities; Let him no longer rely on others, complete the work independently, and improve his work awareness through team activities.

How do you manage your subordinates?

Not all the leaders who can make their subordinates obey are full of spirit, mature and steady, if the manager convinces the public with morality, he can have his own set of management mode, so that his subordinates admire themselves and are willing to serve their own dogs and horses, and they are also successful managers. However, no matter what method of leadership is used, they must first rely on their own prestige, whether they are strong or soft, they all have a kind of powerful internal strength, and they all have an aura that attracts subordinates to obey.

It is a blessing to meet a leader with a docile temperament, if such a leader understands that rewards and punishments are clear, and rewards subordinates when they achieve achievements, giving them spiritual enrichment and practical benefits; When subordinates make mistakes, they can be punished, rather than blindly and softly "commissioning", so that subordinates can experience specific pressure. Leaders are principled, subordinates are afraid of arbitrary and arbitrary behavior, rewards and punishments are clear, and subordinates know what kind of mistakes they should not make, and they will be afraid.

As a manager, managing employees is your own purpose, so you must achieve this need in a comprehensive way, think about why you can't change this kind of weak character, in fact, all the problems are that you don't want to change. There is no way back behind us, if a person, their heart does not want to change, then his inner thoughts will eventually be fed back to his behavior, first of all, he must establish an idea that he wants to change, and he is very eager to change.

In order to further improve the fault tolerance of the team, for soft leaders, there is a bottom line or principle, that is, everything must be strictly implemented in the team's management system to do things, if it is wrong, it will bear the cost of mistakes, and if it is right, it will be rewarded. Many soft-hearted leaders will be a little soft-hearted, especially when it comes to apologies and admitting mistakes from some subordinates. Gentle leaders are very wrong to think, "Forget about it, and the other party will learn about the mistake anyway."

Most leaders with a mild personality are to convince people with virtue and manage their subordinates in a scientific management way, because in this way they can manage their own teams well.

Leaders with a gentle personality tend to adopt particularly well-established rules and regulations when managing their subordinates, and they are very gentle at first, but employees are also afraid of their own harshness.

Develop a set of plans for managing subordinates, implement strict and authoritative, and reward employees when they do well; Employees violate the company's rules and regulations, and they must strictly follow the regulations, so that employees can be obedient.

<> "How to assign work to subordinates with different personalities.

How to effectively explain the work to subordinates.

1. Savvy people (inspiring the desire of the socks).

This type of employee is a low-will, high-ability employee who can achieve work goals steadily, but is not willing to challenge himself too much.

The first is: understand the other party's work motivation, find the corresponding incentive method or suitable work task, so that employees are willing to take the initiative to meet challenges and improve work motivation.

The second is: open communication, so that employees understand that the pay and gain in the team you manage is proportional, if you just want to stay in the comfort zone, only do what you are good at, and are not willing to take on more responsibilities, you will not be able to get better career development and work returns.

2. Problem employees (performance improvement).

For employees with low willingness and low ability, managers first need to conduct performance interviews with employees and put forward clear requirements for improvement.

If employees are still passive and slack off after performance coaching, or even spread negative emotions to destroy the team atmosphere, it is necessary to optimize personnel as soon as possible to avoid greater losses.

If employees are willing to improve, managers should mainly let them do some auxiliary work on a daily basis when assigning tasks, and at the same time assign tasks to them with performance improvement goals, so as to improve their abilities for their current positions.

3. Potential stocks (Pei Feng La, including high potential).

Employees with high willingness and low ability may hide potential stocks in the team, that is, employees with good potential, but because they are still inexperienced, their abilities have not been fully trained.

Managers still need to focus on the work they can do when assigning tasks, and then assist them with some challenging work to train them, and it is best to gradually increase the difficulty of the challenge.

This type of employee is called a potential stock because they are usually more willing to grow with the team and the company, have higher organizational loyalty, and behave more in line with the requirements of the company's cultural values.

Star employee (entrusted with important tasks).

Willing and capable employees are generally the stars of the team, they are more willing to take on challenging tasks on their own initiative, and managers can confidently entrust them with difficult and important tasks.

To manage them, you need to pay attention to:

First, it is necessary to match employees with the corresponding salary rewards for their contributions.

Second, it is necessary to pay attention to the workload of employees and avoid letting employees be overwhelmed by work because of "overwork".

Third: you need to pay attention to the diversity of work tasks, and you can't keep letting employees do similar work just because they are good at a certain task, which will cause star employees to burn out or choose to leave because they can't grow.

A six-step rule to keep your work from being compromised.

1. Set: Set down what your subordinates want to do.

2. Calculate the workload and time spent.

3 points: Do things according to the method and efficiency determined by the determined things.

4. Fruit: Niskrit is cleared according to the results to be delivered at the time nodes of each day, week, month and year.

5. Correction: Correct deviations for employees.

6 liters: Enhance employees' awareness of compliance with laws and regulations.

Do you know how to manage different subordinates?

Someone asked me: how do you manage a capable but unruly subordinate?

From my experience, there are three strategies.

Bottom line: Dig a pit for him to jump into, and then fire him. This strategy is practical and effective, but it shows that leaders are jealous.

Medium strategy: Treat him as a dead man who solves problems, and he can solve problems best; If it can't be solved, he will be expelled. This strategy is simple and crude, but it proves that the leadership is short-sighted.

The best policy: treat him as a business pacesetter and accept him for his own use. This strategy is far-sighted and demonstrates the broad-mindedness of leadership.

I once had this subordinate, by taking advantage of his strong self-esteem, providing a platform for him to perform, and then establishing him as a business expert, calling on everyone to learn from him, and finally, I took him for my own use.

Through this incident, I have come to understand this sentence even more: there are no subordinates who can't do it, only leaders who can't do it.

First of all, as superiors, we must respect them and conform to them.

Second, we should also be tolerant of them.

Third, we should also help more, in the work, interpersonal life, if we encounter difficulties, as a leader, we should also care about and love them.

Fourth, and most importantly, we must actively guide our subordinates with individuality, not only to make them subjugated by power, but also not to blindly accommodate, but to follow their temperament, if it is a problem of character, to guide them to overcome a problem of character, we cannot be accommodating. There is no ambiguity when it is time to criticize, but it is necessary to pay attention to ways and means to distinguish their temperament and character from their character.

Subordinates with personality generally have more outstanding advantages, so we should give them a stage to display their talents and create opportunities. We must do the quantity to apply, according to the personality of the subordinates, the temper is particularly leaky, and put them in the right positions. Let them stand out and show off their talents.

At the same time, it is also necessary to give them enough face, trust Zhu at work, be emotionally considerate, care and encourage more in life, blame less, and guide more positively, so as to enhance their self-confidence. Subordinates with personality also have the desire to do their own thing, and they should try their best to meet their requirements within a reasonable range.