What should I do in the face of disobedient subordinates?

That's you, the leader, doing things that didn't make them admire,

Management requires managers to have certain leadership skills, professional skills and leadership charisma in order to attract employees to serve you for a long time. I remember that Lao Yu said that the following corresponding measures should be taken if the following employees are faced:

2. Employees who are weak can be transformed into powerful right-hand men through continuing education and training;

3. Employees who are unintentional and powerful can strive to become intentional and powerful through incentives, conversations and other methods.

4. As for those who are unintentional and powerless, it will be regarded as their automatic abandonment, and there is no need to have too many regrets.

Of course, professional skills are the first place to be, and the leader must be familiar with the business he is in charge of in order to convince the employees; Leadership is your emotional intelligence, which is more often than to strengthen learning, summarize, and improve your emotional intelligence; Leadership charisma and emotional intelligence also have a relationship.

In short, I hope it can help you.

What should I do if my personality is weak and my subordinates are disobedient? Make good use of these 4 points to make your subordinates respectful to you.

The ancients said well: "Compassion is not in charge of soldiers, righteousness is not financial management, and kindness is not for officials", but in fact, in the workplace, it is actually the same as leading soldiers, and you can't be too merciful and let your subordinates feel that you are easy to bully.

Because the current workplace is actually very realistic, many people are only children born in the 80s, and the concept of superiors and subordinates in their minds is actually relatively vague, and these people are generally more selfish, once he feels that you have no benefits to bring him, or make him feel that you are a bully, then he will never obey your command.

So how do we, as leaders, manage so that we can twist our subordinates into a rope and make them obey our orders and requirements?

First, analyze from the personal aspect. Subordinates do not obey management, which means that we have no authority as leaders, that is, many times the core reason why we have caused today's situation is that our own value is not enough to convince the public. There is no authority to establish a leader.

For example, as a leader, we make rules and regulations, but we always go back on our word or often make mistakes in the management process. As a manager, we must establish our own authority in our work, and the resolute implementation of the system of this authoritative force is most remembered in the management process. Therefore, a fair implementation system is to maintain the dignity and authority of managers.

As a manager, if we want others to obey, then we must also have the value of being recognized by others, our management methods, the way we speak, and whether the tasks we assign are reasonable, if our management ability is insufficient, then subordinates are often unwilling to listen, so this is also a normal phenomenon, only constantly reflect on themselves, and do not ask for themselves. Constantly improve your management ability, increase the learning reserve knowledge, only let the subordinates admire you to be an excellent manager. There are several aspects of a good manager that require us to continue to grow.

Second, from the perspective of the human resources design framework of the enterprise. In many cases, because of the serious shortage of people within the enterprise, the enterprise is timid, and everyone has no sense of crisis, which leads to slackness or long-term laziness and disobedience. If there is no new blood replenishment within the enterprise, there is no perfect personnel promotion**, then it will lead to a lack of talent within the enterprise, which will be reversed, and it will be difficult for capable people to obey management.

Third, in today's society, many enterprises are not very clear about their development goals and development prospects, and the relevant benefits for employees are not in place. When employees don't cherish my current work, then in fact, sometimes they are deliberately looking for some ways to give themselves a reason to leave, so as internal managers, we must become a leader, but also an educator, constantly to provide employees with direction support, but also to give them income feedback, to establish a good salary structure system, then reflect the value of employees in order to mobilize the enthusiasm of employees.

There are always some subordinates in the unit who have distinct personalities, are unwilling to obey management, and sometimes even openly contradict the leader. For such subordinates, many people have nothing to do with him, they can only be out of sight and out of mind, and they no longer manage him. But your laissez-faire will not only not win his respect, but will make him more presumptuous, and many hard-working people in the unit will also think that you are weak and can be bullied.

So how to treat this kind of person? Generally use these three steps!

1.Analyze his pain points

Everyone has their own weaknesses, some are character weaknesses, some are interests weak, as long as you grasp his weaknesses, he will not dare to confront you toughly. For this kind of disobedient subordinate, what you need to do is to analyze his characteristics well, what does he care about? Don't care about what?

For example, if someone is afraid of losing their job or looking for a job, then you can use this to calm them.

2.Hard and soft

Although you find the weaknesses of others, you can't always threaten them with weaknesses, otherwise, although you can suppress your subordinates, it will deteriorate the relationship. The best way is to be mainly powerful, supplemented by grace, usually to be tough at work, but to give proper care and care in life, so that he neither dares to resist you, nor is he willing to give up your favor.

3.Set a bottom line for each other

Some subordinates do not obey management, may be because of personality impulses, for such subordinates, we must make clear the bottom line with him in advance, when not to do anything, let him know that the red line can not be crossed. For example, "you can't be in the office, you can't be emotionally picky" and other principles.

Encountering a disobedient subordinate can cause distress to the manager, but it is also an opportunity to train the manager. As the saying goes, one thing descends one thing, as long as you follow these three steps, grasp the weakness, use both soft and hard, and set the bottom line, you can really control him and lower him.

First: find out the root cause of the disease. If employees don't obey your management, one of the first things you can say is:

He doesn't obey you, or you can't make him admire. Okay, let me put it simply, it's true that I've been busy these days, so forgive me. As for why he doesn't accept you, or why you can't make him admire, this requires you to find the reason with your heart, that is, to find the root of the disease.

Let me give you a few ideas, it may be that the employee does not agree with your management style, or it may be that you do not agree with your management style on weekdays, or it may be that you do not agree with your way of doing things, or it may be that your words, one thing, or a decision, affect his interests, at least he thinks so, it may be that he does not agree with your character, it may also be that he does not agree with your personal ability, or it may be that he has a problem, as for what the problem is, the common ones are: opportunistic, Character problems, lazy to eat, low eye, self-righteousness, etc. In short, we must find out the root cause of the disease, and then eliminate the contradictions, in order to ** this kind of employee.

Second, carry out scientific ideological education. If it is a manager's problem, you must self-examine, and if you need to apologize to the employee, you must put down your body and take the initiative to apologize to the employee.

If it is found that it is indeed the employee's own problem, as long as it is not a character problem, scientific ideological education can be carried out, so that the employee can correct his work attitude. As for the issue of ideological education, we must pay attention to it, can not be blindly criticized, can not be blindly said good things, some managers in the ideological work, is a lot of nonsense, I have seen a lot of such managers, the most exaggerated is that and an ordinary employee to communicate the recent work situation, actually chatted for a morning, this manager is still the company's middle and senior management. This is undoubtedly a serious waste of the company's resources.

If you criticize too much, employees will not only not listen to you, but will ignore you even more in the future. It is necessary to praise his benefits, make him realize what he is doing wrong, the harm caused to the company, and at the same time make him realize that obeying the company's management is the most basic requirement for an employee.

Third: Make a solemn warning. If after three times of ideological education, the employee still does not change, then he should be given a solemn warning, of course, this warning can not be public, it is best to be in private when the two of you are solemnly proposed to him, at this time, you should not be a good person anymore, and do not put on a good face for him again.

Fourth: decisive dismissal. Finally, if you do the previous work, or do not repent, you will be dismissed decisively, this kind of employee, there is no need to exist, even if there is some ability, it is worthless for the company, for worthless employees, the company must not stay, don't feel cruel, this is the workplace, your boss is not easy, he is also very pitiful.

There are several main reasons why subordinates do not obey management: on the one hand, they do not agree with the current management system or work process, or the leader cannot convince him.

The main reason for the above is that the right person is not matched at the time of entry screening, the cultural match is not paid attention to, and then the personality match of the supervisor is not paid attention to.

To avoid the above problems, it is necessary for the supervisor to directly participate in the interview and selection of personnel.

If the leader is promoted from the original level colleague to the supervisor, then some colleagues may disagree and may feel that your ability is not better than his. This requires management coaching from your supervisor, such as a formal appointment. Then there is whether the process of job promotion is open, fair and fair, whether it is a competitive recruitment, and if it is an airborne force or a designated appointment by a superior, this problem will occur.

Then you need to follow up to publicly state the reasons for your promotion, show your professional ability at work, and actively strive for the opinions of your subordinates for the work that requires the cooperation of your subordinates, so that you can feel recognized, and if you have any opinions, you can give a suggestion channel.

If the subordinate does not obey the management, it is best to find him alone, sit down with him and talk calmly, why he does not obey the management, what I did not do well, or his reason, my reason, I will improve my work, if it is his reason, I will do it in accordance with the requirements of the rules and regulations. The award of the award, the punishment of the penalty. In order to work smoothly, it is natural to obey the arrangement, so under normal circumstances, the subordinates are still more obedient to management, but your subordinates do not obey the management, which is enough to show that there must be a problem with your management style, and your subordinates must not be your slaves, so you must convince people to achieve the effect, otherwise it may cause the jealousy of your subordinates!

If the subordinate does not obey the management, you should arrange it from self-adjustment, first of all, to make yourself capable so that others can see your ability, so that the subordinate will feel that you are capable of managing him.

It is very difficult to manage subordinates at work, especially to manage an expert subordinate, it is even more difficult, as a leader, you dare not criticize others, because you are afraid that people will pick on them and stop doing it, and you dare not fire others, because they will fire others, and no one will work. So today, let's take a look at how to deal with subordinates who do not obey management but have good work ability?

1.Learn to listen.

Is there a good reason for the subordinates? Are you dissatisfied with your arrangement or your arrangement is unreasonable? Did you say something or the way you spoke that accidentally angered him?

Therefore, managers should give their subordinates a chance to speak and let him explain things before he can work calmly.

2.Use the system to manage people and processes.

Establish a complete management system in the company.

Including the system of employees and the process of doing things, these are formulated for a while, and a kick-off meeting is held to tell everyone that the company decides to use the system to manage in the future, and everyone must strictly follow the company's rules and regulations.

Implementation, from now on, everything is decided by the system, even if the leader himself does something wrong, he has to do it according to the regulations. In short, the days can not be mixed, if you find that you do not work hard, do not obey what you say, and do it against the manager, resolutely do not indulge, in accordance with the system and process regulations, consciously punished. Even if you strictly implement the system, there will still be people who don't take it seriously and still go their own way, what should I do?

Kill the chicken and make an example of the monkey". When appropriate, one or two disobedient people can be dealt with to let everyone know that the company is determined to reform. There is a saying that "mercy does not lead the army."

The system is ruthless, the process is ruthless, when employees make mistakes, according to the company's system, strictly handled.

3.Limit. For such a capable and disobedient subordinate, we must limit the scope of his work, not let him have the opportunity to make achievements, and restrict him from leading the team or contacting more people, because such a capable person can quickly make achievements and gain prestige, which will be difficult to deal with next, so he should not be given the opportunity to develop freely from the beginning.