If you let the employees who do not obey the management leave by themselves

1. Find the cause. Find out the reasons for disobedience to management according to the performance of employees' disobedience to management;

2. Communicate in a timely manner. According to the reasons for disobedience to management, take the initiative to communicate with employees and mediate their emotions;

3. Self-reflection. In many cases, employees do not obey management because of intentional and unintentional unfair treatment by leaders;

4. Improve the system. The company should have a reasonable appraisal system and promotion system to eliminate the negative emotions of employees.

5. Transfer and dismissal. Some employees need to be transferred by the leader due to their own reasons, and they can be dismissed if they are serious.

Hello, there are the following situations, the first situation is that some employees are relatives of the boss's family, or there are interpersonal relationships behind the company's development interests. I understand his background, and often go straight to the point, making clear the relationship between the boss, the individual and my management team, and listening to his ideas appropriately, which can be adjusted to a certain extent, such as post adjustment. At the same time, a certain penalty must be imposed for his disobedience.

Good and bad things are said on the table, and they can generally be solved. This is not a matter of management systems and principles, but of the survival and development of private enterprises, managers must apply the working environment and the management wisdom that can be flexible to solve problems.

The second type is employees with a skill and full of personality, and this type of employee disobedience to management is the most common. There are opinions, disputes, and noisy non-implementation of the work arrangement of the supervisor. Once, when the workshop was rushing to deliver goods, an old skilled worker was arranged to work overtime to cooperate, and finally it came to my office.

Then asked the employee to go back to rest first, but clearly told him that the quarrel with the management personnel in the workshop was a violation of the management system and should be dealt with, and he would be dealt with lightly considering his situation, and I hope he understands. The employee said he accepted the treatment and went home calmly. I will talk to such an employee, give him a chance to make amends, and if there is a violation, he will be dismissed and leave.

In recent years, the phenomenon of disobedience to management of the third type of employees has basically disappeared.

Hope it helps.

One: First find out the crux of the subordinates' uncooperative work:

Subordinates who do not cooperate with the work must have their own thoughts in their hearts, so they must figure out the crux of the non-cooperation work before they can make the next arrangement.

Second: managers should make good use of "grace and power".

Without prestige, it is difficult for managers to exercise managerial powers. In addition to the prestige conferred by the power of the position, there is also the prestige formed by the personal charisma of the leader. When it is time to reward, don't forget to praise and reward your subordinates for their excellence, and strictly point out what you don't do well, so that your subordinates can be balanced.

Therefore, it is best to improve the assessment mechanism, so that the work has a scientific norm and standard, and it is difficult to have an accurate basis for the work of employees due to the lack of incentives and punishments. Consider their psychological characteristics and give them an objective and fair evaluation.

Three: quickly understand the work carried out and communicate with subordinates.

When you are new to a new job, the first thing you need to do is to quickly understand the main content of the work and quickly integrate into the team. As the new manager of the HR department, the landlord must communicate more than the department employees and quickly grasp the affairs of the department, so as not to be arrested. It is recommended that the landlord fully communicate with his superiors and subordinates as soon as possible.

Only by fully understanding the situation of the branch and the main work of the department can we make the best judgment based on the previous work experience and the current situation, and immediately come up with new work ideas and plans. This plan is not only a guideline for future work, but also a direction for communication with leaders. But this cycle should not be too long, one month is the maximum period.

If it takes a month, it is still vague about the company's business structure and the business content of the department, and it will lose the qualification to stay.

Four: Harmony is precious, do not deliberately conflict with subordinates.

If managers want employees to truly obey your management, don't let your subordinates be disgusted with you, so that your subordinates will be isolated. Managers can feel the emotions and attitudes of employees, and if you don't want to be hated by employees, you need to correct your own attitude and don't be easily prejudiced against others. No one will like a person who hates you, so managers need to pay attention to their attitude towards employees, such as respecting each other, talking to each other with a friendly attitude and tone, not easily ignoring each other, and understanding what he says and considers from the "other party's position".

Five: The new official takes office with three fires, and Liwei is very important.

The three fires of a new official must be burned when they take office, especially if they have such strong subordinates, if they do not establish their authority in a short period of time, it will bring great resistance to their work. But how to burn so as not to burn yourself is the key, for this kind of strong subordinates, you can assign them to do some challenging work, so that they feel powerless.

At this time, we should not be in a hurry to criticize, give them guidance and help them complete the work smoothly, so that they can feel that why I am the manager and not you, because my ability is stronger than you, which is also the first step of Liwei. Of course, in your daily work, you also have to be the first to take the lead, care for your subordinates, and be clear about rewards and punishments in order to fully establish your authority.

Summary. 1. Employees who do not obey the management need to be dealt with in accordance with the system process in the process of processing, and the performance can be assessed.

1. Employees who do not obey the management need to be dealt with in accordance with the system process in the process of processing, and the performance can be assessed.

2. It is also necessary to analyze the specific problems of employees who do not obey the management in the process of dealing with them, according to the management system of the Gongheng Return Banquet Division, if it is a serious violation of the silver anti-system, they can be criticized, and the performance of the spine assessment will be deducted. 3. At the same time, you should pay attention to the distance between the criticism and you, and pay attention to the empathy to protect the other party's self-esteem.

Different personalities and different abilities, according to the other party's self-confidence, or inferiority complex is treated in the form of a sub-situation, if you have a special relationship with you, you can criticize in person behind the guidance, if you are relatively unfamiliar with the other party, according to the degree of the other party, according to the lower limit of the lighter square round style of criticism.

Mainly for the purpose of obedience management, grooming, I hope it can help you, you can put forward the reason for the other party's disobedience, I analyze according to the reason.

1. Find the cause. Find out the reasons for disobedience to management according to the performance of employees' disobedience to management;

2. Communicate with the time of destruction. According to the reasons for disobedience to management, take the initiative to communicate with employees and mediate their emotions;

3. Self-reflection. In many cases, employees do not obey management because of intentional and unintentional unfair treatment by leaders;

4. Improve the system. The company should have a reasonable appraisal system and promotion system to eliminate the negative emotions of employees.

5. Transfer and dismissal. Some employees need to be transferred by the leader due to their own reasons, and they can be dismissed if they are serious.

Strive to do a good job in the demeanor of the leader and establish a good prestige: if the employee is wrong first, the criticism should be criticized, the education should be educated, the leader should still have a leadership appearance, and the prestige will be established.

Find time to talk to employees, we must carefully observe and inspect the behavior of subordinates, the process and results of the ruler, if it is still the same, then we need to consider re-looking for a suitable person to replace it, but we must have a good grasp of the evidence, if it reaches a serious violation of the company's rules and regulations, it can not be forgiven, and it will be judged when it is broken.

When encountering this situation, first of all, we should find the reason, and then communicate with the other party in a timely manner, self-reflect on some of their behaviors, and improve the overall system.

If you encounter an employee who does not obey the management, you must give him a severe punishment, which can be fined or taken to a higher level of leadership.

For such employees, they should communicate in a timely manner, explain the situation, explain the rules clearly, and let them realize the importance of things.