Old employees are always irresponsible, how should they be managed?

You can say in a meeting that now that the company is ready to lay off employees, they will have a sense of crisis and thus work well.

As a manager, you can not let the old employees rely on the old and sell the old, so you can recruit some fresh blood according to the current situation of the company, and use internal competition to choose more capable people in important positions.

Quitting him. Recruiting new employees will be more obedient than him, and they will not be much worse in terms of professional skills. He doesn't have an advantage.

No matter what company you join, you will always have a lot of respect for your old colleagues in the early days. It's that respect. New employees are always prone to being bullied by the elderly.

When encountering old colleagues who deliberately bully people, it is difficult for new employees to work in the company. When you encounter this kind of thing, the first thing to understand is that this situation is very common at work. As a new employee of the company, no matter what job you are holding, it is normal to be hostile when you come into contact with the old work process of your old colleagues.

The activity of new employees threatens the stability of the jobs of old colleagues, and the old employees in the company will try to avoid this kind of thing. If new employees want to protect themselves well in the company, they must master the coping skills as early as possible to avoid continuing to suffer unnecessary losses. Jia Han, a new colleague at the company, is a recent college graduate.

Although he has no work experience, Jahan is very serious about his work, and he always humbly asks his old colleagues for advice when he encounters work, and the old colleagues feel that he is a polite young man, and everyone also takes the initiative to help solve the difficulties they face, and the performance of his colleagues makes him feel at home.

Desperately expressing himself in the company, in just a few months, Chengcheng became the best person on the team. This means that the leaders decided to implement the final purge system and replace all the old people who do not work hard. Performance is a serious threat to the stability of old colleagues.

We didn't expect everyone to target Zihan without commitment. What one can't do, no one can help. In the end, young friends who work hard in the unit should know that no matter how good the relationship between colleagues is, they should not treat the company as a family.

Especially for friends who have just joined the company, the old colleagues around them have no responsibility and obligation to take care of themselves, and even when there are conflicts and contradictions between the two sides, they will be excluded by the old colleagues. New employees who have just joined the company can't accept being bullied by their old colleagues anyway. After all, it's not to get angry when you're looking for a job.

Many times, when a newcomer is bullied, he or she will turn a blind eye or pretend not to know. The leader makes this kind of performance, not because the pattern is small, but because it tests the ability of newcomers to cope.

When encountering such old employees, new employees should not tolerate it, new employees should be familiar with their job responsibilities and scope of work, and should refuse other additional work, if the old employees are too much, they can reflect to the leader.

If you are a leader, be sure to talk to the old employees and tell the old employees that they should not bully the new employees.

Personally, I feel that when encountering such a thing, we must talk to the old employees, so that the old employees should drive the new employees more in their work, and there can be no such behavior.

You can go to your boss and report your situation and ask your boss to help coordinate it. Try to minimize the contact between the two of you at work.

You should say no at the first time, you can say that it is inconvenient or different from the field you designed, and if it has been for a long time, you should give feedback to your leader.

Silently improve your abilities.

In the face of the difficulties of old employees, they can only endure this unfairness first, and then strive to improve their abilities and obtain the recognition of leaders.

Personally, I think that as a leader, we must deal with it, after all, I think that if we don't deal with it, this phenomenon of relying on the old and selling the old will become more and more serious.

If the employee relies on the old and sells the old, and violates the company's regulations, he will be fired directly, and if he really can't be opened, then find a superior leader to control and restrain him.

As a leader, you should have an interview with such an employee, saying that the company will not condone this kind of behavior, and hope that there will be no next time.

When new employees first enter the workplace, they often encounter colleagues who rely on and sell elderly people. I have been in the company for a long time, I have a long work experience, I have opened an old qualification, and I look down on others. It is their habit to bully newcomers.

When the newcomers come in, they arrange a lot of their own chores for the newcomers. Have you ever met someone like this at work? They may have entered the company earlier than you and have a deeper experience and experience in the company than you.

A colleague of mine had such a problem, and at a meeting, she had a disagreement with an old staff member. The old staff members were not willing to discuss things at all, but spoke forcefully from their own standpoint. Exit said:

Are you questioning my opinion? In fact, the situation she encountered was a common phenomenon experienced by most office workers. This phenomenon is also known as "relying on the old and selling the old".

It is normal for the old employees of the company to rely on the old and sell the old, believe in their own experience and resume, be higher than others, look down on others, and want to oppress others. Some staff members may be tempted to leave in one breath. If you choose patience and patience, you will become a "repeat offender" and be oppressed for a long time.

The participation and competition of new employees unconsciously bring pressure and crisis awareness to the elderly. What the new employee may think is the capital to compete with the existing employee. No experience, no ability!

Conversely, because the new hires are not competent and experienced, leaders are more tolerant of new hires. But the old employees are different. Old employees make mistakes, and leaders are more annoyed and angry.

Experienced people are more likely to want experienced people to achieve results than inexperienced people.

I think any old employee likes to rely on the old and sell the old, as a newcomer, I think you should also respect them, after all, you have been in the company for a long time, you need to be very respected, I think you should also not reprimand them.

In this case, the newcomer should first know the scope of his job responsibilities, and if the old employee relies on the old to sell the old, the newcomer should not tolerate it, and take action when it is time to act.

Newcomers only need to listen to suggestions, encounter a lot of things, don't worry about old employees, and pay attention to some of their behaviors in the workplace.

Don't deal with him at this time, because the old employee's approach is very excessive, and if you deal with the other party, it will only make him worse.

Personally, I feel that as a new employee, I should actively learn from the old employees, and I should also improve my work efficiency and improve my work ability.

Old employees always like to rely on the old and sell the old, how to deal with trust? In the old employees rely on the old to sell the old, that is a consistent measurement of them, although the old employees like to rely on the old to sell the old, but this is their capital. So as a newcomer, how should you deal with it?

That's to learn more and watch more, after all, you're a newcomer. Therefore, it is important to know that you are in the right position.

In this case, there is no need to refute him, just do your job well, so that the boss can see your work attitude and work ability is the most important thing.

If the old employees always like to rely on the old and sell the old, of course, the new people can only respect the old employees, and the new people should not accuse the old employees of being wrong.

Maintain due respect and don't be overly pushy. It should be respectful emotionally and considerate at work, but it should not be left to chance.

Learn to guide him so that he can have the right understanding. If in the end he knows his mistakes and can correct them, then he can, if he is not good, he can change his position.

In this case, in fact, it should be carried out by the company's system, so that he can develop good habits.

Tell the employee that this is not right, and punish him if he does it again the next time.

Based on objective facts, carefully guide him to see his cognitive level. After several times of dissecting cultural education, he can admit his mistakes and correct them, and that is the best. Otherwise, simply change his position, make him start his own business, and see what day he talks to himself, it is his own business to not get or get less incentives, and it can only be like this, and he can't make a big mistake and endanger other friends.

The old employees are disrespectful to the old, not against me, but against the workplace. Directly opposite it was not one person standing, but the entire workplace. I have established an evaluation system, and with the approval of the head office, it is a workplace system.

The implementation of the system starts with me. I issue index values, fair and just, and compare the rewards and punishments of the system, which is reasonable.

If you are disrespectful to the old, unconvinced by the guidance, do not do your work, and can't complete your daily tasks, you should accept the punishment of the system, which is also a bitter wine brewed by yourself, and you can only drink it yourself. Otherwise, if you drink bitter wine, then you will learn to let go of the old disrespectful style, be an ordinary member, and work hard. Figuring out the elements of non-cooperation is aimed at you, or for the company, or for the temperament elements, and the symptomatic solution is the right one.

Communicate and fight in private, and explain the relationship between cooperation and non-cooperation, and be a teacher of benevolence and righteousness. The concern should be concerned, and it should be strictly managed according to the regulations, and if you do not obey the system, including the commuting time system, you will be solved without discrimination.

There are no men and women in the company, there are no men and women, only employees, this sentence is a leading cadre once said, it seems a bit ruthless, but it must be a big truth. If you repeatedly disobey the arrangement, you will not be able to arrange work again, and if you do not work again, you will do anything for a period of time, which is called cold violence. If it's a company in the system, I think you can assign less work to this old employee, you need to be generous with it, because although the salary is not paid by you, he still has your permission to go on vacation.

Generally, this kind of old oilman in private enterprises is usually all old employees who have been doing for many years and have not developed, you need to see his former dedication, and it is best to also touch their environment and facts, this kind of person is not easy to annoy, but also staring at God and not ignoring him.

Sometimes he doesn't obey, you can ignore him first, he always has the opportunity to ask you to agree, for example, to take a day or two off, at this time you can talk to him well, for how to talk, it depends on your EQ IQ. Many managers should deal with old employees, can not be fair and honest, can not be ruthless, causing old employees to feel that disrespect for the old is a reasonable form of bargaining, so continue to inch in, test the moral bottom line of managers. Other employees will not only follow suit, but will continue to use it as a basis for avoiding punishment or suspicion of supervision, resulting in more and more passive management methods.

In the final analysis, it is all due to the fact that managers cannot guarantee that they are not discriminatory and strict.

Outright dismissal. People like this don't have much value and pretend all day long, just get expelled.

You can tell him bluntly that if he doesn't want to do it, then there will be a lot of young people coming up, and there is no need to wronged himself.

I think this is the time when you should establish your own majesty, go to work well, leave him alone, and punish him if he makes a mistake.