How to do a good job in middle management? How is the middle level managed?

<>1. Be sure to maintain majesty in the workplace, don't joke with your subordinates easily, and in non-working occasions, you must give your subordinates over-standard respect, especially your main backbone, and treat them like brothers, for example, go out to meet customers, socialize, drink, go on business trips, etc. Gather the main backbone and maintain majesty in front of the general staff.

2. Develop the habit of communicating regularly with subordinates, for example, once a month or every quarter, communicate privately with the main backbone, for example, drinking, singing, chatting, and long-term emotional investment, just like regular investment. Because the things you can't solve with money, sometimes you have to rely on feelings, don't feel that feelings don't work, you can't rely on money to motivate everything, sometimes you have to rely on righteousness and feelings.

3. When communicating with general subordinates, you must encourage your subordinates more, but don't reveal your true thoughts, don't complain or instill negative energy to your subordinates, even if you are wronged by your boss, don't complain in front of ordinary employees, because ordinary employees know that your leader does not appreciate you, and he will look down on you.

4. The distribution of interests within your ability must be divided into levels, and use your benefit distribution to guide the work of your subordinates. Because the world is bustling for profit. No one does not attach importance to interests, and the distribution of interests must be disciplined and good at incremental distribution.

Everyone has a little increment, but the backbone should be given a little more, if you deduct the interests of some employees, this part of the people may become sworn enemies, that is, to plant mines.

5. No work assignment can be completely fair, so the assignment of work tasks must be in public. Even if someone doesn't want to do it, he doesn't dare to raise an objection at the meeting, because it will offend you and other employees (if he doesn't do it, someone else will do it). In addition, letting employees know each other's work tasks can have the effect of employees supervising employees, and employees are afraid of other employees making small reports.

6. If you have a subordinate with a background and a hard relationship, you should use it, and in principle, don't offend, because he may use his relationship to rectify you. Usually be serious to him, don't let other employees see that you are afraid of him, and privately win him over and let his relationship be used by you, this is the ability.

7. The person in charge of the department or the main position personnel involved in the personnel right must use your own people. In the unit, you must have your own small team, not necessarily people with strong work ability, but you must be trustworthy. This small team, on the surface, should be loose, do not let others gossip, and when it comes to critical moments, they must play a role, for example, when implementing important reforms and selecting and hiring personnel on a large scale, they must ensure that your intentions are accurately implemented and prevent crooked monks from reciting your good scriptures.

Middle managers play the role of an intermediate bridge. As the concrete executors of decisions, they sometimes clash with their superiors because they do not understand their decisions. What to do?

Today, I would like to share with you four ways to resolve conflicts when I disagree with my superiors. Give advice, be good at giving up, and express opinions in a timely and accurate manner after a conflict between middle managers and superiors. At this time, their superiors will generally explain, and even if they don't, they don't want to argue endlessly.

Because, due to different perspectives and positions, your superiors and you will have different considerations and practices for the same job. If you disagree with the leader, how to resolve the contradiction, even if you have different opinions, do not stubbornly think that you must be right and your superiors must be wrong. Therefore, whether in decision-making or in the process of work, when your opinion cannot be accepted by your superiors, you must know how to give up.

Reasoning and emotion, expressing yourself.

Generally speaking, middle managers need to speak freely in front of their superiors, be sensible, and be emotional. In fact, conflicts between middle managers and superiors are often due to a lack of understanding of each other. We can use the opportunity of conflict resolution to be honest about our true nature, so that not only can your superiors know you better, but you can also gain more trust and support from your superiors.

But it should be noted that expressing ourselves is not shouting, but concise, to the point, fair and honest attitude, clear reasoning, and emotionally unpretentious, so that superiors can truly understand our thoughts.

The difference between achieving goals and obeying superiors is that middle managers are only local leaders and care more about small goals, while superiors' goals focus on the overall situation. Therefore, while we are trying to achieve our goals, we must also proceed from the overall situation and obey the instructions of our superiors. Therefore, in the process of dialogue with your superiors, you should not only explain your considerations, situations, and difficulties in detail, and try to make things develop towards your goals, but also listen patiently to what your superiors say and understand his intentions.

After the solution is decided, you must obey the final decision of the superior and implement it carefully.

Accept the reality and treat the actual work rationally, and the middle manager is the executor. Whether you fully understand and accept the decision of your superiors, in the current situation that cannot be changed, what you have to do is not to argue with your superiors, but to accept the reality, remain rational, and implement the instructions in place. At this time, your performance will make your superiors feel that you are responsible for their work, and they will give you more trust.