How to manage subordinates without affecting their motivation to work?

Establishing authority is not the same thing as being strict, and you must ensure that your orders can be carried out to the maximum extent. If this is the case with regard to the distribution of work, it will be necessary to change the way work is awarded. For example, you can assign tasks in the presence of superior leaders, face-to-face assignment can at least ensure the basic attitude of employees, if the work is too simple, the landlord can directly improve the standard of work requirements on the spot, or require his work to exceed the standard, if you do not understand the situation refusal, think about it, explain it to him in concise language, if he still does not understand it means that he has a problem with IQ.

Basic authority is ensured before basic management can be performed.

Chat with subordinates often to understand the situation. Everyone will talk about the truth, if you want to let your subordinates convince you, you have to talk about your truth in a different way, don't say anything high-sounding, not so much, everything is in the interests of the company first, it is better to care more about the situation of your subordinates, often chat with employees, understand the real thoughts of your subordinates, and then you can manage your subordinates in a targeted manner.

It is necessary to formulate a strict system and rely on the system to govern the country. The system is the rules and laws of the unit, and the wise leadership is the governance of the unit, and the governance unit relies on the system, which is the so-called "people do not govern people, and the system governs people". Use the system to manage the unit, and the subordinates will not hold a grudge against the people who deal with him, otherwise if the unit does not have a system, once there is a problem, the full-screen leader will deal with people with one mouth, and people will not be convinced, and it may have a negative impact.

Keep your distance from your subordinates. In order to show that they are approachable or down-to-earth, some leaders like to call their subordinates brothers, and they also like to tell their subordinates some personal privacy things to show their closeness. In this way, the relationship will appear harmonious in a short time, and after a long time, the execution will be hindered and the prestige of the leadership will decline.

Don't make any close friends in the workplace, especially if it is a leadership method.

Leaders must have prestige in order to have the ability to act. To have prestige, leaders need to have the ability, method, image, and credibility. It is difficult for a person who does nothing or does not keep his word to establish his prestige with his subordinates.

Let subordinates compete healthily, let them focus on competition, instead of working together to deal with leaders. The subordinates are fine, you have to find something to do for them, don't let them be idle, what will the subordinates do without competition and nothing to do? Think about dealing with the leader.

It is necessary to sort out the personality charm of the leader and do things so that the subordinates are happy and convinced. You can't reprimand your subordinates without losing face after they do something wrong, and appropriate criticism and encouragement will be appropriate so that your subordinates will manage them well and will not affect your subordinates' enthusiasm for work.

Train more young employees, and don't let the old employees control you. Work has to be competitive for others to be motivated, and if you always count on some people who are not convinced by your opinions, your work will be difficult to do. It is best to focus on the policy of tenderness, move it with benefit, know it with affection, and find opportunities to get closer to the relationship.

For those who are completely dissatisfied, they should create pressure.

Too low qualifications lead to contempt from the other party. You must show your true skills in your work and be admired, otherwise it will be difficult to convince the public, that is, you must be stronger than them in one aspect, so that you can hold down. There are only two ways to buy a person, one is fear and the other is money.

To manage a person is to take care of his interests and at the same time stimulate his sense of responsibility and negotiation. There is a lot of discussion, everything is easy to do.

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.

In such a situation, we must communicate with employees in a timely manner, and then we should also understand the reasons for employees' disobedience to management, and we should talk about them in depth with employees.

They should be fired directly, because it is not conducive to the development of the company, and it will also cause a lot of unnecessary trouble, and it is very rude to tease the people in this state, so I think they should be fired directly.

I don't think this kind of person should stay in the company, this kind of person does not obey the management, and it will lead to disunity among the employees in the later stage, so I should find an opportunity to fire.

You should have a good talk with this subordinate, you should convince people with virtue, and you should also let the subordinate see your professional ability, and let your subordinate help you complete some work when you are usually working, so that this subordinate can get some sense of belonging, so that you can make this subordinate obedient to you.

If you find that employees have this situation at work, then you can often listen to some very pleasant ** for employees, and you can watch some very pleasant TV series or movies for employees. If you have free time, you can also take your employees on a trip. But if some employees are really poorly motivated, then they can be fired, because such employees are very detrimental to the development of the company.

As a leader, I will communicate privately with this employee, and I will also use a certain reward system. And the good things of the employees will also be praised. And I will also go to relieve him of some of the work burden. So that he can improve his strength. Be more active at work.

We should give more encouragement to motivated employees, try to quantify their work content, implement a point system, and give employees some benefits.

It depends on the situation, generally only if you can complete your tasks within the specified time, then I think there is no problem with fishing, staring at the computer in a daze after doing things is ineffective internal friction, and it will also increase the psychological dissatisfaction of employees, it is better to let employees do something they want to do and I don't agree with employees after doing their own work, blindly pushing them to do other work, short-term may be very efficient, long-term everyone is dragging not to complete the current work, because there is a new job after completion, It is also not good for the overall progress of the project.

Good business managers are eclectic, only your pattern is big enough, no matter how big the energy of your subordinates is, you can't shake you, don't say fishing, sleep is no problem.

The above situation is not uncommon, the excellence of subordinates has always played a positive role in the team, which does not require additional consumption of management costs, but for subordinates whose ability and energy are not outstanding, some prohibitions may be required to stimulate the value of labor, then as a manager needs to use the necessary management tools to standardize, so that subordinates can meet the performance standards, solve problems and avoid detours, please pay attention to your management methods.

Employees are not highly motivated, and it is safe to say that it is a management problem. Surely some people will say, isn't it the problem of the employees themselves? It may definitely exist, but as a manager, if there is a problem with the employee's work attitude, can you still tolerate not laying off him, then do you say that it is a management problem?

<> fact, what employees are most worried about is that they will get a dead salary for the rest of their lives, and doing more and doing less are the same salary. Many companies like to do the basic salary + performance salary structure, but I see that the more bizarre performance is to use 20% of the basic salary as the performance salary, that is to say, you can take a basic salary if you do the best, and if you don't do well, you will deduct 20% of the basic salary, and get enough of your basic salary every month is like the emperor's grace of the leader.

With this kind of bizarre performance, it is no wonder that the turnover rate of employees is not high, let alone any work enthusiasm. If you want to improve the enthusiasm of employees, there must be a scientific performance to measure the workload and completion quality of employees, so that employees can do things with confidence, because they know that their work will be rewarded.

Many young administrators think that praise is not necessary, and they are not children in school. This is really a very stupid idea, in addition to the core dimension of a company, in addition to money, there is also a point that is whether they are valuable. In addition to money, another core dimension that employees value a company is whether they are valuable.

I'm sure some people will say that the company invites you back for work, not for you to come back comfortably. People are not machines, there are headaches and brain fevers, there are depressed moods, there are pressures, why more and more companies have begun to do employee care, because they know that employees are the foundation of the company, employees work comfortably in the company, the company is not a loss. On the contrary, if employees work hard every day and go to work like a grave, what kind of results can such work be achieved?

It's basically hard to produce results, and it's thankful that the turnover rate is not high.

The low motivation of employees is not only due to the management of employees or leaders. There are no employees who really don't have Kjeldahl Bridge, only an imperfect system. Employees are not highly motivated, and it is safe to say that it is a management problem.

There are problems with the management of the company. The company's management atmosphere is extremely upward and sunny. Actively cooperate with the company's work arrangements will have salary and benefits to drive the enthusiasm of employees. Wisdom stool.

The enthusiasm of employees is not high, which is mainly due to the company's management problems, and the problems of employees themselves are secondary reasons.

A subordinate may not be motivated at work for a number of reasons, and as a boss, you can try the following methods to solve this problem:

2.Set clear goals and expectations: Be clear about what you expect from your subordinates and let them know how their work and performance will affect the grinder or the team or organization.

3.Provide incentives and rewards: Recognize and reward subordinates for good work performance, which can be verbal praise, awards, or promotions, etc. Motivation can stimulate the motivation and motivation of subordinates.

4.Provide training and development opportunities: If a subordinate lacks the necessary skills or knowledge, provide training and development opportunities to help them develop their abilities and self-confidence.

5.Give support and feedback: Give your subordinates the necessary support and resources to ensure they can do their jobs successfully. At the same time, give them regular feedback pointing out their strengths and areas for improvement.

6.Seek cooperation and involvement: Encourage subordinates to participate in the decision-making process and make them feel that their work is meaningful and important. Work collaboratively with subordinates to solve problems and make them feel like part of a team.

7.Dealing with problems and challenges: If there are problems or challenges in subordinates, help them solve them, and provide necessary support and guidance.

Most importantly, as a boss, you need to maintain a positive attitude and role model, motivate your subordinates, and build a good working relationship with them.

As a boss, I will take the following measures to improve the motivation of my subordinates:1Goal setting:

Set specific work goals for subordinates and work with them to develop clear work plans. Make sure your subordinates understand the importance and goals of their work and have a clear view of their progress. 2.

Provide support and resources: Provide the resources and support that subordinates need, including training, knowledge and skills improvement, necessary tools and equipment, etc. Ensure that subordinates have sufficient conditions and abilities to complete work tasks, and enhance their confidence and motivation.

3.Incentive and reward system: Set up an incentive and reward system to recognize and reward the excellent achievements and good performance of subordinates.

This can be in the form of public commendations, bonuses, and promotion opportunities to stimulate the enthusiasm and motivation of subordinates. 4.Communication & Feedback:

Communicate regularly with subordinates to understand their work and problems, and provide timely feedback. Actively communicate with them, listen to their opinions and suggestions, and provide necessary guidance and support as needed. 5.

Establish a positive work atmosphere: Create a positive work atmosphere that encourages team members to cooperate, support and help each other. Provide an open and respectful work environment that encourages subordinates to express their ideas and opinions, increasing their participation in the work and a sense of belonging.

6.Discover potential and development: Understand the strengths and potentials of subordinates and provide them with development opportunities.

Give your subordinates more responsibilities and challenges so that they feel that their work is valued and important. At the same time, provide them with opportunities for personal and professional development, and encourage and guide them to grow and progress in their work. In short, as a boss, I will actively interact with my subordinates, establish a good leadership relationship, and stimulate their enthusiasm and enthusiasm for work.

Through goal setting, support and reward, communication and feedback, good working atmosphere and personal development, we help subordinates improve their motivation and work effectiveness.