What would you do if you were a leader and your subordinates were always at odds with you?

If I am a leader, I will do my own thing, so that I have the capital to order others, can not just say not do, sometimes the subordinates put forward the opinions of the actual production of the situation, and you only see the surface of things, so it is easy to cause subordinates to be dissatisfied, should go to the front line of production, understand the actual production of the relevant things, understand the subordinates in their suitable work, so that it is much easier to lead, nothing to fire squid, not a good leader to do.

Discipline yourself strictly, treat others leniently! Blaming oneself with the heart of others can reduce the chance of making mistakes; Forgiving others with a heart of forgiveness can maintain a good interpersonal relationship!!

As a leader, first of all, you must have a certain amount of bearing, and we can accept his opposition if it is correct. After all, leaders will also make mistakes, and it is better to do them than to know that they are wrong.

Secondly. Find an opportunity to hint at him, I have a squint that you usually don't get along with him like your superiors and subordinates, like friends. That's what he does.

There are also subordinates and leaders who contradict each other.

Usually this is really rare.

It's really not easy to be fired by the leader.

Leaders, but also show integrity to employees, let them treat you.

Convincing, both in terms of leadership and technology.

Do you convince people with virtue?

It's really not okay to communicate with him first, pass.

Summary. Hello dear, happy to answer your questions, this is a psychological phenomenon that can appear in organizations and is known as "rebellious psychology". When employees feel that their opinions or perspectives are not being heard or valued, they may develop feelings of dissatisfaction and rebellion and tend to behave contrary to the expectations of their superiors or the organization.

It can also stem from an employee's emotional connection to their former leader, who may perceive them as more able to understand their needs and therefore more susceptible to the influence of their former leader. To address this problem, leaders can do the following: establish open communication mechanisms that encourage employees to share their perspectives and feedback, while listening carefully and giving due consideration to their suggestions; Establish a fair and transparent system so that employees feel that their work and contributions are recognized and valued; Build team spirit and a positive working atmosphere so that employees feel a sense of belonging and satisfaction.

Hello dear, happy to answer your questions, this is a psychological phenomenon that can appear in organizations and is known as "rebellious psychology". When employees feel that their opinions or perspectives are not being heard or valued, they may develop feelings of dissatisfaction and rebellion and tend to behave contrary to the expectations of their superiors or the hail organization. It can also stem from an employee's emotional connection to their former leader, who may perceive them as more able to understand their needs and therefore more susceptible to the influence of their former leader.

To understand this kind of problem, leaders can use the following methods: establish an open communication mechanism to encourage employees to share their views and feedback, while listening carefully and giving due consideration to their suggestions; Establish a fair and transparent system so that employees feel that their work and contributions are recognized and valued; Build team spirit and a positive working atmosphere so that employees feel a sense of belonging and satisfaction. The above is about your question.

You can tell the teacher about it in detail! Teacher help you analyze it!

For this situation, as a leader, there is no need to worry, especially in this society, if employees do not listen to their own arrangements, they can reflect to the superior leaders, although the relationship between the superior leaders and the employees is better, then these tasks must be arranged.

In a unit, there is often a situation where their employees have a good relationship with their superiors, which may be in every unit, but as a leader, don't be afraid, seek truth from facts, and assign tasks that should be assigned. After all, after the employee arrives at the unit, he does not want to do things with his salary, which is impossible.

I. Arrangements for the Arrangement.

For employees and superior leaders to have a better relationship, if the assigned tasks are not done, do not worry, arrange the tasks that should be arranged first, if the task is the employee needs to do, then assign it to the employee, and the employee does not do it is the employee's business. If there is a problem with the operation of the company because the employee does not do the work on time, then it must be reported by the superior leader. <>

2. Communicate and communicate with employees more.

As a leader, you should communicate with employees and communicate with them, and don't lack the opportunity to communicate with employees because they have a good relationship with their superiors, which is not advisable. As a leader, if you find that an employee is slacking off at work and unwilling to work, then you can communicate with the employee, and if the employee insists on relying on a good relationship with the superior leader and does not do the work, the leader can also continue to reflect to the superior leader. <>

3. You can respond to the leader in charge.

If the employee never works, the assigned task is always unwilling to do, and like to rely on the relationship with the superior leader to threaten themselves, then they don't have to be afraid, after all, they are also a leader, the assigned tasks must also be assigned, if there is indeed such a situation, then they can reflect to the other leaders in charge, and the other leaders directly communicate with the employee, the effect may be better. <>

This is your subordinate employee, you can ask the other party to obey your command, if the other party does not obey, you directly report to your superior and fire him.

This kind of person just has no vision, you can explain the stakes to this employee, smart people will understand. You have to show your majesty as a superior.

I won't give him a task, I will marginalize him, and I won't take him into account when I get a promotion and a raise.

If your boss doesn't understand or agree with your ideas, methods, core concepts, and management decisions, he doesn't know your progress! Then it's too bad: your subordinates will have the opportunity to say bad things to your boss!

Your boss is not familiar with your situation and does not understand it, and will definitely suffer from this kind of incorrect and negative news from your subordinates! Don't feel aggrieved by the occurrence of the above situation! It's a system vulnerability that happened because we didn't do it well!

When your boss has a thorough understanding of you and a thorough grasp of the whole process of your work, your subordinates have not lost the opportunity! Even if this kind of subordinate is ignorant and complains to your boss and chews on the root of the tongue, there will be no misunderstanding of the boss because your boss knows you very well. It is even very possible to help you accuse, educate and persuade such subordinates!

Be sure to cooperate with each other to execute the first point! If you only improve work communication, but lack the shaping of daily public relations with leading cadres and the strengthening of personal contact, and only communicate with your boss on a daily basis, the actual effect can not maximize profits! Give the dummy.

Why is the momentum of his subordinates so rampant? Because there is firewood at the bottom of the kettle, it continues to add fuel to him. If he had the firewood at the bottom of the kettle, he would have to stop the fire immediately.

Therefore, the first thing is to use a provocative tactic to make him unfamiliar with the relationship between him and his boss. What is the boss most afraid of? I'm afraid that my subordinates will talk nonsense outside with a big mouth, or do a thing behind my back in public.

After reporting to the leader, or in the place of private gatherings, it is appropriate to hint at the boss who is behind the negative impact on the leading cadres. It is best to speak with a nose and an eye, so that the leading cadres can firmly believe in it. The leading cadres will be wary of him, and gradually they will become unfamiliar with him.

I have to prepare the second echelon in advance, technical reserves, I personally lead the team, do it quickly, I slowly went to the spot, checked it again, I didn't do it well, and finally I had to take on it, I couldn't joke about it, he was at that level, the general, sometimes I went on it in person, and the level was immediately apparent, and he had no sales market among the masses. Or has a stunt, I don't want him to grasp it, praise him. , Let him go home to rest, take him away, and then do a stunt, a few times later, he also knows his level, what he does and Otomo Nianpeng (technically excellent) is different, to learn, find authority, authority listens to me,.

Subordinates who do not follow the work plan can sometimes make managers at a loss; This side reflects the lack of weight in the words of the manager's high fighters; was subordinated to the empty frame, lacking a sense of superiority; In a sense, it also indicates that the managerial capacity of managers needs to be strengthened. Disobedient subordinates will always be a pain in the hearts of leading cadres, but being able to put this kind of pain higher means that your subordinates only listen to what your superiors say, ignore your existence, and never ask for your work plan; Once you want to accuse him, he will take your superior leader as a black pot, rely on friendly exchanges with your superior leader to restrain you, and make you in a dilemma.

You can choose to reflect the situation with your superiors, and if the leader says that you don't have any opinions, then don't care too much about yourself.

I will communicate well with this employee and make him obey my arrangement, and if he does not obey, I will punish him.

I will directly tell my superiors the specific situation, and let the superiors decide for themselves.

In this case, you should report this matter to the superior, if he is not willing to listen to your arrangement, you can apply to the leader to change him to another group, which can bring you a better working state, and can also let you get rid of this trouble.

I think you should let him know who his immediate leader is, don't indulge his behavior, let him know who he should listen to, and show his prestige.

I will tell my supervisor about the employee's behavior and let the supervisor decide what to do.

No, because such a leader has no face, and he will definitely mess with me behind my back when the time comes. I'd rather try to do it in a pretentious way, and then go to the leader, constantly remind the leader that his instructions are wrong, and let him take the initiative to correct them.

No. Because it will be embarrassing for the leader to propose it on the spot and not conducive to future development, I will not bring it up on the spot. I will report this problem to the leader privately.

No. I should wait until everyone has left, and find a suitable time to explain the situation to the leader.

When the superior knows that the superior is bullying you, understand what you say about the situation.

Hello, dear, if the superior knows about the situation of the superior bullying me, I will express my views and feelings in the following ways:1Direct communication:

I try to stay calm and find an appropriate time to have a private conversation with my superiors, describe to them in detail what happened, and express my dissatisfaction and distress about this bullying. At the same time, I will ask my superiors to give me a fair treatment and a chance to solve the problem. 2.

Provide evidence: In order to support my claim, I will try to collect and organize relevant evidence, such as emails, chat logs, witness testimony, etc., so as to show the real situation to my superiors. This can increase my persuasiveness and make my superiors more aware of the seriousness of the problem.

3.Follow the rules of the organization: I will ensure that the rules and procedures of the organization are followed in the communication process and that no rules or regulations are violated.

This will make it easier for my superiors to accept my appeal and get a reasonable response. 4.Seeking support:

If I feel unable to communicate directly with my superiors or fear possible retaliation, I will seek the support and assistance of other higher-level leaders, human resources departments, or relevant agencies to intervene in the investigation and give impartial judgment and handling. In short, in the face of bullying by my superiors, I will communicate with my superiors with respect in a frank and calm manner, and provide corresponding evidence and support for the hidden failures, in order to solve the problem and protect my own rights and interests. If my answer is helpful to you, please give a thumbs up (in the lower left corner), I look forward to your like, your efforts are very important to me, and your support is also the motivation for my progress.

Finally, I wish you good health and a good mood!

Don't reason with your boss in the workplace, because the leader is always right. I agree with this sentence, after all, in reality, the boss's power is very powerful. If you want to mix in the workplace, you must learn to back down, and on the first day I joined the company, my colleague told me that "the leader is always right", and you must remember this sentence in the workplace.

Don't be naïve enough to think that I have a personality, and if I point out the mistakes of the leader to my face, the leader may still be very sure of me. I can tell you responsibly: this is pure lies, lies!

If you understand this point of view, then when the leader says: Don't you have some ideas of your own? Despite the fact that you once expressed your opinion, it was only the leadership who rejected you!

Then you can also be relieved in your heart, the leader should establish his own prestige, and when the work results are good, the leader will have the face to say: "Look, this is my way of thinking." If there are no achievements, he will say: "I gave you the work task I deployed, don't you think about Qingxiao?" ”

Excuse me, is this really what leadership means?

On the surface, it seems that the leader is not satisfied with the results of your work; In fact, in essence, because you did not report the progress of the work to the leader in time during the implementation process, the leader is not clear about the current status of your work, and does not want to take the initiative to ask you, so no matter how far you have achieved, the leader is dissatisfied with you in his heart!

How to solve this situation without embarrassing yourself or embarrassing the leader?

Identify leaders. If you encounter this situation for the first time, you must be unprepared and at a loss for a while, you can only stand there and listen to the leader's criticism.

After being taught the "language arts" of leadership, you must have a conscious preparation for this "workplace emergency" of leadership.