If you are a leader, how do you do it to your subordinates

Strict requirements at work, relaxation at other times.

In the workplace, as a leader, the subordinates you may encounter are the subordinates who do not listen to the work arrangement, and at the same time, they do not take the leader seriously, so how will the subordinates deal with it in this situation? <>

First of all, maybe you can think about it, as a leader, why your subordinates don't want to listen to your work arrangement? Why is he not so obedient to you, you may have to start with your own problems, maybe because you have given him too much work arrangement, causing this employee to have a rebellious mentality, he thinks that your work arrangement is very unreasonable. At the same time, I think you have some personal problems with management and leadership skills in this area.

Therefore, he may disobey the work management, so the most fundamental factor at this time is to solve your own problems first, first find out whether you are arranging the work of this employee is very unreasonable, whether it is because you arrange too much work for him, and at the same time the arranged time is not reasonable, so he will not obey? If this is the case, then you can reconsider his work arrangement, so that when there is a more reasonable work arrangement, the employee will naturally listen to you and obey the arrangement. <>

Secondly, if you find that your work arrangement is more reasonable, and at the same time, other employees in the company are more respectful and obedient to you, and your work ability is more recognized, that is, the problem is not actually in you at all, but in his body, then in this case you can directly use the right to suppress him, that is, to knock him sideways. <>

At the same time, you can communicate with him to ask him why he is doing this. If an employee can't even do the work arrangement assigned by the leader, then is there a desire to continue working in the post, remind him that if he still disobeys the work arrangement, maybe he can consider the idea of letting him resign and then promote someone again.

Well. Directly hand over the other party to your own office, communicate with the other party will also chat, and will also tell the other party some unreasonable places, tell the other party how to correct.

In this case, I will fire him, because it will be very difficult to deal with a disobedient employee, and he will often get angry, which is not necessary.

In such a situation, he will be punished to a certain extent, so that he can remember for a long time and be able to obey his own arrangement.

It is the primary task of managers to find out the reasons from the managers themselves, find out the needs of each employee, and carry out symptomatic treatment. Since people's needs are diverse and multi-level, everyone's needs are different, and then give appropriate incentives after finding loopholes, so as to stimulate employees' enthusiasm for work. Communication education, there is no perfect person in the world.

You should give everyone a chance. Here it is necessary to pay attention to the method of communication. From this case, it can be seen that this person is obviously hostile to the department manager, and direct communication is not necessarily very effective.

For example, by understanding and communicating with colleagues who are familiar with the employee, you can indirectly understand the real situation and real thoughts of the employee, and you should understand that the order you issue in a formal way is your own order. It is not your management that the other party does not obey, but their own. If the other party does not take responsibility for itself, it is the responsibility of human resources - who has the personnel authority and who is responsible for the attitude of this person.

All the consequences of this person's attitude should be borne by the person who has personnel powers.

Otherwise, will the person in charge of personnel eat this dry rice for nothing? Do I only need to fill in the job of social security** to advertise the job? No matter what background the other person has, it's not you who is at fault, it's the boss.

All of this is premised on your compliance record in black and white. If you don't record it, the diagram is simply verbally stated. These non-cooperative, non-cooperative, disobedient are just your own private feelings and sensations that do not exist for the company.

You have to take responsibility for the results, so you have to clarify the relationship, especially in the enterprise, if the leader next door feels that his time is precious and does not spare time to communicate with the employees and understand the progress of the work, he will spend a lot of communication costs in the future, pay a big price. It is you who have to pick up the sesame seeds and throw the watermelon so as not to lose. Listening to the ideas of subordinates, understanding the minds of subordinates, what reasons subordinates are doing this, prescribing the right medicine, and accurately solving and eliminating the hidden dangers of the problem are the key technologies of manager management.

Such a subordinate will be a headache, you as his leader you have to show official authority, you can choose to give him a certain punishment, let him realize that you are his leader.

I may directly scold my subordinates, or choose to fire my subordinates, and I will not let such people continue to stay in my department.

I would fire him outright because the company doesn't need such an employee and he would destroy my team.

As a subordinate, I prefer open-minded, generous, responsible, and responsible leaders. As a subordinate, to be honest, we all follow the leader, and I am doing things according to the instructions of the leader, and the leader is the leader of macroeconomic control, we will always obey, and we are afraid of taking responsibility. Clusters of acres are late.

If I were a leader, I would be very fond of subordinates who are obedient and work hard seriously. Because obedient and hard-working subordinates will bring great help to the leader, and at the same time, it can also reduce the pressure and burden on the leader.

I still prefer subordinates who are obedient and have strong work ability to help me relieve my work pressure.

I would like subordinates with a very low-key personality, a particularly strong work ability, a very thoughtful way to do things, and a special ability to learn.

What kind of colleagues you like to work with in the workplace should first be honest and clear about whether or not you have a standard of judgment. This is the most basic moral quality, an upright person, with its own halo. Respected in the community, because with this respect most people are willing to associate with him and hope that he will be able to administer justice at some point.

And those good old people who only promise and have no position seem to offend people on the surface, but in fact they are not popular.

In addition, it is also very professional and very popular, and has a high level of business. These masters have shown a talent like no other. Colleagues respect him very much, and it will also translate into liking colleagues.

Learn from him, ask him for advice. Or his business skills create a job dependence.

Also, most of the colleagues who like to be humorous. This type of work can bring joy and humor to the group at the same time. Humor, in fact, is also a kind of ability, which mainly depends on the activity and support of people's thinking, an action can bring a kind of laughter when everyone is tired, and a word can resolve the conflict between colleagues.

Humorous people have a charismatic personality and are also very easy to get close to.