In the face of difficult old employees, how to deal with them?

If you only start with a hard system, such as attendance problems, it will only bring the opposite effect, and you will lose a lot because of a small one. If the performance is fair, just and open, and the benefits are slightly tilted towards the old employees, it can guide the behavior of the old employees to a certain extent. Rewards and punishments should be regulated, and everyone should be equal.

Knowing it with reason, moving it with emotion, and changing from the concept. The effect will not be too great, and it is difficult to change values and habits. Even if there is an effect in the short term, it will still return to its old state after a period of time, or even worsen.

Formulate a qualified reward and punishment system, try to mobilize the enthusiasm of employees, and achieve the principle that merit outweighs fault, which is beneficial to the company or employees.

Keep abreast of their ideas, ask them if they have their own opinions or difficulties, and then make a plan accordingly.

If he came to this company because he had a good relationship with his boss, then leave him alone and let him do it himself.

It's easy to talk about anything when you become friends with him, and there are no difficult or difficult problems, everything is easy to discuss.

Communicate in a timely manner, spread out your own requirements and his opinions to discuss, until a suitable countermeasure is discussed.

You can recruit some very powerful newcomers, so that he has a sense of crisis, and if he does not obey discipline, he will be fired.

If it's because he's very skilled, so he doesn't listen to discipline, you can tell his department manager, ah, come a few times, and be honest.

Carry out career planning on a regular basis, so that old employees are not "old", and regularly transfer and train them.

There's no specific answer to this, it depends on the specific situation.

To manage old employees, you can start from these aspects:

1. Divide and conquer from person to person: for different old employees, one-to-one customized management and use plans and control treatment plans.

2. Bright rise and dark fall, overhead real power: Implement measures for problem old employees to rise and fall openly, and deal with it as appropriate after overhead real power.

3. Motivation will be up, please will be down: on the task that needs old employees, the method of stimulating will be used to be up, please will be down.

4. Cultivate new employees and gradually replace: cultivate new employees, deter old employees, and formulate plans for problem old employees to gradually replace.

5. Strengthen assessment and survival of the fittest: strengthen the assessment of old employees who are not easy to handle, and compete fairly with new employees for survival of the fittest.

6. Institutional constraints and disposal according to regulations: formulate a sound talent echelon plan, formulate a career plan for old employees, and properly place them.

7. Give full play to the residual heat: For the old employees who have made significant contributions and have a positive attitude, continue to entrust them with important responsibilities to exert their residual heat.

Let's share in depth:

Individualized, divide and conquer: for different old employees, one-to-one customized management and use plans and control treatment plans.

Article**1 As the saying goes, there is an old man in the family, and many old employees are witnesses who have followed the enterprise all the way to start a business, and the managers can be described as loving and hating.

What managers love about old employees is:

Old employees are the masters and leaders of the core technology of the enterprise, the benchmark of employees, and the backbone of the team.

Veteran employees are more responsible and reliable in major and critical tasks.

Veteran employees have important corporate resources, even customer resources, and external contacts.

Managers hate old employees so much:

The old employees have mastered the methods and experience of dealing with managers, and they are disguised in the implementation and always deviate from the original intention of the managers.

The exclusion, oppression, and framing of new employees by old employees make it difficult for enterprises to have new technical talents.

The old employees have a certain amount of resources and begin to work for the elderly, and the cost remains high.

Veteran employees hold the core of the technology, control important positions, and threaten the power of management.

Old employees engage in mountains and small teams, encroach on the interests of the enterprise, fill their own pockets, and make the company suffer huge losses for a long time.

The old employees have the temper weaknesses and even secrets of the leaders and bosses, and the managers dare not act rashly.

So in view of such a realistic situation and complex problems, what should managers do?

The solution is to divide and conquer from person to person!

For different old employees, one-to-one customized management and use plans and control treatment plans, leaving good old employees, and gradually having preparation, plan, method, and means to deal with the problem of old employees.

1.Be well informed.

Only by knowing people can we do a good job. Everyone has their own personality and characteristics, and this is especially true of old employees who are not easy to manage, and such old employees generally have distinct personalities. Secondly, the reason why old employees are not easy to manage may have experienced some things and some stories.

In addition, it is necessary to learn more about the family situation of such old employees. In short, before carrying out the work, it is necessary to make sufficient preparations, and on the basis of full understanding, we can have a target.

2.Treat it differently.

After fully understanding, you will find that the employees who are easy to manage are the same, and the employees who are not easy to manage are different. To borrow a phrase from Confucius: teach according to teaching.

To do the work of old employees who are not well managed, it should be combined with reality, different from person to person, and cannot be copied and copied, and the methods are the same. This kind of veteran comrades have their own personality characteristics and actual conditions, and HR should seek truth from facts, classify and screen them, treat them differently, and adopt different methods according to different situations.

3.Touching people with emotion.

What can move people's hearts is nothing more than a love word. Old employees who are not good at management are either too active in the management of the unit, have too much fingering, and are even more disdainful of HR, or they are too neglectful of the management of the unit, have a lot of disdain and indifference, and are even more reluctant to HR. The most direct and effective way to resolve the above crux is to communicate with people with affection and move people with emotion, but this requires HR to spend some time and thought.

4.Focus on encouragement first.

Old employees prefer to listen to good words, and the same is true for old employees who are not good at management, but after listening to good words, some of them are more obvious, some are not obvious, even if they are not obvious, but there will still be fluctuations in their hearts. For the old employees who are not good at management, they should give priority to encouragement, mention their strengths, praise their advantages, and talk about their glory in the past, so that it is easier to shorten the distance and reduce resistance. It is not advisable to deal with them, or to rationalize them, or to restrain them with a cold system, lack of warmth, lack of patience, will only make the situation worse.

When old employees are not easy to manage, as a leader, the following requirements should be achieved.

1. Close and manage.

Any company will have old employees who rely on the old and sell the old, which is a very normal phenomenon, people stay in a place for a long time, it is inevitable that they will rely on the old and sell the old, and even some people often have problems with the manager, singing against the table, singing against the tune, and bargaining. In this case, managers should approach such employees with a proactive mindset and manage them boldly. Don't hold the mentality of "more is better than less" and "can't afford to hide", can't let them do whatever they want, do whatever they want, use the system to restrain such employees, and put an end to them calling out and singing against the big issues.

2. Appropriate distance should be maintained.

Why do many old employees rely on the old and sell the old? Because he has been in the company for a long time, many managers are reluctant to pull down their faces to embarrass him. What should managers do?

Keep a certain distance from such employees and don't get too close to them. Keep your distance, you can maintain your majesty, and you can't get too close to them, so as not to make them feel contemptuous.

3. Criticize when it is time to criticize.

Old employees are more experienced, rules and regulations are more familiar, but he will also make mistakes, when they make mistakes, managers must criticize them with reason, let him be convinced, can not tolerate them, so that you can win their respect, this kind of old employees are actually bullying and afraid of life, bullying soft and afraid of hard, if he does wrong, you also condone him, criticize when there is weakness, that will only fuel their arrogance.

First, figure out what they are thinking, the root cause of all these actions.

Second, the methods of dealing with each situation should be different, focusing on psychology and ignoring theory, and the problem should be solved, and the psychology of employees should not be left with pimples.

3. Emphasize interaction, endgame management is a game of chess, a game, you move and I move, what we want to grow is the thinking ability of managers.

Fourth, when you are a boss, you must learn to communicate with each other, in your employees, do you have your descendants?

Fifth, my experience, seven days a week, I will use four days, every night or noon to eat with an employee, what to talk about, I can't teach you, you have to explore it yourself, communication this growth is irreplaceable by others.

Sixth, group competition, this is called no internal war, the world is unstable, you don't let them work together, they will join forces to deal with you, or what are you doing idle, you were like this at the beginning.

Seventh, the system in the front, in the meeting, the conversation in the back, work hard to avoid problems, everyone makes mistakes best, someone makes mistakes, prepare materials in advance, be sure to convince all the staff to say, not only the person who made the mistake, at the same time arrange your cronies in advance, plead for him, small companies can not fire people casually.

Eighth, the alternative, the alternative of the person, the alternative of the project, this should not be explained by me, you should also think about it if you can't sleep at night.

9. Let them know what they should do and what they should finish every day, don't fill the clockwork at once, take your time, don't give them time to chat, don't let them get tired, step by step.

10. Establish righteousness, there must be rewards every week, good employees are awarded, and everyone must know at all times, there are awards behind, as long as you do it, there is, really give, let everyone look at it, greedy.

Ten. 1. Do less by yourself, your task is to manage people, not employees, your task is to drive, not to put the car at home to squeeze you, you go out every day to run and pull goods.

Ten. Second, step by step, there are many things that I don't understand, but I am a little sure that it is good to communicate with others more.

First, individual conversation, targeted, as a leader if subordinates do not obey the management, first of all, you don't have to be, the contradiction between the leader and subordinates is public, you can find him for individual private conversations can first promote and then suppress praise, and then give a warning, the focus is still to good persuasion as an example, you can say to him like this, Lao Zhang, you are an old employee of the department, and your work ability is also strong, but recently you found that you are not in the state, you have to adjust it well, oh, the department is the survival of the fittest, If you have any difficulties, you can communicate with me directly, but you have to do a good job, you are a smart person I mean you must understand, yes, for people who do not obey management, Bing, first of all, Mrs. Li is the main, such a conversation once. More serious, I believe that most people will be restrained, but if the subordinates are still doing their own thing, then we must take the next step, two public notification, clear punishment, if there are still employees who do not obey the management, then we must take further means.

Communicate more. After all, the old qualifications still have to give face. Otherwise, who will be an old employee. Nothing good. Give it a few more chances.

The reason why the old employee dares to put the old qualification is nothing more than that he masters the key technology or occupies an important position, and the leader leaves him, and the business will not be played. In view of this situation, as a supervisor, although he is dissatisfied with his behavior, he must put up with it for a while. The young Kangxi endured it for 6 years before he was exempt from worship, so there is no need to be in a hurry, show respect first, give him face, don't let him pick on him, and then slowly treat him.

I think in the face of these difficult old employees, you should move with emotion to reason, first of all, you should make these old employees aware of the predicament they are in, if he can not perform himself well, the company will optimize it, will be the first to quit them, in this regard, you should also recognize Li Jue can bring their contribution to the company, in this case, employees will be more loyal to the company, and will regain a positive attitude towards work.

First of all, we must know the weakness of these old employees, and at the same time, we must also formulate a more reasonable reward and punishment system. Then there is the wide slippage when facing him, and he must be confident in telling the facts and reasoning, so that he can clearly know his own problems. Bucket vertical.

Knowing the reason, moving with emotion, we must change the psychology of the old employees from the concept of envy as soon as possible, formulate a standardized reward and punishment, and make everyone equal, and make a career plan, so that the old employees also have the motivation to improve.