When an employee makes a mistake, how can a manager punish the employee to convince him?

They should be allowed to solve the mistakes they have made, to make up for the company's losses, let them know the seriousness of their mistakes, and always warn themselves in the future that they cannot make mistakes again.

As a manager, there should be a scale for punishing employees, so that employees can be convinced, point out their mistakes, and give certain punishments.

Lead by example, let employees be convinced and willing to obey, and do not deliberately hit employees and cause work burden.

After employees make mistakes, how can leaders punish employees to convince everyone?

1.To punish employees, remember not to overturn a boatload of people with one shot, otherwise you will inevitably become the target of public criticism. It is better to have one more friend than one more enemy, not to mention that this enemy is still a subordinate who bows his head every day and does not look up.

If you offend all your subordinates, no matter how high your status and power are, you will definitely not be able to sit still for too long and will be transferred. If a leader wants to control people, he must have majesty. If any subordinate can ride on your head, who will take you seriously in the future.

Treat these people who jump the hardest, and they must be cut down by thunderous means in order to show their means and strength, which is awe-inspiring.

2.Be sure to let the employee know what he has done wrong, and you can make it clear that you have made those mistakes before he will recognize your punishment for him. Managers need to analyze the actual problem in detail, if they think about how to punish and blame employees at the beginning, it is very easy to lose more than they lose, and it is difficult for employees to praise them.

Therefore, the general principle is: within the scope of what is acceptable to employees, first assist employees to find the "cause of error", and correctly guide employees to "think and correct", and then consider "punishment or blame", which is also the logic of properly handling such things.

3.After employees make mistakes, leaders should have a correct attitude, reward those who do well, and punish those who do not do well. Only in this way can all employees be convinced.

Leaders must punish employees according to the standard of mistakes. For example, if an employee neglects his duties and causes financial losses to the company, then the employee will be criticized and made to bear the damage in accordance with the relevant laws and regulations. Careless mistakes are a matter of attitude.

You can't just give verbal education. He'll just think you're making a big fuss. You have to take substantial punitive measures, but you have to be in good measure.

Teaching employees will make them feel grateful to you, make them trust you, recognize you, and they will work harder to complete their work and create greater value.

Fines a little money to be happy**. Because if you make a mistake, you will always be held responsible. If you have to write a review, you have to pay a little fine. To be a leader, you must be gracious and powerful, and if you do well, you will be rewarded, and if you do not do well, you will be punished.

It must be punished in accordance with the rules and regulations, it must be very fair, and there should be no personal feelings, so as to convince others.

It is possible to reduce the employee's salary a little, reduce its benefits and benefits a little, and even fire him/her.

When employees make mistakes, how can leaders deal with them so that employees can be convinced? Will employees admit their mistakes? First of all, employees make mistakes, first of all, as a qualified manager, should do self-criticism, managers are to employees to avoid making mistakes, now is not good management, resulting in employees making mistakes, do not think about their own problems, but want to punish employees, criticize employees, such leaders, from laid-off is not long!

Secondly, as a leader, we must have the ability to evaluate the work, the ability to analyze the problem, according to the characteristics of the work, set up the ways and means to avoid making mistakes in advance, set the principles, the key points of the work, each step, through the text, sound, video, and the staff to establish an agreement in black and white, ** video, for the problems encountered, carry out relevant training, simulate the way to deal with the problem, and repeatedly take the exam, after the evaluation is qualified, the employee can enter the implementation stage.

In the field of management, this is a manifestation of incompetence, employees do not make any mistakes, then there is no need for managers, a mobile office software will be solved, but due to the limited understanding of management and limited work experience, many talents have been lost, resulting in many people not playing their true level, as a leader to be good at cultivating their own employees are not wrong. All in all, when encountering employees making mistakes, the first thing that needs to be reflected is the manager, after saying their responsibilities, do not need you to manage, employees are psychologically measured, know their own things, do not use the manager's mouth, they will take the initiative to take responsibility, plan the next improvement, this is the real art of management, not too advanced rhetoric.

In fact, give me a reason, what's wrong, don't lose your temper at the beginning, this angry employee will be dissatisfied with you. As a leader must have a depressed temper attitude, the fault of the employee can also be said to be their own fault, you say to the employee, I did not give you Ding Ning good at the time, it is also my fault, I will also be careful in the future, what is there for you to explain clearly, sensible employees are persuaded to disagree with the leader, and the employee has a feeling for the leader. Leadership.

There is no barrier between you and your employees. The work will be better in the future.

The leader takes part of the responsibility for the employee, so that the leader can see that the employee is particularly generous, so that the employee can be convinced. Employees will admit their mistakes because they can develop better.

The first is to deal with the mistake, and then to deal with the consequences of what happened and what could happen. Employees will admit their mistakes.

When an employee makes a mistake, the leader tells him directly, how did the mistake come about? What is the result of this error? What is the causal relationship of this error? Then leave employees speechless, ready to make mistakes by the laws of the workplace.

If it is found that subordinates make mistakes, the leader must convince people with reason when criticizing, and cannot be treated simply and rudely, and at the same time criticize to have a certain logic, and at the same time be able to convince employees is the best, do not take some irrelevant things to criticize in an uproar, which is completely to increase employees' disgust with leaders.

As a leader, if you find that an employee has done something wrong, it is best to try to convince people to criticize more kindly, which can increase the friendliness of employees to the leader and be more convinced of the leader.

1. Convince people with reason.

As a leader, you can choose to criticize in a reasonable way, and it is best to be reasonable, and the truth that can be related to the mistakes made by employees can be convincing to employees. In real life, although many leaders criticize employees in some simple and crude ways, these criticism methods can not only make employees understand their mistakes, but also increase employees' disgust with leaders, employees are also adults. What he hopes more is that the leader can be in a reasonable way, and criticism is the best.

Second, criticism should be logical.

Leaders can not criticize illogically when criticizing, which will make employees very nonsensical, some employees like to refute, like to pick some of the fault of the leader's criticism, so that the leader is silent, which is equivalent to picking problems for the leader, as the leader can not criticize in front of the employee There is no reason, there must be logic when criticizing, and the logical order must be clear, not only so that employees can understand the focus of the leader's criticism, but also can remind employees not to make corresponding mistakes in the future. <>

3. Focus on criticism.

When criticizing employees, we must grasp the key points of criticism, can not be criticized indiscriminately, this way will only increase the disgust of employees with leaders, the best way to criticize employees is to focus on criticism, if employees have a lot of wrong problems, then the leader in the criticism to grasp these points, criticism, let employees correct it, there is no need to mention in the process of criticism that employees have done bad things in the past, criticize some irrelevant things, these things are not necessary. <>

Leaders should criticize him on a case-by-case basis, and leaders should not make personal attacks, but should criticize them according to the facts.

You have to say what employees are doing wrong, and what they say must be justified so that they are easily convinced.

I think the best way is to convince people with reason, so that the other person will be convinced.

In the workplace, sometimes it is inevitable that subordinate employees will have problems, and leaders with bad tempers will be angry on the spot, and even say insults to subordinates and criticize harshly. This situation can cause dissatisfaction among employees, lead to rebellion at work, and finally lead to a series of mistakes in the work of the entire department. So at work, if a subordinate really makes a mistake, how should a manager deal with it correctly to solve the problem?

Today, I will talk to you in detail about how to solve the problem in the face of subordinates who make mistakes. <>

First of all, if the leader makes a mistake in the face of his subordinates' work, or even makes mistakes, it is understandable that the leader has emotions at this time, but when criticizing his subordinates, he must grasp the degree, if he does not grasp the degree well, he will turn the criticism into a reprimand, which will often turn the criticism into a personal attack, which will damage the relationship between superiors and subordinates, and the rigid relationship is not conducive to the growth of employees. We need to be more mindful of how we communicate with our employees. Let employees know not to be afraid of making mistakes, and the terrible thing is to make mistakes and not correct them, so that employees can look at mistakes objectively.

Secondly, even if we want to criticize employees, we must control our attitude. You must know that our criticism of employees is not about things or people, and it cannot be said that because the work is not done well, the leader will criticize him wantonly, which will deviate from our original intention. Sometimes it is necessary to analyze the problem from the perspective of employees, so that they can understand why mistakes occur and recognize where the mistakes are generated, so that after thinking about it, they can solve the contradictions well, relieve the pressure of employees, and let them know how to carry out the next work.

Finally, criticism should also show our humanity and grasp the principle of moderation in order to convince employees. It should be combined with the actual situation of the work, so as not to affect the mood of employees. While criticizing, managers should also let employees really see the essence of the problem, so that they can accept opinions with an open mind, and finally be able to devote themselves to their work, so that they can really improve their abilities.

Managers need to rely on the facts, and the punishment should be fair. Point out where the employee made a mistake, and the corresponding actual evidence, then you and I have nothing to say.

First of all, it is necessary to criticize him for the mistakes he has made, and analyze the reasons for his behavior. Let him know that you are really interested in his work.

Managers should be fair and just, and when punishing or criticizing, they should be implemented according to the facts, and do not lose proportion.

Just ask the employee the question, "If you were me and your employee made the same mistake, how would you punish him?" "Let him think about it one day, and let him return or answer the question the next day. If he is still unclear, then he should bring out the company's rules, regulations, rules and principles to persuade him.

I think the first thing you can do is to talk about the union, and then you can go and reward him first, and then criticize him, so that it can make other people's hearts feel better.

The best thing to do is to point out the mistake and then tell him how to correct it, so that the other person will be convinced.

To convince employees, it is more important to give them ways to improve. After criticizing and punishing employees, if you want to convince them, you need to give them ways to improve. In other words, employees must not only recognize their mistakes, but also grow through them.

When an employee chooses to work in a company or under a leader, there are often two factors: money on the one hand, and growth on the other. Many times, growth is more important than money, because growth means making more money in the future.

Therefore, if a leader can give the right way to improve after criticizing the employee, Childe believes that the employee will not be dissatisfied, but will be grateful to the leader, because through this mistake, he has gained growth and experience.

If you must criticize and punish, you must do "the right thing and not the right person", and each manager's personality and mode of getting along with employees are different. Perhaps some managers habitually criticize and punish employees when they make mistakes. If that's the case, they should treat things rather than people.

That is, the basis of criticism lies in the event itself, not in the person itself. Therefore, the criticized employee may feel a little uncomfortable at the time, but after that, he gradually adapts to the leader's style and will not have any dissatisfaction and complaints about the leader.

In other words, criticism and punishment should be based on specific facts. The first and most important requirement of criticism is to clearly point out what is wrong and what needs to be changed. Clearly tell employees what is wrong and what is not doing well.

Evidence-based, so that employees really recognize mistakes, and then know how to improve, so as to improve the quality of work. Criticism is also a form of communication. Communication requires wisdom.

Only by mastering good communication methods can criticism be truly meaningful.

Sometimes criticism can lead to improvement plans that help you grow. When managers are confronted with employees' mistakes, it is useless to criticize or punish them. After all, sometimes employees make mistakes not because they are really willing to make mistakes, but because they are not capable enough.

If there is no plan to help employees improve in the process of criticism, or at least provide a direction for improvement, but only criticize the employee's problems, the employee who is criticized or punished will still not make mistakes next time. However, if there is a plan for improvement to help them grow, this criticism must convince them.