If the employee does not do what is required, how can the manager correct and deal with it

If he doesn't do what he is asked to do, he wants to get things done, because there are drawbacks to the manager's requirements. Then please recognize this correctly, and at the same time accept it generously and communicate with it. He is an employee with the potential to be a manager.

If it's not because you want to get things done better, but because you're in charge of yourself. So what to do there doesn't have to be taught.

<> "Want to do a good job in management? Please restrain your desire to correct, people who can't be managers always want to correct employees.

1. The impact of excessive correction on the team.

1.Squeeze the space for team growth and innovation, and employees will be very happy to work together with the company and grow together, and their combat effectiveness will be very strong.

2.Increase internal friction, reduce efficiency, over-correct details, focus on tools, ignore purpose, value form, ignore content.

3.The management action is deformed, the result cannot be obtained, the process is chased in order to get the result, and the impatient Li is to focus on the mistakes of employees and over-correct them, improve their skills for employees, and create space and conditions instead of frequent feedback errors.

2. How to overcome the desire to correct.

1. Keep an open mind and love to correct others, essentially because you are not open enough to see different ideas and methods are not tolerant enough.

2.The essence of chasing the process is to get the results, get the results through the coaching team, and understand that finding problems is to solve problems, not to tell employees that he is wrong, and you are right.

3.Understand that employees care about Shichang, and understand that employees will only work hard for themselves and care about their own interests.

4.Everyone doesn't like to be educated, but they like to be understood and supported.

This statement is not necessarily accurate.

As a manager, correcting employees is also one of your job responsibilities.

If an employee makes a mistake or makes a mistake, the manager needs to correct it in time and give guidance to avoid the problem from expanding or recurring.

However, if managers frequently correct employees or do not properly guide employees, it can hurt employee morale or cause employees to react emotionally.

Because of this, a good manager should be able to correctly balance correcting and guiding employees, and constantly improve their management ability in their work.

(1) Deal with it according to the Western method:

1.Feedback, in general, can solve 80% of management problems - tell him that he is incompetent, the gap is in, what the consequences are, what should be known and should be able to be achieved, and what do you want him to do?

The question is, are you clear - you need detailed job descriptions, SOPs i.e. work instructions, cases of errors, etc., which are often lacking in cadres).

2.Tell about the penalties you may receive and the benefits you will get if you do well.

The question is: you may not have a basis for this, because the company's system is not perfect or detailed enough, or have the cadres themselves studied the reward and punishment regulations well? Whether the reward and punishment regulations are as detailed as many Fortune 500 companies?).

3.Resolutely enforce rewards and punishments.

The problem is: the boss's relatives are old, or the company does not have such management habits. If it is not your direct subordinate, you can sing a double reed with your direct subordinate - you punish your direct subordinate, so that the person concerned is embarrassed and unbearable).

2) According to the Chinese's handling methods.

1.Please have a big meal, team building, and then make a request for everyone's understanding and cooperation.

2.Talk about the heart, know it with reason, move it with emotion.

3.Twist and turn and find the relevant personnel to help.

4.Trouble, trouble, bear with me.

Hong Xuemin quoted Li Deying's reply on the 1st floor As a manager, for incompetent employees, do a good job of education and communication, express your views, and make special explanations. Start with an honest conversation. To lighten the mood, start by talking about the employee's past contributions to the company before moving on to your perspective on their current job.

It is important to back up your point with concrete facts. But be careful not to go to extremes and over-the-top the problem. At the same time, let employees express their ideas.

When you've made your point clear, ask the employee to share his own opinion. Maybe he'll agree with you, give some explanation or something like that. But you also have to be prepared to face some resistance.

People are often reluctant to accept criticism, and some even rebel. However, it also makes everyone open and honest. Employees disagree with your comments and can give their own explanations.

There may also be problems with understanding and communicating the objectives on both sides. When both you and the employee have expressed their opinions, you need to focus on the gap between your expectations and the current state of that employee's performance. Quantify this gap as much as possible so that you can develop a plan to close it.

Very good, very comprehensive and useful.

Two words "drive".

Take the lead, and lead the way to lead people.

Many managers are reluctant to do this, which means that this person is messing around, and how can the employees below work actively and seriously?

If you want to achieve more, you have to put down your body and stop thinking all day that I'm a manager, they're employees. You should mingle with all the members of your team, be a leader, take the lead, and you will be able to gallop!

In addition, in life, we should care for employees, not to work on face, but to think about them from the bottom of our hearts and become their mentors and friends! In this way you have the charisma to lead them, and they will inevitably support you and follow you. Coupled with their own drive, the work is smooth and enjoyable, and the efficiency is high!

First of all, you must live out first, be an example yourself, be serious and rigorous, be kind and honest, do things everywhere not to people, be flexible and not rigid, don't be so rigid in your work, and care for your employees while doing a good job.

Personally, I think that the first thing to do is to encourage employees to work together and fight for the interests of the company and themselves during the morning meeting, and then talk to those who are incompetent, show them their bad performance, ask them what they think, and then talk about what they need to improve and work on. Hope to give you a little reference.

You can test what type of personality he is, each personality has advantages and disadvantages, and the management methods are also different, you can take a look at "Enneagram".

I think this problem starts from two aspects, the first aspect is the manager, whether the state of the employee's work is a problem in management, such as feeling that you are dealing with unfair problems in some problems, whether there is a problem with management methods, etc., in fact, sometimes it is really our own problem that is bigger, if it is our own problem must be adjusted. On the other hand, the employee itself, is the person's own ability or attitude or other own problems brought about, if the attitude or ability is not serious or not serious, there is really no need to stay in your team, find a way to transfer him, if it is other reasons, it is best to find the problem, give him a period of adjustment, in order to see the after-effect. Also, pay attention to the negative impact of such a person on your team, if it is me, I will definitely transfer him, go to another department or team to harm, anyway, in the end, the "bad guy" who fires him will definitely not be me.

Knock on the side, and give both grace and power.

An employee is incompetent and not serious, these are two concepts.

1. Employees are incompetent. It means that the professional skills of the employee are not up to standard, and the employee may perform well in other aspects, so it is necessary for us to participate in the training of relevant skills, or require him to read relevant books to improve his ability as soon as possible;

2. Employees are not serious. This shows that there is a problem with the employee's work attitude and a poor sense of responsibility. Such employees are often influenced by some reason and do not want to work.

At this time, it is necessary to take the initiative to understand the reasons why the employee is not serious, and it is necessary to interview the employee to understand the situation. If it is an employee's personal factors, it is necessary to ask for it, and if it needs help, the company will provide assistance as much as possible. However, it is also possible that there are loopholes in the company's system and process, so that employees take advantage of loopholes, and at this time, it is necessary to improve the company's system and process in a timely manner and strengthen the constraints on employees.

As an enterprise manager, if you want to look at employees correctly, you must not look at the work behavior of employees with colored glasses, and you must admit the following objective facts: as long as people are normal and have a sense of honor and disgrace, they all have self-esteem; As long as people have a certain degree of dedication and enterprising, they want to do a good job.

In real life, it should be said that any person with a normal mind and behavior, in the process of work, cannot have a subjective consciousness that likes to make mistakes. After all, after making a mistake, you may be criticized by your boss, you may be pointed at behind your back, and you may even bear the corresponding economic and legal responsibilities.

In fact, after employees make mistakes, they must be nervous. At this time, managers need to take the nature of the mistakes made by the employees and the severity of the losses caused, if it is a mistake of a general nature or a mistake in the training process, the manager should take comfort rather than blame, after all, blame is useless.

Of course, if the mistakes made by employees at work cause serious consequences and heavy losses, they must be investigated for corresponding economic and legal responsibilities; Or the mistakes made by employees in their work belong to the same mistakes made repeatedly, which may not only be a matter of ability, but also manifested in attitude, then they must be seriously criticized and even punished accordingly.

For the general mistakes made by employees, when the manager adopts a comforting and enlightening way, the employee will be freed from deep self-blame, and in the future work into infinite strength, may become your right-hand man.

In addition to communicating more with employees, you can also understand these employees through their superiors or colleagues around them, and then "prescribe the right medicine" to ensure that "the medicine is eliminated". For example, the old employee who does not cooperate with the work, on the one hand, can communicate with him in the name of asking for advice on the work, and on the other hand, he can use the presence of his boss to propose that the work cooperation is not easy to refuse, and then thank him for his support, and then he is not afraid that he will not cooperate with the work. New employees with post-90s personality should be educated in a more relaxed and relaxed way, and they should understand that their personality should be publicized while also abiding by the rules of the workplace; Employees who are overstressed and passive and slack off can communicate with their superiors, and if it is a problem of ability, the boss will arrange personnel to give them professional guidance, and they can also temporarily reduce the assessment standards in the short term according to the goal, and can also appropriately arrange some activities to encourage employees to learn to release pressure; Even if it can't be solved, the care and consideration of employees will improve employees' loyalty to the company and help employees get out of their emotions as soon as possible.

Occasionally, there are individual "problem" employees in the company, or it may be a mistake in the company's management, we usually have to communicate more to understand the situation of employees, and eliminate the problem at the source in a timely manner, in order to better manage employees.

First of all, if you want to manage employees who do not obey management, you need to reflect on whether you have failed to do some aspects as a manager, and empathy is a valuable quality. Fuhui Shun new business wisdom believes that managers want employees to willingly obey the management, may wish to study from their own ability, personal quality, professional ability level, personal quality, leadership ability, moral quality and other aspects, what is the lack of management, so employees do not obey the management. Only with this sense of reflection will employees feel that you are a reliable leader, and will respect and obey you.

At the same time, managers should lead by example and require their subordinates to do it first, otherwise it will stimulate the rebellious psychology of employees, and they will naturally not willingly obey the management.

The second is to establish a common goal, only each member has the same goal, in order to form a cohesive force, otherwise the team is loose, employees will feel that there is no future for development, and after a long time, it will become more and more scattered, not to mention abide by the company's rules and regulations. Enterprises should formulate clear and unambiguous rules and systems to avoid employees' behaviors without goals and without direction. The establishment of the incentive system will stimulate more positive behaviors of employees, thereby bringing greater benefits to the enterprise.

In addition, the management must make it clear that these systems are strictly implemented and consistent.

Handled in accordance with the company's rules and regulations.

Whether the contract has been signed, how the contract stipulates, and disobedience to management should be dismissed according to reason.