How to clean up disobedient employees, how to clean up disobedient employees?

Employees are not your enemies, especially in this kind of society, Hefei cracked down on black last year and saw slogans everywhere, besides, labor contracts are also more biased towards the disadvantaged labor group.

Unless your company's treatment is particularly good, it will be difficult to mutiny, but if there are employees who are disobedient, it is estimated that your company's treatment will not be too good.

My experience, compare my heart to my heart, talk to the employees well, tell them the company's difficulties or something, if the treatment is indeed lower than the industry average, it should also rise a little, if they are not satisfied, just open it.

If managing employees is a science, you have to standardize the management of employees' work behavior, and you can not discourage employees in the work, so you should scientifically formulate management rules, and the employee's code of conduct and performance bonuses linked, but you don't often implement the punishment system of deducting money, you can implement more reward system, disobedient employees will not be rewarded.

When someone comes to give you a job, you have to clean up someone else, and I think you are saying that you can kill someone else by paying him a salary. Why should others listen to you? What others do is just for the salary you give, and others do as much work as you pay.

You think everyone else is stupid.

Type A scheme: rigidity and flexibility. You can also go on with red and white faces to stun them.

Type B plan: Tell the leader and let the leader delegate authority to suppress employees. Category C scheme:

The stupid bird flies first, let yourself play a pioneering and exemplary role, and inspire them with practical actions.

Deduct wages, make trouble, deduct again, and if you can't do it, get out.

Expulsion, what are you doing cleaning up, I owe you money?

1. Find out the root cause of employee disobedience.

People do not have love for no reason, there is no hate for no reason, employees do not listen to your command must have a point or knot, we must first find out what this point is, so as to prescribe the right medicine. Grasp the temperament and preferences of the other party, so as to receive twice the management effect with half the effort.

2. Excellent leaders know how to draw cakes for employees and give employees visions.

What is the effect of telling employees to do this? What do employees get for themselves? It is also an incentive to paint a picture of great prospects and give employees confidence.

3. Let employees be clear about the specific goals they are pursuing.

Leaders should have clear goals for employees, have overall goals and phased goals, and constantly give clear feedback to employees, so that employees know what kind of rewards they will get if they do their work. In this way, the work can be rushed, and the employees are willing to work hard.

4. Make it possible for employees to achieve the set goals.

Leaders should set goals for employees to be scientific and reasonable, and as long as employees are willing to work hard, they are likely to achieve them. If the goal is too high, employees think that it is impossible to achieve it, and it is better not to do unnecessary things. If the goal is too low, the employee is not stressed and feels that the task is too easy to motivate.

5. Let employees know what they should do.

Leaders should not only set goals for employees, but also coach employees on how to achieve them. Through successful case analysis, guide employees to work towards the set goals and create better performance.

6. Rely on strict system management to restrain the behavior of employees.

Disobedient employees rely on strict system management, reward and punish them accordingly, and kill chickens and monkeys.

7. Transfer positions.

Disobedient employees should be directly asked to get off work or transferred to a different position, using their strengths.

This is the interpersonal relationship between the leader and the employee, can only start from this aspect, his ability is no problem, you also recognize, if you still want to retain such a person, it depends on why you don't listen to you, in the focus of the treatment.

1. Proud employeesThis kind of employee feels that he works well, is stronger than the leadership, does not put anyone in his eyes, has enough IQ, has a super low emotional intelligence, and the relationship with employees in the company is not very good, and the leader is not used to it at all.

2. Poor leadership skills, this employee does not listen to your words, or does not listen to all the leaders, you reflect on yourself, is there a problem, arrogant, or feel that you are a leader, employees should listen to you for everything, give more work, wages do not rise, a day of everything, everything you see in your eyes, put in your mouth, if it is your problem, don't blame other employees, quickly self-reflection, correct.

3. Analyze the companyLet's take a look at what your company is like, what is the salary level in the whole industry, just like doing a shopping mall, what is Wanda's front desk salary? What is the front desk salary of Vientiane City, and have you compared it as a leader? Are the benefits you give to your employees in place?

Are there any benefits for units that usually celebrate the New Year and holidays? All of this should be taken into account, and after the dismissal of this employee, can you still recruit someone for his salary?

Therefore, don't always look for reasons in employees, but also look at yourself, look at your salary, open less, do more, disobedient is right, obedient is the problem.