What should I do if I have a problem managing my subordinates?

In fact, this kind of thing is the most common, first of all, you must use practical actions to convince everyone, your employees, including your partner. But that's hard to do. If you want to develop in China, you must learn to do a good job in interpersonal relationships, your network is wider, and naturally your money will come, no matter what you do, you must have confidence, so that you will not be unable to do it.

Don't listen to the bad messages he sends out to you, but learn to absorb the good things from him. Don't be a wall-to-wall grass that falls with the wind. Good luck!

Another thing to watch out for is that your partner is not borrowing your money to develop his business, you are just his move, and you need to find out what this is about. ok!Good luck!

Don't pay attention to his words just yet, it will only work against you.

Don't try to build prestige now, because your prestige is based on your abilities.

To prove yourself with your abilities, but also to strengthen the relationship with other subordinates, customer relationships, leadership relationships, and partner relationships.

Do you know the story of lying on the side? It's a bit serious, but it's barely described. Wait until you have enough capital to build your prestige.

I recommend a book "Effective Communication Skills for Managers" by Yu Shiwei, one of the few world-class management masters in China.

I can find it. You need to register a number, but compared with managing a business, it is not a hassle.

It's not easy to do, because you're a newbie.

If it's not good, it's good to pay some tuition.

First of all, we must have a position as a business manager that cannot be easily shaken. Secondly, act according to the rules, first of all, from the operator, and convey the correct values to the employees through actions. Thirdly, we must believe in the practitioners, give them the tasks, and do not easily and frequently correct and blame them.

Finally, for rewards and punishments, it is necessary to have an objective basis and an objective scale to implement, and remember that rewarding and punishing one practitioner is a message to other practitioners with similar conditions.

Be tolerant of other people's practices and sayings, and believe in others' truths. Communicate more, blame less, guide employees with action, prove your strength, prove that you put the interests of the company first, you can't ask employees to convince you, your work ability and results are the conditions for employees to admire you, that is, how much your emotional intelligence and IQ, how much employees are convinced of you. Reading some management books can be helpful, but it's up to you.

The so-called convincing people with virtue can't be forced, otherwise you can only say that you are not this material, sorry, tell the truth.

You are an investor, but from the perspective of operation and management, whether you are clear about your position in the company, if not, you should have a meeting with each investor to clarify. When your position in the enterprise is clear, your responsibilities and powers are also clear, whether the subordinate is fulfilling his own responsibilities, whether there is a problem beyond his own responsibilities, if so, you just raise it to deal with it.

It is not difficult to build prestige1 First of all, you have to lead by example, and you have no problems yourself, so that you can ask other people's questions. 2. The rewards and punishments are clear, you can only do others if you don't form a party, so that others don't let others form a party. But frankly, you're in a bad situation, and if possible, increase your stake by more than half, and that's easy.

If it doesn't work, quit it.,So half of the two.,It's hard to do.。。。

There is such a problem, it means that your management ability is not good, you want employees to obey you, first of all, you want him to be convinced in terms of good work, and secondly, to find a way to let employees improve their salaries, I met a leader who has nothing to do all day long, he did something wrong and pushed me here, there is no common language, and then I inquired about him, almost the whole department quarreled, like this leader, employees will not obey him, fortunately, I accept and respect me.

If everyone is disobedient to the management and have different opinions, then find more reasons from the managers themselves, especially managers like department managers and store managers, they should lead by example and play an exemplary role, after all, the eyes of the masses are bright, they all work on a platform, as a manager does not work hard, personal interests are greater than collective interests, dealing with problems unfairly, speaking without considering the consequences, and there are grievances after a long time, which is naturally not easy to manage.

<> disobedient if it is the boss's person, people often say that the dog depends on the owner, can only be used to it, the boss does not feel sorry for his money, what do you feel sorry for, usually, some bosses use disobedient employees to make small reports, do not cooperate, to force out the manager. I have also met people who were directly arranged by the boss, who were disobedient and did not do things, and the manager had no choice, so the people in the department had to share his work tasks. I'll use a few tricks:

For example, the three chapters of the law, the requirements of moving out of the boss's meeting, the requirements of the company's system to persuade him, alert him, clarify my friendly attitude towards him, for his good intentions, boast about his virtual story of the lessons he made when he was young, and how he later recognized the story of change, and moved him with empathy.

It depends on what the employee is capable of. If he is very capable, give him a salary increase. If you are not obedient after processing, you will be subtracted from the increased salary on the grounds of disobedience to management.

If this employee is average, add it to other capable and obedient employees, so that they are envious and jealous. If he wants to add it, he will directly refuse on the grounds that his ability is average and disobedient.

Misi Tian subordinates are disobedient and disobedient! How should leaders manage old fritters!

The best way is to formulate a set of management rules for the company, and everyone should follow this rule, and if anyone violates these rules, then some penalties should be imposed according to the regulations, so as to have a deterrent effect.

Talk to a subordinate. Ask subordinates the reason for disobedience to management, and ask employees to correct personal habits.

If there is no employee in an important position in the company, immediately fire, use him to make an example, if there is some important work in his hands, then endure it first, and train a new person to take over his work, and finally fire.

If a subordinate does not obey the company's management, the leader should find an opportunity to interview him alone to ask him for reasons, and if it affects his work efficiency for a long time, he can consider dissuading him.

When encountering employees who do not obey the company's management, we should choose to dismiss them, because such employees are also detrimental to the development of the company.

The leader should first talk to the subordinate individually, ask the reason for the disobedience, and if it really does not work, fire him.

If the subordinate does not obey the company's management, the leader can give the subordinate a low score in the performance appraisal and transfer from the original position at the same time. It is also possible to reduce the amount of bonuses for subordinates, so that subordinates can realize their mistakes and improve them.

The leader should punish the employee and fire the subordinate if he continues to violate the company's management.

The employee should be called to his office and told his or her thoughts to the employee, hoping that the employee can follow his own arrangement, so that the employee can achieve the effect he wants.

He should be fired immediately, after all, such an employee is very unreliable. There will be a lot of problems in the future work.

The leader should give him some criticism and education, and if he doesn't listen, he can be fired.

First of all, congratulations, you have come across a great workout opportunity. If on the road of management, you always meet obedient employees, then your management ability.

You can only stand still forever. So, what do we do when we encounter this kind of employee?

1. Talk to employees.

A person will not be bad for no reason, there must be a reason behind it. Whether it is an employee or a manager, it is not good for anyone to encounter a situation that is "not easy to manage". There must be a reason why this is the case.

For example, some old employees have been working for more than two years and were supposed to be qualified for management positions, but the company is qualified for a new person, so the old employees are dissatisfied. Or maybe the colleagues who joined the company with him have been promoted, and only he is still in the same place. These inner activities of employees often do not take the initiative to mention to the leader, so the leader can only take the initiative to talk to them.

Second, find the weak underbelly.

A person comes to work in the company, either for money, fame, or personal fulfillment, in short, the company must have what he wants, otherwise he would have left a long time ago. In the conversation, we can understand the needs of the other party and motivate the employees according to the needs. For example, if some employees want to raise their salary, we can talk to them about their salaries and improve their motivation by modifying their performance commissions.

For example, if some employees feel that their work is not fulfilling, we can also try to change the other party's work tasks or assessment methods.

3. Create a crisis.

The reason why an employee is not easy to manage is sometimes because there is no sense of crisis. From a psychological point of view, if a person does not have a sense of crisis, he will become lazy and casual. In the workplace, if employees do not have a sense of crisis, they are often reluctant to cooperate with their work.

In response to this situation, we can create a sense of crisis. For example, fire a few employees who are difficult to manage and let others know that if you don't obey, then this is the end.

Fourth, be tolerant.

Capable people often have tempers, and some employees do have some ability, but they are unwilling to obey, and it is best to choose to open the net in this case. If he can get things done, why bother to investigate whether he is obedient or not? To do management, it is people who are in charge, but what we want is results.

If we can get satisfactory results and employees can do happily, then why bother?

At this time, we must take the means of suppression to suppress, so that these employees know that the company's rules and regulations are not decorations, and they are not something that anyone can provoke if they want to, and they can also play a role in killing chickens and respecting monkeys, so that other new employees dare not make mistakes.

To face this problem head-on, you should chat and talk to the other party more, and if the other party is still unreasonable, then choose to fire.

When encountering some disobedient employees, what we have to do at this time is to convince people with reason, and if these employees are really unconvinced, they can be dismissed directly.

When you meet these employees, you should listen to the opinions of these employees and combine the opinions of two people. Choose the most suitable method and make the other person accept it.

Give a face, let him know that there is a class in the company, don't think that at home, you can do whatever you want.

There should be some rules specifically for such employees to obey the company's rules, so that the company can be managed well.

The most difficult situation that a boss can encounter, a subordinate who does not accept instructions. Acting rudely to the boss in front of other subordinates in a meeting. This kind of rude behavior often happens to senior subordinates who have contributed immensely to the department.

Newly appointed bosses are most likely to face this situation. A subordinate may try to imply or imply that the new boss can't solve the problem at hand. This behavior is criticized, and the subordinates will give in again, claiming that they are telling jokes.

Can't your boss stand to make jokes.

This behavior of subordinates is a direct attack on the authority of the superior, but in fact it is also a test of how much the superior can tolerate. These subordinates wanted to see how far disobedience could be allowed and what the consequences would be. There are many reasons why subordinates engage in this behavior.

Maybe the subordinate just missed an opportunity to get promoted, maybe he was unhappy or jealous, maybe he just wanted to get someone's attention. The reason for this behavior is not important, it is important to be aware of the situation.

Ignoring it means that the boss will gradually lose the respect of all his subordinates, and one subordinate will be allowed to disobey orders. Other subordinates will think they can do the same. The point is not to let the problems pile up before dealing with them.

Senior management expects the boss to be able to effectively control his subordinates without the need for help from the boss. Call a subordinate who behaves like this to the office and talk to them openly and honestly about what happened. Before the meeting, Pi Xiang figured out what he wanted to say, and explained the problem directly and concisely.

Determine the boundaries of subordinates' behavior, and let subordinates know that the problem lies in their own behavior. If the subordinate is worried that the boss will hold a grudge against his actions, then the boss should confirm that the subordinate is a valuable subordinate. The reason for this behavior is not important, it is important to be aware of the situation.

Ignoring it means that the boss will gradually lose the respect of all his subordinates. If a subordinate is allowed to disobey an order, the other subordinates will assume that they can do the same.

For subordinates who do not obey management, corresponding punishment measures need to be formulated. If such a penalty cannot be accepted, such a subordinate can resign.

If Huaheng has a subordinate who has this kind of situation, he can be fired, because this kind of employee is not conducive to the development of the company at all, so I think it is very good to fire him to the company.

Somehow should be found to remove him from the ranks. Otherwise, it would be terrible to keep such people.