What are the main responsibilities of a leader in the workplace?

The main responsibility of a leader in the workplace is to lead employees to do every job well and bring benefits to the company.

Manage your subordinates well and have a good relationship with your subordinates.

The most basic responsibility of a leader is to make decisions.

Leadership is the process of guiding and influencing the behavior of each member (individual) and all members (group) in the organization, and its purpose is to enable individuals and groups to work consciously and confidently to achieve the set goals of the organization. It includes decision-making, selection and appointment, command and coordination, encouragement, and ideological and political work.

The essence of leadership is the behavioral process that guides and influences an individual, group or organization to achieve the desired goal under certain conditions. The person who implements the guidance and influence behavior here is called the leader, and the person who receives the guidance and influence is the leader, and the certain condition refers to the environmental factors (i.e., the internal or external environment of the enterprise organization).

Leadership functions refer to the influence and role of leadership behaviors in an organization, mainly including general functions and role functions.

The modern leader has the responsibility of guiding and serving both in the organization

1.The facilitation responsibility refers to the responsibility of the leader to guide the development and coordination of various activities.

2.Service responsibilities refer to the responsibility of leaders to provide conditions and assistance for the development of various activities.

It can be seen that the guidance responsibility and the service responsibility are complementary to each other, and the better the service responsibility is played, the more effective the guidance responsibility can be realized. For leaders who are in charge of the organization, power and authority are effective tools for implementing leadership, and leaders need to use their power and authority to control and command, and exert their influence in the organization.

The position, power, responsibility and interests of a leader are the necessary conditions for a leader to achieve effective leadership.

Position: It refers to the symbol of the leader's identity, and the resulting basic functions such as guidance, command, coordination, supervision, and education;

Power: It refers to the dominance within the leader's area of responsibility;

Responsibility: It refers to the tasks and consequences that leaders need to bear in exercising power;

Benefits: It refers to the rewards, rewards and punishments that leaders receive for exercising their duties.

The most basic responsibility of a leader is to select, employ, and coordinate relationships. To put it simply, it is the management of people.

1.As a leading cadre, we must get the results that the enterprise wants, that is, the performance, after all, the enterprise is a commercial organization, if there is no result, or no good result, the enterprise will not survive; There is also a saying that Bridge Travel cultivates people through results, if there is no good result, you are the boss, the general manager, and the prestige will of course be gone!

2.As a leading cadre, we must cultivate talents, many of our enterprises are called skilled and excellent, many leading cadres are promoted to management cadres because of their expertise in guessing skills, and are very prominent professionally, but they are often technically excellent, professionally outstanding in the eyes of emerging talents, often look at things, just ignore the cultivation of people, or do not pay attention to the cultivation of people, over time, many enterprises will appear talent faults, so we must be responsible for cultivating talents in the department, there must be a successor plan!

3.As a leading cadre, we must inherit the corporate culture, many companies have collapsed, because of the large scale, whether it is an acquisition, a merger, or its own large-scale expansion, it must be culture first, otherwise it will appear, the scale is large, the people's hearts are scattered, that is, the corporate culture is gone, there is no inheritance of corporate culture, this enterprise must not go far!

The important responsibility of the leader is to lead the employees, improve professional skills, increase sales and increase profits. Leading cadres with work experience will fully consider the specific situation of each employee when assigning work, and grant daily tasks that can be completed with "a cushion on the footboard"; In the operation link, according to the progress and time link, we will immediately communicate and communicate with employees, share efficient work experience, and deal with the problems encountered in the work, so that the development potential of employees can be fully utilized, so that the cohesion of the enterprise is relatively strong, and the overall sales of the team are better. In terms of actual work, due to the lack of careful misrepresentation in the leader's research work, or because of the difference in the concept between the leader and the employee, some misunderstandings will inevitably occur.

For example, in an enterprise with a promotion route of "employee-responsible person-marketing manager-vice president", a responsible person must be promoted to a production line and sent to the branch as a marketing manager after two years of refining.

Among newcomers in the workplace, there is no need to reason with the leader, because the leading cadres are always right. I don't think this conclusion is necessarily appropriate. Leading cadres are ordinary people, and it is inevitable that ordinary people will make mistakes.

It's just that the part to which it belongs is different, and the position on the problem is more multi-faceted, but there are also some problems that employees can't understand and accept, and they are originally wrong. Under normal circumstances, as long as it is not very harmful to their own interests, in order to facilitate the maintenance of the credibility of leading cadres, the vast majority of employees are not easy to choose not so much quarrel and reason. Min Sunchen reasoned with the leaders to divide the field bridge Zen, and pay attention to specific practices.

For example, when there are many people, there is only fuel on the fire, even if he is wrong, so what? It's unlikely that he's slapping his face and making himself bored. After all, it is to provoke the fire, the gains outweigh the losses, and the negative impact is well known.

The smart way is to talk to leading cadres in private, look at their faces, and it is best to be white-headed and too mysterious, and to speak less and more correctly. As long as they are reasonable, the vast majority of leading cadres can acquiesce and be flexible in their future work.

As an employee, he is greedy and light, obeys the strategic decision-making department of leading cadres, and does a good job in improving his work ability is the job responsibility that he should have. Do more things and talk less, and choose for a smart sense of prevention. Common Problems: The great truth of shooting the first bird, be cautious in words and deeds, and be exquisite.

In the field of employees, there are different voices to develop trends, and there are different proposals to appear in scientific and technological innovation. Flattery is good, and the behavior of slapping the horse is comfortable, but in the case of oneself and the company's negligence, it is not necessarily possible to be immediately in danger, and in the end, not only the interests of the enterprise are damaged, but they also can't go anywhere.

1. It is clear that it is a matter of job responsibilities.

For example, if you are a cashier, transfer and payment is the responsibility of the cashier, and in general, it must be completed on time without the instructions of the leader, otherwise it is not a performance of duties, and the company will be accountable.

But there are exceptions, such as the boss arranging for you to transfer a sum of money to his private account, emphasizing that it will be repaid in three months. If you don't rent anything like this, you can do it, and if you do it, you will be derelict in your duties, and it is not worth taking a huge risk for a little salary.

2. Temporary arrangements by the leader.

This should be analyzed in detail, the company can not write all the work into the job responsibilities in advance, there are always temporary, sudden things happen, then the leader to assign that person to do. In general, if it is related to your own work, you should actively accept it, and if you can't arrange it, you can ask the leader to ask for overtime pay for overtime, and you can ask for help. If it has nothing to do with your work, you can also point out that the leader is not a god, and there will always be times when you don't think about it, if you don't say it, it will be your life, but you should pay attention to the tone and methods.

3. Something that has improved one's ability to scatter.

For example, if you are making a cashier, the leader asks you if you have time to make a financing plan. Personal opinion to follow without hesitation. Because people can't just look at what is in front of them, some jobs are just wasting time and consuming lives, such as running takeaway and delivering couriers, no matter how much you run, you can't improve yourself.

Fourth, the long-term affairs arranged by the leadership.

This is the most troublesome, after the temporary work is done, there will be no business for you in the future, and the long-term work directly increases the workload, which is equivalent to taking a salary and a half for a job, and the cost performance is reduced.

For example, if you are a cashier, the leader says that you will be responsible for the company's rent in the future. The cashier is responsible for collecting and paying, and it sounds like a connection with the account, but in fact it is two different things, which is equivalent to adding a large part of the workload. If the work is not busy, this work does not conflict with their own work, and you are more concerned about the leader's view of you, you care about this job, you can consider accepting, but to explain how much work has been added, remind the leader not to add it last time.

If you take a salary of 3,000 yuan to do a job of 6,000 yuan, it is better to find a way to change jobs, and it is normal to do a job of 6,000 yuan with a salary of 6,000 yuan.

When you come out to work, you don't have to think about who you're sorry for, as long as you're worthy of the salary and yourself.

What harm does over-management do to employees? The so-called over-management refers to the leader exceeding his own management level and breadth of management. The level of management and the scope of management are both business concepts.

The former is vertical, i.e., generally referred to as the upper level, and the latter is horizontal, i.e., refers to departments and teams. In the face of dual leadership, once the top management who does not know who to listen to begins to dictate to the grassroots staff, the staff will inevitably have to accept the dual management of the top and middle levels. Although it is said that the entrance is not as good as the entrance, the entrance said.

You don't carry out and put the face of the foyer on the **? The final bitter fruit will have to be borne by the grassroots.

In the event of a conflict between the instructions of the senior leadership and the direct leadership, there is only one outcome at the grassroots level. Unable to comply with anyone's demands, caught in a dilemma. Management is the embodiment of the will of the leader.

The leader imposes too much will on the staff, and after a long time, the staff is not willing to take the initiative to work. Listening to the leader, even if you make a mistake, is a problem of the leader. Do it according to your own ideas, making mistakes is your own problem, doing well does not meet the requirements of the leadership, and it is not pleasing inside and outside.

Overmanaged leaders monitor the process in real time and adjust immediately if there is a problem, just like a teacher standing next to you during an exam and telling you the correct solution as soon as he finds that you have written a wrong question. This process is also where the leader is teaching you how to solve problems. There aren't many opportunities to learn the master's mindset up close.

If you are smart, you have to grasp it. Instead of passively accepting leadership management, you can be proactive and tell you what resources you need to achieve your goals as planned and how the leader can help you. This will not only reduce communication costs, but also allow leaders to have a clearer understanding of you and your work, and have more accurate expectations for the whole work.

Combined with their own ideas and the leader's suggestions, arrange the work progress form, and send it to the leader for review. Report the progress of the work to the supervisor on a weekly basis. Summarize the work at each major node, including progress and existing issues, and add your own work plan in the next stage to report to the leader.

An overall review of the work, what has been achieved and what work has not achieved the goal, and the corresponding reasons are attached to the letter. In this way, we will need to proactively escalate everything that leaders know about and avoid ambiguity about their work. As a result, their over-management also becomes unnecessary.

You should pay attention to correct your attitude, build a good relationship with the leader, let him notice you, and improve your business ability.

Don't be nervous, if you have anything to say, you should say it directly, and you must greet the leader when you see it, so that you will be extra polite, you should not panic, you should not dodge, or dodge. Nor should you lie.

First of all, we must be generous and decent, do not escape, and we must take the initiative to talk to the leader, say hello, encounter problems must carefully ask the leader, do not inquire about the leader's privacy, do not say bad things about the leader, respect the leader.

A soldier who doesn't want to be a general is not a good soldier, everyone in the workplace wants to be promoted to be a leader, and not everyone can do it for a leader.

Clause. First, if you want to be an upper-level leader, you have to know how to bear loneliness, as the so-called high place is unbearable, the higher the position, the fewer friends around, you must know how to suppress, suppress yourself to confide in the company's colleagues and employees, because anyone is always in awe of the mystery.

Clause. Second, talk less and listen more, less denial, more encouragement, the more people in the place, the more so, every word you say is purposeful, rhetoric is to win people's hearts, the needs pointed out must be done, remember, if you don't understand the end of the situation, don't make a casual statement.

Clause. Third, you should have a broad vision and a wide mind, you don't have to compete with your subordinates for credit, let alone assign subordinates, because he follows you to mix, just want to be able to share more strength, those loyalty, gratitude, in front of the interests are all nonsense, so things need to look at the long-term.

Clause. Fourth, you must know people accurately. There are only two categories of people who can use it.

One is the person you can command, who is your confidant who knows the roots, and the ability does not need to be top-notch enough, and it must be trustworthy at critical times;

The second type of person is what you can buy with a small favor, this kind of person is usually very capable of work, but their heart is uncertain, he can follow you now, and he can do it for others tomorrow.

If there are no people in the department, it is easy for subordinates to work together to deceive you, and if you don't know the details, it will be difficult to find and deal with problems in time.

Fifth, none of the outstanding leaders are good-hearted, the so-called trivial things to compromise and make concessions, to do things to **, the essence of managing people is a round of skin answer to the process of subduing the wicked, for some thorns must not be soft-hearted, the world is timid and afraid of things will always follow the bold bastard, so, to be an upper-level leader you must understand some human nature, because the definition of management is to manage people, not to do things.