What should I do if my subordinates are not active in their work? How to deal with the inactive work

The subordinate is not active in his work, and the first few times he communicates well, asks him to understand, and then punishes him if he is not obedient, and fires him if he does not listen.

In fact, the employee's work attitude is not positive, it is not the employee's fault, the leader has a certain responsibility, the leader's words and deeds and positive actions, is the key factor to promote the growth and progress of employees.

Due to the different quality of employees in the department, some people can take the initiative to find something to do, work positively, work very well, although the level is limited, but diligence can make up for the dethronement, through their own efforts, can make up for their own shortcomings; However, there are individual employees, congenital quality is better, excellent ability, but the work attitude is not positive, promote a move, do not promote, at this time, as a manager, in accordance with the requirements of the department's responsibilities, reasonable division of labor, give full play to the strengths of such employees, intentionally pressure the burden, so that the work attitude is not good employees, find their own position in the work, through the burden to enhance their self-confidence. Only when the interest in work is mobilized, can we find our own position in the work, find the feeling of work, and improve our enthusiasm for work.

Article **3 In the workplace, the work of being a person is the most difficult, especially those employees who are not active in their work attitude, they are very individual, as a leader to focus on the strengths of employees, starting from the personality, often exchange ideas with them, enhance mutual understanding, when there are achievements to give timely affirmation, to trust employees, and at the same time when there are shortcomings, to timely education and criticism. Employees have a weak working attitude, either they are not interested in the assignment of work, or they are not able to do the job well, and they can adjust their positions according to the wishes of employees; Some may feel that the salary is too low, according to the company's salary system, the adjustment should be adjusted, and the ideological work plus the necessary means of adjustment is an effective form of mobilizing the enthusiasm of employees.

Article **4

1. Make appropriate reminders. For the unserious and irresponsible behavior of employees, we should first treat them with a tolerant attitude, do not give them harsh criticism all at once, and give some appropriate reminders first to see if it works.

2. Point out the phenomenon during the meeting. If proper reminders don't work, we can point out the current personal problems in some meetings, so that the problems are exposed to everyone and the people who have problems are worried.

3. Criticize them in person. If the person still does not know how to improve, we must criticize and educate the person in person, of course, it should be harsher than a reminder, so that he knows the seriousness of the problem.

4. Strengthen daily assessment. Many units are using the method of annual assessment, the end of the year and the autumn after the accounting, good and bad directly given, in fact, this is very unfavorable to the work, we must expose the problem in a timely manner, and to solve it.

5. Establish a competition mechanism. If there is no competition mechanism in the unit, and everyone is good or bad at work, it will be impossible to distinguish between the superior and the inferior, resulting in the loss of enthusiasm of everyone.

6. Introduce a elimination mechanism. It is not enough to have a competition mechanism, we also need to introduce some elimination mechanisms, so that everyone generally has a certain sense of crisis, so that people who are confused all day long can cheer up.

Leaders who do not have a positive attitude at work should also consider many aspects. 1. Find the reason: Why are employees not active at work?

In small and medium-sized enterprises, employees care not only about salary, but also about the working atmosphere, leadership recognition, self-growth and company prospects. I once heard a boss say that the company is not charitable, and the employees probably want to say that they are not here to volunteer. There's no way to solve the problem!

Obviously, the reason here is that the market recession caused by employee slackness, to be specific, why the market recession will cause employee slack, because the market recession will reduce the corresponding benefits of the enterprise, not to mention the reduction of employee benefits, at least will not increase, the future development is confused, so it causes negative sabotage, so punishing employees can solve the problem? The answer is definitely no! 2. Find the key points to better solve the problem.

Knowing the reasons for employees' passive slacking, it must be to find a solution, and first of all, we must find the common ground between the enterprise and the employee, or we can say that it is a common goal, which is to improve the efficiency of the enterprise. To improve the efficiency of the enterprise, employees can increase their confidence in the enterprise, get higher salary and benefits, and the enthusiasm of employees will naturally increase, and the boss will naturally be satisfied. Here is the first way to exclude performance appraisal as a punishment method:

Many business owners have misconceptions about performance, especially when it comes to assessing work attitudes.

First of all, communicate with his subordinates in-depth to understand his thoughts, if he has the intention of repentance, he can be given a chance, if there is no repentance, the corresponding punishment can be carried out according to the company's system.

You can talk to him, give him a chance, and if he doesn't change his ways, then fire him.

First of all, if he is capable, then you should communicate with him more, tell him what you want from him, and what you expect from him, so that he knows that you value him.

If you find that employees have this situation at work, then you can often listen to some very pleasant ** for employees, and you can watch some very pleasant TV series or movies for employees. If you have free time, you can also take your employees on a trip. But if some employees are really poorly motivated, then they can be fired, because such employees are very detrimental to the development of the company.

As a leader, I will communicate privately with this employee, and I will also use a certain reward system. And the good things of the employees will also be praised. And I will also go to relieve him of some of the work burden. So that he can improve his strength. Be more active at work.

We should give more encouragement to motivated employees, try to quantify their work content, implement a point system, and give employees some benefits.

An employee generally has a number of problems, one is not good work ability, the second is not enough driving force, the third is not unswerving, the work ability can be dealt with through training, suitable for the survival of the fittest, learning and training is useless, basically can be considered to replace; The problem at the driving force level is generally that the salary and reward mechanism of the store is problematic, which can be included in PK and changed the game mechanism to improve the initiative of employees; The problem of the point of view is generally not recommended to dismiss, because of the growth of the back, can not do the same road that is a strange way, become a competitor, he is the best to control you, market competition is very easy to suffer a big loss. It is proposed to deal with it according to communication and flickering, and in the end, if there is no practical effect, the type that is difficult to remove can be considered to be replaced;

For this kind of situation, employees are not proactive, run fast after work, can be clear that there is a problem in the driving force, not proactive is not enough driving force, run fast after work is not willing to work overtime, in fact, an employee is willing to work overtime, many people say unwilling, in fact, it is not too accurate, employees are not willing to let you work overtime, but want to work overtime for yourself, such as playing games, etc., there is no problem all night; Proposed:

1. Adjust the salary management system and reward mechanism, improve the main funds, and enhance the initiative of employees;

2. Included in the PK rules and regulations, according to the law of disagreement, no matter how small your own affairs are, most of the other people's affairs are trivial, so that the index value of the store is linked to his salary or evaluation;

3. Suitable partner system, carry out a partnership system for employees with good initiative in the store, and everything will be more serious if it has a relationship with itself;

4. Create an atmosphere, the most important thing for an elite team is the atmosphere, suitable model or model rules and regulations, if the atmosphere of an elite team is good, new employees will come to implement in accordance with the norms, so that they will gradually abandon the not very good style;

Human nature is selfish, greedy, so to insight into human nature, to achieve human desire, from the perspective of the staff and the layout of the boss to start, in order to make outstanding talents for their own use, above is really my proposal, the existence of the shortcomings please advise;

You can use some incentives to motivate your employees, and then communicate well with them, and they will understand you.

At this time, you can hold a mobilization meeting for employees, and also maintain a good working atmosphere, and you can appropriately give some rewards to employees who perform well, so that you can also motivate these inactive employees.

Maybe it's because you don't have a good atmosphere at work, and then your subordinates will feel that they are particularly bored at work, so they won't be active at work.

In the face of subordinates who are lying flat and rotten, as a professional, you can adopt the following strategies:

1.Clear communication: Establish a good communication channel with subordinates, and clarify work goals and expectations. Clearly communicate job requirements and timelines, and ensure that subordinates understand and accept.

2.Unleash potential: Try to motivate your subordinates to their potential and motivation, understanding their interests and motivating factors. Give them appropriate challenges and opportunities to stimulate their enthusiasm and enthusiasm for work.

3.Provide support and guidance: As a leader, provide the necessary support and guidance to help subordinates solve problems and overcome difficulties. Through training, coaching and feedback, they can improve their ability and quality of work.

4.Set clear goals and performance standards: Make sure your subordinates are aware of the goals and performance standards, and conduct regular performance reviews and feedback. This helps to motivate subordinates and make them aware of their responsibilities and obligations.

5.Incentive and reward mechanism: Establish an incentive and reward mechanism to give appropriate rewards and recognition according to the performance and achievements of subordinates. This can increase their motivation and engagement at work.

6.Seek the right solution: If a subordinate is consistently underperforming and is unable to improve or impact the overall performance of the team, consider having an honest and respectful conversation with them, and if there are other more suitable roles or training opportunities.

In any case, subordinates should be treated with respect, fairness, and patience. Understand their background and dilemmas, and try to provide help and support to stimulate their motivation and potential. But it is also necessary to take appropriate measures when necessary to ensure the overall effectiveness and quality of the team's work.

A subordinate may not be motivated at work for a number of reasons, and as a boss, you can try the following methods to solve this problem:

2.Set clear goals and expectations: Be clear about what you expect from your subordinates and let them know how their work and performance will affect the grinder or the team or organization.

3.Provide incentives and rewards: Recognize and reward subordinates for good work performance, which can be verbal praise, awards, or promotions, etc. Motivation can stimulate the motivation and motivation of subordinates.

4.Provide training and development opportunities: If a subordinate lacks the necessary skills or knowledge, provide training and development opportunities to help them develop their abilities and self-confidence.

5.Give support and feedback: Give your subordinates the necessary support and resources to ensure they can do their jobs successfully. At the same time, give them regular feedback pointing out their strengths and areas for improvement.

6.Seek cooperation and involvement: Encourage subordinates to participate in the decision-making process and make them feel that their work is meaningful and important. Work collaboratively with subordinates to solve problems and make them feel like part of a team.

7.Dealing with problems and challenges: If there are problems or challenges in subordinates, help them solve them, and provide necessary support and guidance.

Most importantly, as a boss, you need to maintain a positive attitude and role model, motivate your subordinates, and build a good working relationship with them.

As a boss, I will take the following measures to improve the motivation of my subordinates:1Goal setting:

Set specific work goals for subordinates and work with them to develop clear work plans. Make sure your subordinates understand the importance and goals of their work and have a clear view of their progress. 2.

Provide support and resources: Provide the resources and support that subordinates need, including training, knowledge and skills improvement, necessary tools and equipment, etc. Ensure that subordinates have sufficient conditions and abilities to complete work tasks, and enhance their confidence and motivation.

3.Incentive and reward system: Set up an incentive and reward system to recognize and reward the excellent achievements and good performance of subordinates.

This can be in the form of public commendations, bonuses, and promotion opportunities to stimulate the enthusiasm and motivation of subordinates. 4.Communication & Feedback:

Communicate regularly with subordinates to understand their work and problems, and provide timely feedback. Actively communicate with them, listen to their opinions and suggestions, and provide necessary guidance and support as needed. 5.

Establish a positive work atmosphere: Create a positive work atmosphere that encourages team members to cooperate, support and help each other. Provide an open and respectful work environment that encourages subordinates to express their ideas and opinions, increasing their participation in the work and a sense of belonging.

6.Discover potential and development: Understand the strengths and potentials of subordinates and provide them with development opportunities.

Give your subordinates more responsibilities and challenges so that they feel that their work is valued and important. At the same time, provide them with opportunities for personal and professional development, and encourage and guide them to grow and progress in their work. In short, as a boss, I will actively interact with my subordinates, establish a good leadership relationship, and stimulate their enthusiasm and enthusiasm for work.

Through goal setting, support and reward, communication and feedback, good working atmosphere and personal development, we help subordinates improve their motivation and work effectiveness.