If the supervisor is disobedient, what should the manager do

If he is a gentleman, you should remind him privately how you need him to work in order for you to be satisfied. If he doesn't take you seriously because of his arrogance, what you make it more difficult for you to do is to let him finish it and dampen his sharpness.

Break it and crush it to let him understand your mind, of course, it is a slap to a sweet date, tell him that you trust him the most in this department, and you and he want to do a career together, not only to bring the department well, but also to seek further improvement, so I hope he will lead by example with you, work hard, and be promoted together, and his subordinates will be convinced.

1. Let's talk about it, and if you have an opinion, the meeting will be straightforward;

2. Since it is a good relationship, don't shy away from anything and face the problem head-on;

3. Maybe he has his thoughts or grievances;

4. Care more about supporting and helping him.

Convince people with virtue and convince people with reason. Gentleman first, then villain.

Invite him to the bar for a drink and talk alone. 2 people drink It is easy to tell the truth, ask why this is the case, maybe it is family or emotional matters that are upset that it is like this!

He must not be convinced.

You have to prove it to him.

As long as you are capable, he will not ignore you.

Just getting started! ~

As long as you have faith.

Anything is possible !

I wish you all a happy cooperation

Promoted to assistant manager or demoted back to his original position.

With the moral service people, and the military service people!

Fry! Fry! Fry! Fry! Fry! Fry! Stir-fry! Fry!

Subordinates are disobedient or even shouting? What do you do as a supervisor?

As a supervisor, in the face of the situation that subordinates do not train to be obedient or even call for advice, the following measures should be taken: 1Communication:

First of all, it is necessary to communicate with subordinates, understand the reasons for their disobedience or shouting, listen to their opinions and suggestions, and try to reach a consensus. 2.Explain the rights and responsibilities:

Establish clear rules and regulations to let subordinates know what behaviors are not allowed and the consequences of violating them. 4.Give rewards and punishments:

Subordinates who perform well should be rewarded and motivated; Appropriate punishments should be given to disobedient or calling, so as to maintain the discipline and order of the team. 5.Seek support from your superiors:

If the behavior of subordinates seriously affects the normal operation of the team, they should report to their superiors in time and seek support and help from their superiors. <>

Subordinates are disobedient or even shouting, as a supervisor, they should reflect on themselves, calm down, analyze the situation, divide and disintegrate, isolate and neglect, three opportunities, and consolidate the situation.

1. Reflect on yourself.

Subordinates' passive slacking is not necessarily an employee's problem, but may be caused by improper leadership management. Therefore, don't be busy blaming your subordinates, first reflect on yourself, whether there is any offensive behavior in the process of managing people and affairs, whether it is negligent communication, or inappropriate language, etc.

2. Be calm.

When encountering this kind of situation, the most taboo is impetuous, and when the fire goes up, the IQ will come down, and the square inch will be chaotic, and people will be happy. He is a subordinate, you are a leader, and it is your status that is lowered by direct quarrels, and it is your authority that is damaged, which is exactly what people with ulterior motives are happy to see. So it's important to be calm, let him jump like a clown first, and slowly entertain him!

3. Analyze the situation.

Before you start to solve the trouble, you must know what the other party's motives are, whether there are other members who have fallen against him, who they are, and who are on your side, so that you can see the situation clearly, and then consolidate and unite your own people, so as to avoid being influenced by the other party.

4. Differentiation and disintegration.

No organization is monolithic, let alone a small group of people who are not justified in the first place. With the previous step, which limited his expansion, it was time to proceed to dismantle his power. Think about it, as a leader, you have the stick of promotion and salary increase, and you can only write blank checks to your subordinates, and the troublemakers.

So, it is not difficult to disintegrate.

5. Isolation and neglect.

After cutting his wings, he was actually gone, and if he was still scared, then he should start to clean him up. The first thing to do is to weaken its influence, if he is a technical backbone, find a replacement to replace him, if he has some real power, set up a similar position to empty him, so that his so-called reliance is gone!

6. Three chances.

Is it possible to just kill him? This is not recommended. Although he is unkind, as a leader, he cannot be unjust. This is the generosity of the superiors, and it also allows everyone to see that the leaders they follow are tolerant. But if it's just three things, you can give him three chances.

7. Consolidate the situation.

After dealing with the problem characters, is it over? No, as a leader, you should think about why such a person is there and why he can pose a threat to himself. There are three things to do next:

First, the system is serious, and the brigade uses the system to restrain subordinates; Second, personnel backup and technology sharing; Third, there should be supervision over delegation of authority, and there should be checks and balances on functions and powers.

Subordinates are disobedient or even shouting? What do you do as a supervisor?

Find common ground and work towards consensus. 2.If I can't resolve the issue, I escalate the issue to a higher level of leadership for support and assistance.

3.At the same time, I will re-evaluate the job responsibilities and tasks of my subordinates, and check whether there are any irrationalities. If so, I will adjust the content of his work appropriately to make it easier for him to follow up.

4.Finally, if the lower limb troublemaker is still obsessed, I may consider reprimanding her accordingly or adjusting her position to ensure that the team continues to move forward.

Summary. Hello, dear. First of all, you need to treat them with respect, show that you are serious about your work in front of them, and if there is one less manager level in the middle, you will see you as a department manager.

There is no department manager, only the boss and the supervisor and how to deal with it.

Hello, dear. First of all, you need to treat them with respect, show that you are serious about your work, and if there is one less manager level in the middle, you will treat you as a department manager to look at the whole situation.

Kiss, first understand the regulations of the department, and then grope in getting along, which part of the matter to make your own decisions, which part of the fight points need to be reported, and they must have a good relationship with them, and often draw a big pie.

The department manager retired, and the boss always asked my supervisor what he thought, what arrangements he had, and how I should reply.

If you always want to promote you, you mean that you accept the company's arrangement, and you can be familiar with and competent in any position.

How do I reply to the boss?

The boss didn't say what he meant, just kept asking me questions about what I should do with him.

Kiss, the boss asked the supervisor, why did they let you know about this process, did they want to tell you the pressure. If you feel that the manager is competent, you can indicate that the supervisor is competent to be the manager, and if the pants are not suitable, you can indicate that you can recruit a new manager.