What should I do if my subordinates are disobedient? 30

First through the third person, and he has a good relationship with the side knock, ask him why he is like this, if there is a reason, sit down with him and communicate slowly, if he is really the kind of boss relatives messing around, you will criticize him harshly, and talk to the boss well, let the boss communicate with him.

Criticism of education, fines, expulsion.

1.Ability to work, you have to be better than them, and you can't make them disobey you.

2.You can pull anything, so it doesn't matter if they have it, it's not! What's so polite?!

He won't look at other people's faces every day, and he will choose to go by himself. Hehe, it's a little bad!

3.Settle peacefully, after all, you are a leader, and you can't worry about general things with your subordinates. Then talk to him. (The conversation is not for you to talk to them) depends on the idea of voting a person. That doesn't unravel?!

4.Let them call the shots on small things, and you can solve big things. Make them feel like they're the directors here. They have to take responsibility for their own turf. Then you don't all consciously pull!

Since you know that he is a relative of the boss, and the company is the boss's, then you turn a blind eye to him, don't expect him to do any work, as long as he doesn't get into trouble, if others compare, you will bluntly tell him that he is a relative of the boss, and if you are not satisfied, go to the boss.

Play a game Ro!! Whoever performs the worst in the next three months, copy whom!! So everyone is positive!!

It's better for the two of them to sit down and communicate, and if the effect is not good, he can only be asked to say goodbye.

If this happens, I think the most important thing you need is to communicate with your subordinates, which is the best way to express yourself.

If you want to deal with disobedient subordinates, you must first formulate strict rules and regulations and have a very clear reward system with clear rewards and punishments. If such a disobedient subordinate is dispensable, you can tell him directly when he makes a major mistake, and only give him a few chances, and after that, he will be fired, which may be more conducive to management.

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, etc.

2.Excellent leaders know how to paint cakes and give employees visions. What is the effect of telling employees to do this? What do the employees themselves get?

3.Make it clear to employees what specific goals they are pursuing. Leaders should have clear goals for employees, have overall goals and phased goals, and constantly encourage employees.

4.Make it possible for employees to reach set goals. Leaders should set goals for employees to be scientific and reasonable, and employees can work hard as long as they are willing to work hard.

It is difficult to manage people, only the system can manage people, you can organize everyone to formulate a specific work system, and then conscientiously implement the rules and regulations in the work.

If you don't listen to the work, you can't use it, and the team needs to be in step with each other in order to be invincible.

If the subordinate is disobedient, it may be that your opinion does not meet the standard homework, and he insists on his work attitude.

It is also possible that some people are stubborn and ambitious, and such people are disobedient, so they should have a good talk, let them restrain and correct their wrong attitude, otherwise they will be expelled.

For subordinates who are disobedient and disobedient, leaders usually take some measures to deal with them, after all, if they blindly let it go, it will definitely be difficult to achieve great things. But if it is too obvious, it may cause unnecessary trouble, so the leader usually uses some routines.

If you don't listen to the leader at work, the leader will be deliberately embarrassed if he can't get used to it. Assign you a lot of tasks first, which may seem like reusing you on the surface, but in fact it is deliberately digging a hole for you. The tasks assigned to you by the leader will be difficult or demanding, or they may be thrown at you and asked you to do it.

When dealing with disobedient subordinates, we must criticize and educate him to correct them, and if he is really disobedient, he can only go home and reflect.

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., if there is, the root of the problem is in yourself, quickly correct, establish a new image for everyone, and start to win back people's hearts. If there is nothing wrong, it is a thorn in the head, then start to solve this discordant factor.

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, the square inch will be chaotic, and people will be happy. He is a subordinate, you are the leader, and it is your status that is lowered, and it is your authority that is damaged, which is exactly what people with ulterior motives are happy to see. Therefore, it is important to calm down, let him jump like a clown first, and slowly entertain him!

3. Analyze the situation.

Before starting 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 their side, so that you can see the situation clearly, and then consolidate and unite your own people 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. You just need to give some favors, let him see that he still has a future with you, and he will naturally make the right choice, don't believe in any hardcore relationships, people are very realistic, not to mention just a colleague relationship.

If your subordinates don't listen to you, there is a kind of prestige that you have no authority when you first arrive. If you want them to listen to you, you have to have some grades or strength for them to listen to you.

If your subordinate doesn't listen to you, you can educate him, and if he still doesn't listen, then you have to take steps to stop him.

If your subordinates don't listen to you, then you can tell your boss directly, or directly say that your subordinates are deliberately making things difficult.

You must establish your own authority, and if your subordinates do not listen to you, you must have a strong punishment mechanism.

Try to get along with your subordinates and have a good relationship with them, so that gradually they will work together to develop morality.

Dear, you must be that you, the leader, have not done a good job, and don't listen to what you tell you to do with them? How do you arrange them to do things? You're going to have to show your leadership skills!

If a subordinate is disobedient, he can be transferred to another department or fired.

There is only one subordinate, but he is disobedient, how to deal with it.

If the subordinate is disobedient, the best way is to be marginalized, because this is an offensive and defensive strategy, if his relationship with you continues to deteriorate, the distribution of the frontier is of course one of the best punishments, and the more important thing is not to see the difference, the two of them do not meet and do not fight, if the relationship between him and you has improved. Although some jobs are marginal jobs, it does not necessarily mean that people's treatment is poor, and people's environment is poor, but in many cases they are more free, and the salary will not be less, and even this is a reward, which is the pension treatment enjoyed by many old workers.

When encountering a disobedient subordinate, the method:

Self-responsibility system: If the subordinate thinks that he is really good and is particularly good at a certain aspect, he can do the relevant work by himself, and he does not need you to command him, arrange him, or think that what you are doing is wrong, only his idea is correct. When you encounter such a subordinate, you can choose to let him do it, but the premise is that you must tell him that this task will be handed over to him, and if it is not done well, he will be fully responsible.

Look at the results of the subordinate's final work, if he does a good job, you can completely ask him to help you share more tasks and apply for his salary. But if he doesn't do it well, I believe he will be embarrassed to contradict the leader next time.

Detailed Planning: The other leader's approach is similar to the previous one's, but she is more cautious. Perhaps because he was afraid of wasting too many resources, the leader did not choose to let his subordinates do it, but the overall situation is to look at the ability of his subordinates.

She will ask her subordinates to provide a detailed plan for doing this task, including the task process, task plan, task schedule, task crisis management, etc., write a detailed task, and if you do it well, you can consider letting the subordinate develop to the fullest. If you don't do it well, your subordinates will naturally be embarrassed to contradict the leader again.

As a leader, it is necessary to maintain the authority of one's own decision-making, but how to turn one's scientific decision-making into a strong execution? By what execution? We only rely on people, so why do we often advocate people-oriented?

That's it. How will a team led by itself work? The root of it also lies in people, to put it bluntly, how to cure people.

From a large country to a small family, maintaining unity and harmony is fundamental to development. Therefore, as leaders, we must find ways to do a good job of unity within the unit and communicate more with our subordinates so that both sides can understand certain behaviors and decisions, which is very important. Secondly, as a subordinate leader, but also as a subordinate of a superior, before getting practical evidence, it is highly taboo to chase after the wind, especially to evaluate the life style of others.

At this time, I suggest that it is very important for you to do a good job of good communication, and you must not dare to fire it, which seems to be equivalent to opening yourself. How can one room rule the world? This is worth thinking about and working on! Come on!

It's best to be cautious about her relationship with your boss, what is the relationship, and whether it can hinder your future. Think for yourself.

Let's talk to your boss first, there are more of these things now, don't take it personally.

Opened her directly, it was too lawless.

You have to learn to be friends with her first.