If you were a supervisor and your subordinates made mistakes, what would you do?

I don't criticize him in a crowded place, but I try to comfort him.

In the end, there are few people who take the initiative to find him, not in the office, like a brother to communicate, give him a cigarette, the content of the first communication is to ask how the recent situation is, to express concern, and then explain your understanding of the wrong point of view, not to talk about the mistakes of subordinates, but to contact the mistakes of subordinates, to analyze the reasons for him, let him realize that mistakes are human nature, everyone will be against mistakes, the key is to give him trust, give him self-confidence, it is important to protect the self-esteem and self-motivation of subordinates, and finally he knows what to do, from then on, people will respect you very much.

It depends on the circumstances under which he made the mistake: whether there is no system, the system is not formulated carefully and cannot be implemented, or you, the supervisor, are not clear about the work. If this is the case, you must first review and take responsibility, and then further emphasize the system and discipline; If it is not the above situation, you also have to review, find your own problems, and then further emphasize the system and discipline, but there is no second time!!

Small mistakes have to be criticized, otherwise he will not feel that he has made a mistake.

If you make a big mistake, you have to be tolerant, a fool knows that he is wrong, he will reflect, and tolerance will make him admire you more and work for you.

Of course, if it is wrong on a legal issue, you can only call 110.

o(∩_o...

Maybe you need to be reminded and asked not to make a second mistake, sometimes life does not have so many opportunities to start over.

The first time I didn't know, the second time I was careless, and the third time I was expelled.

What should I do if my subordinates don't listen to the leader's arrangement? Learn 3 tricks for subordinates to take the initiative to work, no one will disagree with you!

1.Is this often the case? (When people are impulsive) 2, empathize, understand the mentality of subordinates and communicate seriously!

3. The times create arrogance among subordinates! If you do everything you should do, it won't work! Such a person can definitely be killed.

Opportunities can be given, but they can't be commonplace!

I'm one such manager, and I'll reason with them! There are two sides to everything! Whether to use soft or steel, it all depends on how to use and how to act.

Two options: the first is fried. Second, ask him for any advice!

Mistakes at work are not terrible, but if they are not handled properly, they will affect the subsequent normal work. As the saying goes, "Not all people are saints, and everyone has their own shortcomings." "We all know the truth.

However, after many people make mistakes at work, they are under great psychological pressure, and even can't let go for a long time, and become timid. After making a mistake, some people will blame themselves, and some people will be ashamed. The helpers on the post belong to the latter.

He was ashamed, ashamed to see people, and even wanted to hide. This kind of emotion is obviously wrong and is not conducive to the growth of the workplace. Self-blame is a kind of self-cultivation, positive energy, active self-reflection, and self-demand.

Self-blame is not self-deprecation, but taking some responsibility. People who can blame themselves make mistakes at work, work hard to make amends, or willingly accept punishment.

Such people are not afraid to make mistakes. But shame is different. Shame is a negative energy that repels you.

A person with a strong sense of shame feels that making a mistake is called "unforgivable", so he is very afraid of making a mistake and cannot accept it. Their state of mind after making a mistake is often an escape caused by guilt. People with a strong sense of shame cannot tolerate their mistakes.

They often equate the inevitable mistakes at work with their own. They believe that making mistakes means that they are incompetent, unprofessional, and fall into complete self-denial, which even translates into self-aggression. Because they can't accept themselves who will make mistakes, such people are very careful in what they do.

But the more careful and nervous you are, the easier it is to make mistakes, creating a vicious circle. So, you can blame yourself, but don't fall into shame.

Shame is an emotion associated with group life, and the etymological word for shame in English refers to disguise. So why hide? Because I was afraid of pointing fingers, I felt ashamed.

Therefore, the essence of shame is the maintenance of group life, which reflects a person's desire for social recognition. In our workplace environment, as long as you don't deliberately dig holes for others, everyone can bear the common mistakes, that is, you have to bear the responsibility of the other party. And the workplace values results, and even if there is a punishment, it is to remind others not to make the same mistake again, and it is definitely not a punishment for the sake of punishment.

So, we have to understand the following two points: remind ourselves that mistakes are your actions in the moment, not your eternal identity, and your shame doesn't need to be that strong; It's not the mistakes themselves that ruin the reputation of the workplace, it's the failure to admit mistakes and learn from them.

Jack Ma's speech at Lakeside University was also shared. He said: "It is nothing more than taking the initiative to admit the mistake, explain the cause of the error, give remedial measures, and clarify what improvements you will have in the future."

You can use a growth mindset to do this kind of reporting: when admitting mistakes, don't just say "I messed up", but "I messed up this time, but I know the reason for the mistake"; Instead of saying "I don't know anything", it's better to say, "I haven't done it yet, but I'll arrange opportunities to work hard". It's not scary to make mistakes in the workplace.

If you can reflect on them in time and learn from them, it will be a kind of growth in your career path. I hope that everyone can continue to break through themselves, grow from mistakes, and strive to make every mistake an opportunity for their own growth.

Whether to admit mistakes or not depends mainly on the attitude of the leader, if the leader wants to criticize you, you will be blamed for no reason if you do not do anything wrong; If the leader doesn't want to criticize you, and you do something wrong, the leader will pretend not to see it.

You should take the initiative to admit it, because the result of taking the initiative to admit that you have made a mistake is different from the result after the leader finds out, and taking the initiative to admit it will also make the leader have a good impression of you.

You should take the initiative to admit your mistakes, after all, if you take the initiative to admit your mistakes, the leader will definitely forgive you, and they will also be impressed by you.

Should. Because it was you who did it wrong, you should take the initiative to admit your mistake, so that you can be responsible, and the boss will become less angry.

We should admit our mistakes, so that we will be appreciated by the leaders, and we will also be able to get better opportunities for development, and we can also get the role of leaders.

Yes, because you made a mistake, you should take the initiative to admit it, which will also leave a very good impression on the leader.

We should not admit our mistakes to the leaders, but should correct this measure in time and do a good job of public relations.

Should. After all, as the old saying goes, "Knowing mistakes can be corrected", I think it is not terrible to make mistakes, but what is terrible is not to know mistakes and not to change.

I think it should be, because it will be more sincere and will leave a better impression on the leader.

As a leader, you need to convey a thought to your subordinates, that is, don't be afraid to make mistakes, dare to admit mistakes, and learn lessons and correct them. Otherwise, it has a great impact on the career of the subordinate.

Once subordinates make mistakes and are eager to hide them, leaders will not be able to understand the real situation. Once or twice may be fine, but after a long time, big problems may erupt, and then it will be terrible.

Small mistakes are allowed, but they must be pointed out. It is necessary to pay attention to ways and means. Big mistakes must be held accountable.

Once you've explained the mistake, pause for a minute to give him room to think, and then ask him how he can fix the mistake.

First of all, as a leader, you need to understand the whole picture of the matter, the cause and effect, grasp the overall situation, and then communicate with your subordinates face-to-face. Then, determine if the deployment understands the whole picture; And express why you're unhappy about the matter. When your subordinates know what is wrong, tell him that you respect everything about him, but that he must be held accountable for the consequences of his mistakes.

Listen to his corrections, or explanations of errors, to give him a chance to give reasons or explanations. Tell him how to make up for the mistakes, as well as your views and corrections, and get a common opinion with your subordinates. Set goals for the remediation plan and tell him what your expectations are.

If a subordinate does something wrong, the superior criticizes and orders rectification, and the relevant reward and punishment system is set up, and the punishment is punished. Don't use high-sounding reasons like "scolding you to give you a chance" to hide your indulgence in your emotions. If dealing with problems in the workplace cannot be solved by "reasoning" and "using systems", then why do you read so many books?

As a leader, you can take care of the aftermath or be able to shoulder the responsibility. Because the handling of the person who made the mistake can best reflect a person's mind, pattern and realm, and if it is handled well, it can make the subordinates follow willingly, so as to gather the joint force of the director and start a business.

Good luck with your work! Have fun!

You can give him a chance, but be sure to point out where his fault is wrong, and don't let him work meaninglessly all the time, it's just self-moving. If you really can't save it, then it's better to dismiss him, after all, the company is not charitable.

He should be dealt with in accordance with the rules and regulations, and the company's rules cannot be broken, but the water can be properly discharged.

I think leaders should give appropriate tolerance to such employees, and encourage such employees frequently. You can't imagine how he will grow up in the future.

If you don't mean to, point it out first, and then warn your subordinates not to make similar mistakes again. If it is intentional, it needs to be punished so that it can be effective.

When a subordinate makes a mistake, the manager should not blindly blame his subordinate, but should find the root of why he made a mistake, if it is his own reason, he can reprimand, if it is not his own reason should be forgiven.

When a subordinate makes a mistake, as a manager, we are also responsible, we should take responsibility for him or help him intercede, so that the subordinate can follow such a leader to have a head start, and only then can he be motivated.

When subordinates make mistakes, some leaders will choose to dilute the mud in line with the principle that more things are better than less things, and turn big things into small things and small things, as long as things don't make a big fuss, as for the right and wrong of the thing itself, it doesn't matter anymore.

The team brought out by this kind of leadership is a harmonious atmosphere on the surface, but in fact there is an undercurrent. Why? Because they know that the principle of the leader in dealing with problems is to calm things down, and this matter has nothing to do with me, so I won't say much, but once this matter hurts my interests, then I will make this matter bigger.

Aren't you afraid of making a big fuss? The more you are afraid, the more I will do, depending on what you do. In the end, it is who has the bigger temper and who is the most authoritative in the team and will become the leader behind the scenes, and the leader who shows will lose his prestige and be hollowed out.

Therefore, the leader must have clear values and a clear position, and do not expect you to be a good person, calm things down, and if there is nothing on the surface, the team will become better on its own, which is impossible. It's like a garden, if you don't take care of it, it's going to be barren. So you have to take care of it, but how do you take care of it?

You need to know what your responsibility as a leader is, which is to maximize the interests of the company or organization and thus your own team.

To achieve this, you need your team to have a strong fighting force. The sales team can win more orders, the R&D team can overcome more technical problems, the production team can improve production efficiency, and the quality team can make the quality of products stable. Therefore, any behavior that undermines the combat effectiveness of your team should be criticized and suppressed in the team, and any behavior that helps to improve the combat effectiveness of your team should be encouraged and praised.

Some people say that I understand the truth, but it is difficult to really do it, I am afraid that if I criticize the other party, the other party will hate me, and I will not listen to me in the future, especially if the other party has a good relationship with me. The reason why you think this way is because you have selfish intentions. And once you are selfish, you will become unconfident and will be three points shorter in front of the other party.

So what to do? Whether it's thinking about problems or doing things, start from the interests of the team. When you start from the interests of the team, whether you criticize the other party or punish the other party, you are more confident, because you are for the better of the team, and when the team is better, in fact, he is also better, which is also for his good.

The great man said that because we are serving the people, if we have shortcomings, we are not afraid of being criticized and pointed out by others. It doesn't matter who it is, whoever points it out to us. As long as you are right, we will correct it. If what you say is good for the people, we will do what you say.

It's the same with leadership, you are for the whole team, and as long as it is good for the team, you should do it, no matter how hard it is.

As a leader, if you only have the heart of a bodhisattva, you will be hollowed out, and if you only have the means of vajra, you will lose people's hearts. Only the bodhisattva's heart + vajra means can not only win the hearts of the people, but also make the team have combat effectiveness, and be a good leader.

Look at the character, it should be tactful and tactful, and it should be direct and direct.

If a subordinate makes a mistake and thinks he is not at fault, how should he deal with it as a leader? People are not saints, and I can't make mistakes. We have been advocating for the leadership of the brain, faced with potential subordinates, must be included.

How many leaders can do this in practice? Faced with the wrong people who make mistakes, they often have a headache, deal with it, fear of leading to **, do not deal with subordinates, and their own prestige will be hit. In the workplace, since leadership has to learn to use the wrong mistakes, it's a learning and an art, and there are the same mistakes in the eyes of different leaders.

A smart leader will not only deal with the mistakes of his subordinates, but also use the wrong mistakes. Specific situations require specific analysis and are handled differently depending on the situation, and generally there are four types:

According to subordinates, mistakes make a leadership position, and according to normal procedures, this punishment. If you make a mistake, you can close it as a leader. "If you do something wrong, you can see that the leader is talking to you, I stopped me, I also gave you a resistance, I will not succeed, I hope you remember this lesson.

The subordinates will feel that the leader gave him on the hill and the leader forgave him for his mistakes. Using subordinates, the process of converting mistakes into schien.

If you make a mistake and a great leader also asks you to criticize him, this time not criticizing him, criticizing him equals myself, what should I do? This needs to be used in reverse, this is representative, this is not his own thing, this reaction, the whole person is now this perfunctory, the attitude is not serious. Taking him with his deputies or your subordinates to rectify collectively and he comes out as a deputy, it is a serious thing to take and it becomes his problem, only it reacts to the deputies.

He has become a collective study. We use him for his deep reactions, criticisms and self-criticism, and it is irresponsible. Catch this common attack, which is also protecting him.

You make a mistake, you admit the mistake to the leader, don't admit the mistake, you go to eliminate the impact, you find some people to talk to, see if you can wipe it, you can wipe it away. He provides you with the time to change and erase the process. And then, when you do that, he says this, and not only does he not admit the mistake, he still has more mistakes to cover up his mistakes in this way.

At this time, you are led by the lead, this mistake is a bad mistake, but you have made a big mistake, to cover up this glitch, you are black, this mistake is another way to use it.