How can a leader who has no real power manage his subordinates?

With the help of their own personality charm and the prestige of their superiors, the focus of the management team is on the realization of the team's goals, highlighting cooperation and coordination.

No real power means no power. If you want to manage subordinates, you have to pay a price.

First of all, since there is no real power, then from the business ability or work ability to play an outstanding role, so that subordinates from the bottom of their hearts to admire and obey, and secondly, to develop a reasonable management system to let subordinates consciously abide by and implement.

The subordinate has a strong aura, which shows that he is a person with high political and professional quality and strong core competitiveness in the workplace. If the leader wants to suppress such a person, it is to bury talents, whether it is a false guide or an ordinary employee, we must appreciate people with a strong aura from the bottom of our hearts, and regard them as their nobles, make friends, and be confidants. We must not only rely on them, but also care for them, especially in terms of reputation and welfare benefits such as selection of the best, promotion and salary increase, etc., and we must not forget them.

Only in this way can you push yourself to fly higher and go farther and burn. When you reach a certain height and there is no room for progress, you should judge the situation, take the initiative to let the virtuous, and recommend and promote people with strong aura to your own position, so that there will be successors to your career. If people with strong aura still have the potential to develop, they should do everything possible to lift them above their heads and make them play a greater role.

No matter how strong your subordinate is, he is also your subordinate, and his achievements are also your achievements. If he is sensible, you have to follow him and sing well together. Many times, there are actually objective reasons for the so-called subordinate dominance.

For example, the subordinates are old seniority, have strong abilities, and may even work. In the beginning, it was normal for him to be a little stronger. Of course, if he has been strong and has pushed you into a corner, you must fight back, otherwise you will not be able to establish your prestige, and this official will be boring.

Suppression should be carried out in a methodical manner. You are the nominal leader, holding the initiative resources. As long as you have a clear attitude and master the skills, others will not follow your subordinates.

No matter how strong he is, he is under you. If you are not happy, you can notify him of a meeting every day, dare not come? Or just give him a small authority, such as a project manager or lead a small team, set a more challenging goal, preferably what you are good at, and then give you the result, don't be too constrained by the process.

Because he was more conceited, he felt that he could definitely do it. If it is completed, the next task can continue to be added; Failure is a good opportunity for you to put forward your suggestions and ideas to establish your professionalism and sense of authority.

It doesn't matter if this situation happens, as long as the subordinate does not overstep his duty, then the leader does not need to care about him.

You have to improve your leadership, sometimes you have to make yourself very prestigious, and you have to conquer your employees by improving your strength.

At this time, you have to improve your leadership, but also improve your prestige, don't always say something inappropriate, you have to learn to think.

When this happens, you can try to improve your management skills. Because after becoming a manager, if you don't know how to manage, you will also find that your work is particularly difficult to carry out. When this happens, you can read more management books and attend training courses.

At this time, everyone will know how to manage employees, and at the same time, it will let everyone know what employees think in their hearts. In the process of managing subordinates, you can also set a goal for your subordinates. <>

Everyone's ability to work is different, and everyone's expertise is also different. When you become a leader and don't know how to manage your subordinates, you can try to improve your management ability. At this time, you can read more relevant books, and the books will also tell you how to do a good job of management, and at the same time will analyze the psychology of employees.

At the same time, you can also participate in some training, and in the process, you can also improve your management ability. If you don't have the ability to manage, you will find that your work will also be affected. <>

When you just start management, you can first set a goal for your employees. In this process, employees can be clearly told what kind of rewards they can get if they can achieve this goal. At this time, employees may be particularly active and planned at work.

At the same time, in this process, you can also look at the specific performance of employees, and if the employees perform particularly well, they can also strive for salary increases for these employees. After seeing the leader's approach, it will also make employees very obedient to management, and at the same time, it will also make employees work harder. <>

However, in the process of management, you will find that some employees are very irresponsible in their work. When this happens, you can also give these employees some punishment. In this way, it will also let the employee know that what he is doing is wrong, and it will also make other employees more conscientious and responsible.

Therefore, in the process of management, the right approach is very crucial. In this process, don't be too strict with employees, which may also make employees feel very depressed.

You can go to learn some management courses, be strict when assigning some tasks to employees, standardize some of their behaviors at work, and take the initiative to take some responsibilities, so that they will respect you very much.

Improve your skills more, make yourself very powerful, have majesty, and manage in time when your subordinates are disobedient, he must behave very well, so that they can feel afraid of you.

Don't be impetuous, be low-key, subordinates are just assistants at work, not personal slaves. Don't be arrogant like your master. Leadership is like a word on a blackboard that can be erased by the boss at any time, so don't treat yourself like a dish.

When you're angry, calm down for half an hour. 1.When you get angry, you lose your body.

When a person is angry, he tends to lose his mind and is easily impulsive. Most of what he says is angry words, even typos and swear words When he is angry, he is not responsible. When you are angry, you can communicate, and small things can easily become big things, and contradictions can easily turn into conflicts.

3.The layout should be clear and unambiguous. 1.

The layout should have clear goals, clear requirements, and clear nodes. Criticism should give people dignity, and when criticizing, the fewer people the better; When it comes to compliments, the more people the better. All good medicines for ** diseases are not bitter, and there is no need to ignore good advice.

Don't hesitate, don't hesitate, don't repeat. 2.Even employees with strong personalities and disobedience to management should be decisive in their work arrangements.

Remember, you are the leader! Listening is about respecting others as well as respecting yourself. A pair of smart ears is worth ten mouths.

Be positive and don't refute easily; Concentrate, don't be single-minded; Be patient and don't interject. Learn to be both rigid and soft, so that everything can go wrong. 1.

Combine the "royal road" with "hegemony", use the "royal road" to persuade people, and use "hegemony" to restrain behavior. too rigid to form an opposition; Too weak to be bullied. It should be:

When you are tough, it is like a bolt from the blue, and when you are soft, it is a big thing.

Leave your dignity to others and your dignity to yourself. Praise is the fulfillment of others and the fulfillment of oneself. If praise is not timely, it is easy to cool people's hearts; Criticism is not timely, and it is easy to go astray.

The greatest praise is to give meritorious service, and subordinates should praise them with great fanfare in front of the boss. Don't worry that a subordinate will take your place, it's an insult to the boss's IQ. I hope mine can help you, and I also hope you can help me**, like, support me more, and follow me more.

No one is born to manage people, keep a slight distance from your subordinates, and leave yourself a little space and secrets. Then, as long as the work can be arranged properly, the work of the subordinates can be accurately judged right and wrong, and pointed out in time.

Just became a leader, and will not manage subordinates. You should start by learning how your leaders manage you. It's a good idea to take a management course. This will help you with scientific management.

At this time, don't do superfluous things, you can maintain a certain sense of mystery, let subordinates respect themselves, in fact, you should also respect the opinions of professionals, don't point fingers yourself, but also do a good job of logistics, urge employees to abide by the company's rules and regulations, and also have a certain human touch, so that employees can love you more.

The most direct way to manage subordinates is to be driven by profits. Those subordinates who are obedient will be able to get benefits, and they will set an example and model for everyone. It should be noted here that many people have different views on benefits, some people think that raising wages is a benefit, some people think that raising a position is a benefit, and some people think that reputation is a benefit to themselves, so as a leader, you need to use different strategies for different employees.

Those who want money give money, those who want positions give jobs, and those who want fame give fame. Of course, the premise of giving benefits is that people who obey the leader's command, are obedient, and work more can get these.

Grass-roots managers, also known as bottom-level managers, are the smallest sesame officials who connect the upper and lower levels. It is precisely because of these unknown and selfless managers that they have brought vitality and vitality to the normal operation of our units and enterprises.

Bottom managers can say that it is difficult to do a good job, need to have a lot of ability, there is a saying that "the bigger the officer, the easier it is to do, the smaller the official is the more difficult to do" said the voice of the bottom manager, I also have a deep understanding of this, the former bottom administrator of our enterprise, feel that they are college graduates working in the enterprise is overkill, look down on the lowest subordinates, feel that they are right must be obedient, a car failure, it was a small failure, maintenance personnel will be able to repair it in a while, It will not delay the normal production, and when he notified the maintenance personnel to repair, due to the tight time and the task reuse is very impatient attitude and unfriendly tone, he told people to repair as soon as possible and not delay the normal production, how to punish after the delay, etc., people will look for screws and find the welding machine after they come, and finally it is almost the same, and the electrician fitter is not properly coordinated, it could have been completed quickly and did not delay the normal production, but it was delayed for more than an hour, and the major accident that almost completed the shutdown was completed.

Later, the administrator adopted another method, usually communicate with the maintenance personnel to ask for warmth, starting from understanding the personality and temper of each person, sometimes also called the brother and brother and everyone to have a good relationship, not to shout Zheng Zai is arrogant, many problems have been solved, the equipment has also been well known, because of the excellent management, he is now entrusted with a greater leader by the company.

At the same time, subordinates due to the uneven ability of each person, the work should be different from person to person, and the situation should not be blindly egalitarian, so that the subordinates with high ability to see hope, so that the people with low ability to live are convinced, usually pay more attention to the communication and straighten out various relationships, care about every subordinate, and be a high emotional intelligence who understands the management of the bottom manager.

The best thing to do is to pin him down a few times, so that he can manage better after he is soft.

Leaders should find opportunities to communicate well with such subordinates, and can give them certain privileges, but do not let him set a bad example in front of other colleagues.

In daily life, you must have a good relationship with such a subordinate, and tell him that if there is any problem, you can raise it directly.

<> "There are no subordinates who can't manage well, only leaders who can't manage."

Ordinary leadership vs successful leadership.

Ordinary leaders are cautious.

Ordinary people think (80%)

Love to get angry. Knock yourself out.

Don't make an investment. Easy to give up.

Sell time for money.

Unwilling to change the status quo.

I like to scold and accuse.

Missed opportunities on the fly.

Today's thing is done by Mingxiang Prefecture Motian.

11 likes to use physical strength to make money.

Successful leadership. Success mindset (20%)

Love to fight. Take a long-term view.

Love to invest. Don't give up.

Spend money to buy time.

Endless self-improvement.

Always praise and encourage.

Always ready to seize opportunities.

Today's things are done today.

11 likes to make money with their minds.

Do management: three more, three less, three angles.

More support, more encouragement, more praise, less criticism, less blame, and less complaint to grassroots employees.

For middle management, more requirements, more training, more coaching, less laissez-faire, less excuses, and less reasons.

For senior management, more communication, more review, more prospects, less slogans, less pies, and less empty words.

From the perspective of employees, if they are unwilling to do it, they should be motivated, they will not be able to do it, they will be trained, and they will be unhappy to have an atmosphere.

From a management point of view, I don't want to be assessed, I don't want to be punished, and I don't want to check the traces.

From the perspective of the enterprise, the dead system should be optimized, the empty culture should be implemented, and the old process should be upgraded.

The highest level of management:

Let subordinates be respectful and afraid.

4. Turbidity and clearing.

What is Turbidity? Bad! What is Qing? Meddlesome!

Bad things should be criticized clearly, and good things should be praised with great fanfare. A good manager will never be a good person. Mistakes are like cancer cells, and if you don't have surgery, the radiation will get bigger and bigger; Good things are like learning from Lei Feng, if you don't praise it, people's hearts will get colder and colder.

5. Blame yourself and forgive others.

What is self-responsibility? It's self-criticism! What is forgiveness is magnanimity!

If the leader takes the lead, leads by example, and self-criticizes first when there is a problem, there will be majesty, and employees will be "afraid";

And when subordinates make mistakes, in line with the management principle that knowing mistakes can improve Mo Dayan, not beating them to death with a stick, giving them a chance to make amends, the prestige will be there, and the employees will "love".

6. Chickens scare monkeys.

What is Chicken? Those who defy the law! What is Monkey? Sidelines watchers!

A leader who makes employees love and fear both must have a bodhisattva heart and a thunderbolt method.