What happens if employees only follow orders from their superiors and not from the company?

First, nothing will happen, the superior and the company are both for the sake of work, so when you execute the orders of the superiors, you have indirectly executed the company's orders, because most of the orders you execute will be conveyed from the superiors.

Second, you may feel embarrassed, but you don't have to blame yourself, if nothing happens, the company will turn a blind eye, when you carry out the orders of your superiors, the company actually knows you like a palm, but it is just acquiescing to your work, it's okay if nothing happens, as long as something happens, you can't eat and walk around.

Third, you may receive corresponding verbal criticism, but it will not do anything to you, although the county official is not as good as the current management, but then again, as long as you are strong enough to execute, the ability to adapt to changes is good, then, when you implement the orders of the superiors, the company will also intervene in you accordingly, but will not stop, the company wants you to set an example and take the lead, but when you do not complete satisfactorily or fail to execute, it is you who are unlucky, and no one bears it for you.

Therefore, although you will not be punished too much, you have to complete it with high quality, and once you fail, someone will find you immediately. Thank you.

The key is what the impact is, if listening to the orders of the superior causes damage to the company's interests, it may be punished or fired by the company.

Employees refer to the personnel of various forms of employment in the enterprise (unit), including permanent workers, contract workers, temporary workers, as well as substitute trainees and interns. The employees of modern enterprises are very different from the past, and their quality is relatively high and knowledgeable.

To be executed. 1.It is a person's duty to obey orders.

As a subordinate, you must have the consciousness of a subordinate. The mistake of the leader's instructions is that the leader has not fulfilled his judgment duty, and if he does not perform himself, he has not done his duty well. If everyone thinks that the leader is wrong, should things be carried out?

In the case of unequal information, it is often impossible to judge whether the leader's instructions are absolutely wrong, and even if they are wrong, they will not be implemented. So if everyone follows the trend, the organizational discipline is in **? Everyone can play freely, it will be very messy.

2.Actions to test who is rightTarget. In fact, as long as something is not completed, or even started, it is impossible to know whether it is right or wrong to follow the leader's intentions.

There is a saying that action is the only test of truth. In the workplace, it can also be said that action is the only criterion for testing right and wrong. So, it's too early to draw conclusions about who is right and who is wrong.

Therefore, without deviating from the goal, all actions are goal-oriented, actions can be quickly executed and repeated in a timely manner, and patterns of regularity can be summarized and replicated, and finally the goal can be achieved quickly and efficiently. This is a good implementation standard.

3.Different perspectives lead to different standards for judgment errors. If you stand in a different position from the leader, your vision and pattern will be different.

When the leader gives an order, you feel that it is wrong, but from the leader's point of view, it may be right. So we can't use a fixed mindset and standard to judge whether a thing is right or not. Of course, there are a lot of things that are hard and fast.

For example, there are strict regulations on violations of laws and regulations, and they are very clear. I believe that no one who understands the law will give an order that violates these regulations.

4.Be a good coach and focus on results. Do what the leader tells you to do, don't use your own understanding to think about the direction of things.

After all, leaders look at things from different angles. Do things well and pay attention to whether the results are according to the expected results of the leader. If so, reflect on your own errors in judgment.

If not, then think about whether the directive can go in a better direction. Not only can you discover your shortcomings, but you can also improve your judgment.

I feel that I still need to carry it out, after all, this is a task assigned by the leader, and I can't slap the leader in the face.

No. Because I still have to bear the consequences, it is better to remind the leader first, express my opinion, and then record by the way, in case I do something wrong, I have to throw the blame on the leader.

I don't think it's necessary. Because it is impossible to get a result at all, and even if you do, you will eventually be rejected.

<> the company's employees only listen to the orders of the boss and do not listen to the orders of the middle leaders, this is a serious organizational problem that should be solved in time so as not to affect the normal operation of the company.

Here are some measures to address such issues:

1.Communicate in a timely manner.

Middle leaders should first communicate with their superiors to let their bosses know that this situation is affecting the company's operations. Middle-level leaders can provide details of the problem so that the boss can truly understand how obedient the employee is to them, so that they can take reasonable action.

2.Encourage employees to focus on the long-term interests of the company.

Bosses often only focus on immediate interests, ignoring the company's long-term planning and employees' troubles. Middle-level leaders can communicate with employees, let employees understand the necessity of the company's strategy, and focus on the long-term interests of the company is the guarantee of employees' career development.

3.Build a good relationship with your employees.

Middle leaders should demonstrate their value and leadership skills to employees, and meet the needs of employees to a certain extent, so as to improve employees' sense of identity and trust in themselves. At the same time, middle-level leaders should also adhere to the company's systems and norms, so that employees understand who is the "hero".

4.Improve the level of management.

Middle-level leaders should continuously improve their management level to ensure the efficiency and quality of the team, so as to win the recognition of employees and the company. At the same time, middle leaders also need to continue to learn and improve their business skills so that they can do their work better.

5.Seek help from a professional agency.

If the problem cannot be solved after the middle leaders have struggled to solve the problem, they can consider contacting the relevant professional organizations for their help and advice. For example, you can ask the HR department for teamwork and communication problems, and you can ask an independent consulting firm to solve your company's strategic problems.

In conclusion, middle leaders should constantly strengthen their leadership skills and seek various help and resources to solve organizational problems to ensure the proper operation of the company.

When subordinates don't buy the orders of middle managers, you can consider the following methods to solve this problem:

Understand why: First, you can take the time to understand why your subordinates don't buy the middle manager's orders. There may be communication issues, trust issues, unclear directives, or other underlying factors.

By communicating and listening effectively with your subordinates, you can better understand their perspectives and concerns.

Provide clear guidance: Make sure your middle managers provide clear, specific, and actionable guidance to their subordinates. Clear guidance eliminates misunderstandings and confusion and reduces the likelihood of not buying. At the same time, work with middle managers to help them provide better guidance and support.

Emphasize team goals: Reaffirm the company's vision, mission, and goals and make it clear to all employees how their work relates to the success of the entire team. Emphasize the importance of teamwork and collaboration to encourage subordinates to understand and respect the orders of middle managers.

Provide training and development opportunities: Sometimes, subordinates may be dissatisfied with the orders of middle managers because they feel that they lack the necessary skills or resources to complete the task. In this case, provide training and development opportunities to help subordinates improve their capabilities and better understand and accept the instructions of middle managers.

Resolve conflicts and issues: If the problem base persists, further action may be required. This may include resolving conflicts within the team, conducting mediation, or enlisting the help of a third party.

Ensure that there is a healthy communication and conflict resolution mechanism within the company in order to deal with the situation effectively.

In short, solving the problem of subordinates not buying the orders of middle managers requires patience and communication. This can help improve the situation by establishing good communication channels, providing clear guidance, emphasizing teamwork and collaboration, and addressing potential issues and conflicts.

First of all, it is necessary to clarify the command structure of the company, so that subordinates understand that middle-level orders are authorized by the boss and must be carried out. Advocacy can be strengthened through team meetings, etc.

Secondly, it is necessary to strengthen the communication and coordination ability of Hu and the middle level, so that subordinates can understand and support the decision-making of the middle level, so as to increase the execution power. The middle level can communicate with subordinates regularly, listen to feedback, and improve communication and execution.

Finally, it is necessary to clarify responsibilities and rights, strengthen management, and discover problems and risks in a timely manner. If it is found that subordinates do not obey orders from the middle level, it is necessary to take measures in a timely manner, interview and strengthen supervision and send a delegation.

Hopefully, the above suggestions will be helpful to you!

This is a relatively common issue, but the workaround may vary depending on the situation. Here are some common workarounds:

Communication: First of all, this problem should be solved through communication. Leaders should sit down with employees and subordinates to understand their thoughts and problems and address their problems and concerns as much as possible.

Leaders should clearly express their expectations and requirements and try to build trusting and cooperative relationships with employees and subordinates.

Motivate: To encourage employees and subordinates to work together, leaders should set clear goals and rewards, and reward those who achieve them. This allows employees and subordinates to be more proactive in their work and increases their motivation and enthusiasm.

Training: Leaders should conduct the necessary training for employees and subordinates to improve their skills and abilities and give them a better understanding of the company's goals and requirements. This helps to improve the efficiency and quality of workbook searches for employees and subordinates, and increases their confidence and motivation.

Build team culture: Leaders should strive to build a team culture where employees and subordinates are more engaged in the team and willing to work together for the team's goals. Leaders should respect the individual opinions and ideas of employees and subordinates, and encourage them to make suggestions and suggestions for improvement.

This helps to increase the enthusiasm and creativity of employees and subordinates, and improves the efficiency and quality of the entire team.

Supervision and feedback: Leaders should provide supervision and feedback to ensure the quality and efficiency of the work of employees and subordinates. Leaders should identify problems and deficiencies in their work in a timely manner and provide necessary help and support.

At the same time, leaders should evaluate and give feedback on the work of employees and subordinates to help them improve their own work style and improve the quality of their work.

In short, it is a common problem for employees to only obey the orders of the boss and subordinates not to follow the instructions of the middle level, but it can be solved through communication, motivation, training, building team culture, supervision and feedback. Leaders should choose the appropriate method to encourage employees and subordinates to work together, improve their efficiency and quality, and thus drive the long-term growth of the company.

In company management, it is important to establish effective communication and collaboration relationships. If company employees follow the instructions of their bosses but do not follow the instructions of middle management, it can lead to communication barriers and a decrease in the quality of work. Here are a few ways to help deal with such a dilemma:

1.Promote better communication. If employees often ignore the instructions of middle management, it may be because they do not understand the direction and goals of the company and lack effective communication with middle management.

In response to this situation, regular communication meetings and frequent team building activities can be used to help establish better communication relationships, strengthen employees' understanding and recognition of the company's goals, and improve employees' trust and willingness to cooperate with middle managers.

2.Establish a project management coordination mechanism. If employees ignore the instructions of middle management because middle management and employees are not in the same team or project, the company can develop a coordination mechanism and project management system to improve the management efficiency and dominance of the middle management personnel of the team and project, and at the same time, these mechanisms and systems can be used to reduce barriers to understanding for employees and avoid confusion and disagreement.

3.Unleash the potential of your employees. Sometimes, employees don't follow the instructions of middle managers because of their lack of self-confidence or lack of skills.

In this case, the company can train and support employees through a better human resource management mechanism, improve the ability and self-reliance of employees, so as to effectively solve the situation that employees do not follow the instructions of middle management.

In short, companies can solve the problem of employees not following the instructions of middle management by promoting better communication methods, establishing project management coordination mechanisms, and exploring the potential of employees. By strengthening communication and collaboration, we help companies better achieve their goals, improve operational efficiency and improve the quality of their work.