Subordinates are disobedient, no one is working, what should you do as a leader?

It should be said that there are no disobedient employees, only incompetent leaders. The so-called disobedience of employees is nothing more than the following situations: First, they feel unfair and negative about the work assigned by the leader.

The second is the negligence caused by questioning the leader's own ability level. The third is to rely on one's own connections, but no one is in the eyes of the leader, and he does not obey the management.

As a leader, in the face of disobedient management, disobedient employees, and subordinates, you must first ask yourself to see what the problem is.

1. If the problem lies with me, it is because I am unfair and not objective in the work arrangement, resulting in disobedient employees, I think as a leader and manager should make adjustments in time. Because, over time, it will also affect their own prestige, as a leader should unite and lead the comrades in charge of the department, unite as one, and work together to complete the mission in a comfortable mood.

It will have a very bad effect on future work, so it should be corrected in time.

Second, if the employee is not satisfied with his business ability, and the employee is disobedient, then on the one hand, the employee is also self-sufficient, because of his own little cleverness to his tail, he will not have a big future. On the other hand, as a leader, you should also reflect on yourself, and only when the ideological realm and ability level are higher than that of ordinary employees can you serve the public, so as a leading cadre.

It is very important to strengthen the cultivation and learning of professional ability and strengthen the improvement of personal conduct.

3. Leading cadres should cultivate the personality charm of forging a healthy body, adhering to principles, being good at solving complex problems, and striving for the cause for life.

Only in this way can you establish your own prestige among the masses, convince the masses, and take the initiative to follow you.

So, how do you manage disobedient employees as a leader?

Clause. 1. Take the initiative to talk to each other. Understand the real situation of the other party, whether it is because of family difficulties or personal ideas. Be honest and ask for support.

Clause. Second, the layout should be clear. Treat everyone equally, including disobedient employees, to decompose the tasks that need to be completed to people, make them clear to people, and make public arrangements and meet to deploy together.

Clause. 3. The time limit for completion should be clear. Explain clearly the effect and goal to be achieved by the work task, and put forward clear requirements for the time limit for completion.

Clause. Fourth, after arranging the work, ask for everyone's opinions, see if there are any unclear or difficult problems, if there are any problems, help to solve, if not, handle it accordingly.

Clause. Fifth, if the above work has been done, but still cannot complete the task, and the situation is slippery and bad, it is recommended that the superior leaders make personnel adjustments.

In this way, the tasks are all open, the responsibilities are all clear, and it is clear who is who and who is wrong.

Disguised suppression, when there is a conflict between the leader and his subordinates, if the leader only knows how to blindly suppress his subordinates, this is often a low-level performance. In fact, as a leader, you have a lot of resources and advantages, for disobedient subordinates, you only need to use a little means, and you don't need to suppress them at all.

Subordinates are disobedient and unwilling to work, which proves that the leader has no deterrence, and should make an example of chickens and monkeys, and there are rewards and punishments, and employees are actively working.

It must be to follow the example of the scene or directly kill the chickens and monkeys, and let them know that your status is very high.

Subordinates do not work should first be caused by insufficient leadership, the specific analysis is as follows:

1. There is not enough prestige or deterrence in front of subordinates, so that they feel that it doesn't matter if they don't work or not;

2. Without a sufficiently detailed division of labor, subordinates do not know what they should do and who should do what they should do;

3. Without corresponding punishments and incentives, who should do the work, do it well or not, and do it and don't do it. If you can't reward attendance and punish laziness, it is equivalent to rewarding laziness and punishing attendance;

4. Lack of good team culture, no unified team's core values, everyone doesn't know what to pursue there;

5. Labor discipline is not perfect.

The corresponding solution is:

1. First of all, we must unify our thinking, we are together to actively struggle and create a better tomorrow, the work is not for the boss to do, nor for others to do, it is for yourself, do not do never grow, do will always learn something, in the future in this unit, or go to other units, will always be diligent and hard-working people are welcome;

2. Classify or group the work, and assign responsibility to the person;

3. Formulate corresponding rewards and punishments, and if it doesn't work, we will engage in the last elimination system, and use heavy codes in troubled times;

4. It is necessary to communicate more with subordinates and understand their ideological dynamics in order to adjust in time, and to keep a certain distance from subordinates appropriately, so that they feel that you are their boss and don't always treat you inappropriately.

Make it short. If the employee is disobedient, there is no need to rush to confront the counterpart. It's about learning to use the other person's shortcomings, and the more he doesn't know anything, the more he asks him to do something. Show your power by constantly hitting the other person's self-confidence.

Over time, employees' motivation to work will be greatly reduced. When he knows that this is your suppression, he will send a summing signal. At this time, assigning the work that suits the other party will produce twice the result with half the effort.

Subordinates don't work and don't listen to the leader's arrangement? Use four tricks to break the game quickly.

Bullying. Those employees in the workplace who are disobedient and do not work are precisely the old fritters in the workplace. The reason why they are reluctant to work hard is because their career ceiling has reached the end, and because they can't see the hope of promotion and salary increase, they choose to eat and wait for death.

This type of employee may be slick, but he is not very competent. If the leader wants to build authority, he can first use this kind of employee to make an example of the monkey and set an example. Punishing employees who don't work is justified, and it can serve as a warning to other employees who don't work hard.

Persimmon picks soft pinching, and if it is aimed at the thorny employees as soon as it comes up, it will cause team turmoil because of strong resistance.

Subordinates don't work and don't listen to the leader's arrangement? Use four tricks to break the game quickly.

Subordinates don't work and don't listen to the leader's arrangement? Use four tricks to break the game quickly.

Knock hard. Once you have established your prestige, you need to find the thorn and move on to the next step. The thorns in the company are often people with excellent professional skills, and if they can't control the other party for their own use, then they will definitely be a threat in the future.

For this kind of powerful person, you can beat him from time to time, and if necessary, you can take some iron-fisted measures.

Subordinates don't work and don't listen to the leader's arrangement? Use four tricks to break the game quickly.

Heavy talent. If managers want to serve the public, the most important thing is to know how to value talents. When you establish an image of "knowing and cherishing talents", team members will be more convinced of you.

There are three benefits to reusing talent:

First: take advantage of its strengths and give full play to its maximum value, and the interests of the team can also be maximized;

Second: play an exemplary role, let other members know that efforts will have results, and talents will be reused;

Third: buy people's hearts and minds, which is conducive to the long-term development of the team.

Subordinates don't work and don't listen to the leader's arrangement? Use four tricks to break the game quickly.

Sun Ziyun: "Thick but can't be made, love can't be ordered, chaos can't be cured, like a proud son, can't be used."

As a leader, you must not be soft-hearted, and you must be good at using the above 4 tricks in the face of disobedient employees. Recycling will definitely have a good effect.

At first, you can persuade each other with good words, after all, it is not easy for everyone outside. If he doesn't listen to good words, he will be assigned the amount of each person, and if he can't reach the goal, he will be deducted from his salary, and if he is lazy, he will be deducted from his salary.

If the subordinates do not work, they must know that they will be fined wages for the serious consequences of not working, and they must be strictly managed, and they must work hard and diligently to do their work well, so as not to be punished and their wages and bonuses will be deducted.

Then find a way to let him work, don't you have the right to evaluate him? Performance, salary, bonuses...

Directly fire the squid and recruit people from new.

opened, or reported to the superiors, and transferred this person out of other departments to avoid holding you back. But you have to talk to him in advance, and if there is still no response, then what to do.

Tell him, let him be the leader.

Otherwise, let him go, it depends on your ability to solve the problem.

In this case, the first thing you should consider is how you treat your subordinates. Why don't they work and find out the cause to cure the symptoms?

Then you have to figure out why you don't do your job, at least you have to do your job well.

Subordinates are very capable but disobedient, how to deal with them as a leader?

1.For such a capable and disobedient subordinate, we must limit the scope of his work, not give him the opportunity to contribute and achieve, but also limit him to lead a team or contact more people, because such a capable person can quickly make achievements and gain prestige, and then it will be difficult to deal with, so he should not be given the opportunity to develop freely in the first place. Many times, with restrictions, people like them may be disobedient and may be misconstrued as suppressing talent.

So at this time, it is necessary to transfer to a vacant position, give him the position of consultant, firefighter, or the position of being in charge of logistics, etc. Keep him away from his dominant position. The principle is that Longyou Shoal is played by shrimp, not boiling.

A good relationship between any person is not innate, and a good relationship is tempered by many things. This is what is often referred to as sharing in suffering.

2.In the face of capable but disobedient subordinates, you can also try to woo! Ability is the hardest.

This issue has been solved. Are you still afraid that he will be disobedient? As long as you fight for it and take care of yourself, people's hearts are full of meat.

As a subordinate, why do you have to go against the leader? It's not good for yourself. I believe that if you fight for a long time, your subordinates will definitely join your camp and listen to you.

For a leader, bribing the hearts of subordinates is nothing more than acknowledging their ability to work. Everyone wants to be recognized, especially those who are capable. When you learn to appreciate your subordinates, it is the beginning of accepting their hearts.

Expand your own patterns. Don't make your subordinates worry about just one or two sentences. Let him be bold and do it.

You are only responsible for doing the logistics, paying special attention to the progress and only looking at the results. If you do a good job, you'll be rewarded heavily. If the task is not done well, he will try to clean it up and make sure that he does not refute it.

3.There are some subordinates who are capable, but they do not return to their hearts easily. For these people, it is necessary to use a "murder plan", that is, to exaggerate someone's ability too high, so that he forgets his actual ability, and thus causes failure.

Those who can't do what they can, those who have the ability and ability, but who don't listen, you actually only worry about one thing, that is, he will do little tricks and make small gangs to betray you. At this time, it is actually very easy to solve, that is, constantly distract his energy, arrange a lot of messy events and small things for her every day, so that he is always tired of coping with work, and has no energy to do small tricks and small gangs.

Your ability must be stronger than his, you must have something he appreciates, be able to believe, let him believe in you, you must also have a certain amount of concern for his life, and you must also have some help in his life.

I think that for such subordinates, then as a leader, you can choose to talk to your subordinates, or you can choose to find a strong competitor for your subordinates.

The leader should say one thing to him, let him see some of the leader's actions, so that he will warn himself about some of his actions.

Capable but disobedient subordinates can be found in almost any unit, and in a sense this is also a worldwide problem. The manager thinks like this, if the subordinate is really capable and wants to do everything well in his own way, then I will let him do it. But you have to tell him explicitly and ask him if something goes wrong.

If he thinks he is capable and refuses to accept anyone, he will be responsible for something. If it is not done well, it will naturally converge. If he does it well, it can provide him with a stage and space for development.

Talking only about the outcome and ignoring the process is not a perfect solution, and the result is good or bad once formed. All are irreversible, and the severity of their harm and consequences to the organization is obvious. The stage or space can be provided by the organization, but the process must be controlled, otherwise, no one can return to heaven when the results have already been formed.

Everyone has a desire to express themselves. If the leader can give him the opportunity to display his talents, the contradiction will be resolved.

The leader is struggling on some issues, and the more disobedient you are, the more I will find fault with you. Punish you, so that the conflict will not be reconciled, but will continue to intensify. As the saying goes, a slap doesn't make a sound.

Leaders should focus on art rather than institutions when dealing with such issues. They shouldn't be aggressive at first. Even if their subordinates do a bad job, they should not be deliberately blamed.

They should tell their shortcomings, help them correct them, and promote their growth, so that not only will the conflict be straightened out, but their subordinates will also be more impressed with you.

You should put yourself in His shoes, and at this stage you don't have to obey you. It takes time to resolve a person's unpleasant emotions, what is the reason why he has not been promoted, and if there are shortcomings in some aspects, it is best to try to help him correct the shortcomings. If not, see if he is recommended to other departments.

Sometimes it makes more sense to seek compromise, and there is no need to seek agreement because of the different backgrounds. Compromise must be principled, adhere to a performance culture, and achieve goals is the most important thing.