In the face of old fritters employees, how to deal with them as a leader?

In the face of the old fritters, the leaders should implement the rules of survival of the fittest, clean out all those who do not work and grind foreign workers who still occupy positions, and introduce new employees into the team.

1, good at, fox fake tiger just arrived at the leadership position, must firmly grasp the power, which is to be good at making full use of the power given by the leadership above, the old fritters in the workplace are oily, that is also your subordinate, so since it is your subordinate, it must be necessary for you to provide power support, you must be good at borrowing, sometimes you have to fox fake tiger power, only in this way, can you establish your WeChat 2, the work is empty, if the old fritters in the workplace are indeed very uncooperative with the work, You can use a way to put his work on the air, let him stay on duty, in this way, it will make the old fritter very uncomfortable, or may retreat, as a leader, should have the ability to assign work, so how to arrange the work, it depends on your ability.

He should be given some work normally, and if he keeps shirking responsibility, he can clearly point out some of his problems, so that he can admit some of his problems.

We must treat everyone equally, there must be no eccentricity, we must formulate a strict work plan according to each person's work ability, and if the work is not up to standard, the salary should be deducted.

These employees should be communicated and asked to do some work seriously, and if they don't finish it, they can do something for them.

To put it bluntly, the old fritter is a person who is not active in the company, but is not easy to make mistakes, and is not unremarkable, unhurried, and not arrogant. The most striking basic characteristics are that they are not enterprising, do nothing, are flamboyant at work, do not care about anything, and even make mistakes and die without repentance.

Such a person in the company will have a bad impact on other employees, feel that the company is unfair, and more serious will directly affect the unity of all employees of the company and cause damage to the company. Therefore, if this type of person must be eliminated, it may be eliminated. One way is to transfer the other person to a non-critical unit for their personality traits, and let them continue to make mistakes until they find a reason for dismissal.

Mr. Wang is the person in charge of marketing and sales of a company, and his subordinates have a "miscellaneous person" assigned by the supervisor of other units, who relies on some people on the top, does not want to make progress in the company, and for a long time still shows some people in front of his friends, it doesn't matter if he does it or not, and sometimes he makes stumbling blocks to delay others' affairs, which is very harmful to the fighting spirit.

Therefore, Mr. Wang asked the leaders for instructions, and after expounding the relationship of interests, after the acquiescence of the leaders, the human resources department quickly issued a temporary requirement for the company's internal transfer, and the relevant employees were transferred to carry out "training" in it. This "idle man" was transferred to the company's office to solve the matter of receiving and sending documents, and because he was not careful, several documents were not immediately reported to the leader, and the leader blamed him.

After that, he was transferred to the reception office. However, because of his short-tempered temperament, he annoyed many waves of customers, was punished by the company, and was finally dismissed by the company. The situation of your company may not be so simple, but as long as you think of a way, there is no doubt that you can solve the old fritters.

The reason why many employees dare to become old fritters is because the unit management system is not sound and imperfect, and employees are inert in the same environment for a long time, so if you want to improve this situation, managers need to strictly implement the established systems and standards.

Performance appraisal index refers to the process of judging the value creation of the work performance of managers at all levels who undertake the business process and results of the enterprise to complete the specified tasks by clarifying the unit or method of performance appraisal objectives.

In the face of the old fritters in the workplace, for this kind of old employees, the old fritters should be given test-taking management, like this kind of disobedient people, should be punished, do not give mercy, it is really not good, you can be expelled treatment, to kill a hundred examples.

I think that if you want to manage these old fritters in the workplace, you should formulate a series of rules, and everyone will be treated equally, so these old fritters can only do their job seriously.

When facing the old fritters in the workplace, we must formulate some rules for them, and let them do things according to these rules, if they are not completed, they can be deducted, and they can also be given some punishments, so that the old fritters can't sit still.

I think we can use a performance appraisal method, so that we can fire those old fritters who don't do a good job.

In the face of the "old fritters" employees in the group, we can deal with them in the following three ways:1. Salute first and then soldier; 2. Direct hardness; 3. Isolation in the workplace

First of all, if you are a team leader who has just led the team, then for the old fritter employees, you are a very good bully, they will not take the initiative to be tough with you, and which trace is to use a rogue way to slowly grind with you, wear out your patience and reason, and then let you retreat.

For such old fritters, we must not take it lightly, we must learn to salute first and then soldier, we must first make the other party feel that you are a good bully, when the task you arrange is slacked off by the other party, immediately kill him by surprise, of course, you can't leave a handle for the other party, and take the initiative to explain the situation to the other party afterwards, it is best to express yourself "It's also difficult to do", so as to make the other party vigilant.

Secondly, since you have achieved the position of the team leader, then you naturally have a certain amount of power in your hands, if it is in the company, you have the right to punish the other party, then you only need to come up with an iron fist, of course, you can't directly pick thorns, but on the matter, every time there is a problem, you are directly tough, so that the other party knows what your character is.

But then again, a tough team leader must also have enough ability, if you are very procrastinating in doing things yourself, and you are also full of loopholes, then what face do you have to harden others?

Finally, if you can't make too direct moves with the old fritters, then it is best to bring the members of the group over, so that the group members know what kind of person the old fritters are, and the things that will secretly force the old fritters to be handed over to the rest of the group to do, if there are five people in a group, four people are dissatisfied with the old fritters, and urged him, then the old fritters will also be strongly oppressed, and naturally will converge a lot, this trick is also very useful.

When encountering old fritter employees, managers will be more tricky, do not know how to manage such employees, generally old fritter people are relying on their own working hours are longer, seniority is older, so they will become old fritters, and the working environment is very familiar. I also like to take advantage, and I will find excuses to shirk when I encounter dirty work, and then I will often make moods, express my dissatisfaction, and I also like to be cheap at work.

However, such people generally do not make big mistakes, but often make some small mistakes, and then the leader moves a little, the execution is very poor, and it is common to play slippery. The attitude towards work is more negative and casual, and it is very unmotivated. Treat such old fritter employees, can not blindly connive, must take out the attitude of the manager, so that the old fritter employees have a guard in their hearts, so that they can restrain their behavior in the future work, and do not escape the problem of old fritter employees to face up to this question of rent and hail, otherwise it will lead the atmosphere at work astray.

It is necessary to knock on the old fritter employees from time to time, remind them of their style problems, and let the old fritter employees improve as soon as possible. If the old fritter employees are hugged together and become a working group, you can try to disassemble the group, which can reduce the influence and reduce the dependence on the old fritter employees. You can try to recruit new employees, and then pay attention to the quality and ability of employees.

For the team leader, as a manager, the identity of the manager, so in the face of the old fritter employees, we must show courage and methods, do not produce a head-on conflict, which will have a bad impact, from the perspective of work to deal with the whole problem, do not let this kind of old fritter employees appear again. You can also change the working atmosphere of the company to transform the old fritter employees. Always alert the old fritter employees, once there is an inch or violation, you can change the guard.

I think in the face of such an employee, you should adopt a special treatment method, and then communicate with him without thinking about beating around the bush should go straight to him, so that he has no way to shirk and refuse, must not leave him any room for regret, Feng Da Difficulty directly arranged the work to him, and asked him to complete, so that he regretted not taking advantage of the work.

First of all, don't be a man, don't write silently, you must have a clear attitude, face up to the negative impact, don't retreat, don't dodge, and cooperate with human resources to talk to this person to prepare a gas worker, break up the other party's small group, and improve the management system.

You should have a good talk with this employee, and if this employee still ignores it, you can choose to give this employee some small punishment and fine.

Old fritters in the workplace have some common characteristics: they like to rely on the old and sell the old, brag about themselves, and sometimes look down on people.

To deal with this kind of person, the following three points need to be done.

1. Have a humble heart.

Any organization is xenophobic.

When you first enter the workplace, you should be respectful to the elderly in the workplace.

Even if you look down on him in your heart, don't show it.

Connecting with them and discovering and learning from their strengths is also beneficial for your own growth.

As long as you treat others with sincerity, I believe that the other party will not treat you badly.

2. Don't deny them easily.

In particular, Sun Chun's principled issues of right and wrong should not be taken seriously.

Even if he is really wrong, don't correct him in person, but remind him privately so that conflicts and arguments can be avoided.

Even if you are right, he is wrong.

When they accuse, you can take the opportunity to praise them a few words, and you can humbly ask them some questions to satisfy their vanity.

As long as they are happy in their hearts, maybe they will teach Kaibi a few more tricks, so that they can avoid detours.

If they interfere too much in your work, try to be patient and obedient on the surface, but you still have to have your own work ideas and methods, and it is not necessary to do everything according to his wishes.

3. Use private time to strengthen relationships.

The workplace is also a fiercely struggling river, and there are many unwritten laws in it: what you do is not as good as what you watch, and what you see is not as good as mischief. Crack resistance.

Some leaders will use veteran employees to evaluate newcomers to determine whether they are gregarious and can fit into the team's culture and work style.

Therefore, I usually learn from them more about the angle of thinking about problems and the way to deal with them, and taste and figure out more.

If you have the ability, you can also help them and make them more and more smooth on the road to promotion. Maybe they have risen up, and the place they left behind is yours.