How Do Leaders Manage Subordinates?

No matter what leaders want to do, leaders are doomed to fail if there is no response from followers. However, in reality, leaders and followers are always unable to keep pace with each other.

In this troubled material world, leaders always exclaim too much temptation and find it hard to find reliable employees.

More and more evidence shows that the role of management charm in leadership, charm can be a driving force for differences.

In the eleventh phase of the good mood management workshop, Zhi ran was a leader in charge of headache.

1. as a top executive, how to manage employees with strong personality?

The solution: if the supervisor feels that the personality of the employee is tough, the supervisor's personality is often weak.

Employees are self respecting, and some are self righteous.

For the tough employees, supervisors can take two strategies, one is to change the tough character of employees, and the other is to overcome weaknesses.

Moreover, he only uses the ability of the staff, but does not reuse his quality, and gradually tame the tough staff through the strategy of "target management".

2. employees are vulnerable to external temptation. How can employees improve their ability to resist temptation?

Solution: employees are being lured not only for money, but also in your company.

3. it's hard to find trusted employees nowadays.

What is the way to quickly identify employees' loyalty?

Solution: if it is too difficult to find trustworthy employees, the boss is likely to feel uneasy about any employee, with low trust and a more paranoid personality.

To identify employees quickly, the boss must first identify himself.

How to know a person is not knowing oneself.

4. how to let more and less employees do more work and less talk?

To solve this problem: the management thought of Dayu's flood control is rewarded without criticizing bad ones.

Negative incentives often result in employee self-esteem.

5. the employees with different abilities will be discouraged by the same objective management and assessment. The low ability of the staff will be bruised. If we use different targets to assess, the enthusiasm of the staff will be injured. What should we do?

The way to solve this problem is: internal competition mechanism tends to make stronger and stronger, weaker and weaker. A team can not use two sets of standards. The reality is weak and strong. We should build strong and weak teams in the team with strong and weak ones.

6. can employees who are unreasonable and unreasonable can manage with "management charm"?

The way to solve this problem is that employees who do not talk about reason and law emphasize their "sense of law". They are likely to be dissatisfied or not trust their superiors.

But we can not use the general "management charm".

Otherwise, it is not only invalid, but also very dangerous.

This requires managers to work harder to improve their management charisma.

7., how can a competent employee be "self righteous", as a supervisor, to help them to work honestly and honestly?

The way to solve this problem is that people who are opinionated are usually very capable but have a lot of face and self-esteem. Most of them are self respecting, most of them are tall, and are often disdain for people's affairs. If managers are more powerful, they will often see their negative. These employees usually have a skill, eager for their superiors to have specific requirements, rather than just putting pressure on them. For them, they should be less critical and less blaming, encourage and praise more, give them opportunities to grow and match their abilities with their positions. This is a basic strategy to improve their ability and also an opportunity for their superiors to improve their management charm.