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How Do Employees Manage Their Problems?

2011/4/7 9:54:00 71

The most frequently asked question is: "how should I manage the internal problems?"

staff

"I often laugh and ask, tell me what you think about the performance of your employees, so they will talk to me about the behavior of their employees in their own eyes.

A certain employee is always disobedient, let him do things more than three times, and sometimes have to hurry; some employees have good ability, outstanding performance in their positions, but they are arrogant, especially do not respect the leadership, often do not give leadership face in public; some employees are always looking for leaders to reflect problems, talk about his ideas and views, but always perform mediocre, other colleagues say he is "old slippery"; so and so employees are always scattered inside the company's leadership of the gossip, but also easy to distort the facts, have been criticized several times.

In short, they have different problems with their employees, and they are also troubled by these employees.

I do not intend to analyze these phenomena, nor do I intend to categorize these different types of problem employees, but I would like to raise a few questions to these managers and discuss some personal views.

Controller

When considering how to deal with or are troubled by these employees, it is recommended to consider the following questions: why do you think they have "problems"? What do you think are the criteria for having problems and no problems? Do you know clearly these standards? Do employees know these standards? Are they your own personal standards or the standards laid down by enterprises? If you are to become employees, are you willing to accept such standards? Do you think such standards are reasonable and appropriate? Do you care if these standards are necessary and meaningful?

Face

team

If there are any problems with employees, you might as well try to answer the above questions first. After careful reflection, write them down and look at them carefully.

Let's see if this question is a problem. A math problem is too difficult to solve at one time.

Is it trying to enlighten the mind, promote the thinking of the brain to solve it? Or do we need to revise the math problem, simplify it, or change it to the level we can solve? So, do we really need to change the staff? Is it to let the employees change or change themselves? If the above process is called the problem of finding and analyzing the problem, how to solve the problem?

Face sincerity and serve others with sincerity.

As a team leader, we must have the quality and role of leaders.

There is a survey in the leadership of Kouzes (Kouzesm, J) and Posner (Posner, B).

A large number of surveys are conducted on the quality of the most respected leaders in the world. The final statistics show that the most respected leader in the first place is genuine.

Therefore, it is important to establish a leader's image in the staff's mind and establish influence in the team.

Sincerity is not about how to behave when everything is in good condition, but when a team is in trouble, when a worker has problems, the leader can honestly deal with problems, treat employees, rather than avoid them, and even take measures of curve exclusion.

So when a leader meets a problem employee, he must first be honest and honest, so that he can find problems and solve problems.

This is also the way of management handed down by the Chinese ancestors.

Pay attention to performance and convince others by reasoning.

As an enterprise leader, not only to maintain the normal operation of the organization, it is more important to lead your team to achieve breakthroughs in performance.

Peter de Luke said that there are three tasks for an enterprise: first, to create profits responsibly; two, to make employees achieve achievements; three, to undertake social responsibilities.

As a team leader, we should responsibly create team performance and make every employee achieve success.

This means that managers should always pay attention to the key points and focus on your overall goals, instead of losing your time and energy in the process of achieving the overall goals, and should not be entangled in minor details.

When facing a problem employee, first of all, look at his performance. If employee performance is not enough, try to help him achieve his goal from the performance path, then consider whether he can make you like problems.

Giving full play to advantages and stimulating challenges.

If your employee performance has been good, maybe he is arrogant, and even in the organization is a "restless person". Try to give full play to his strengths and give him higher challenges, so that he can play his talents in a higher platform and space.