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An authoritative and honest brand in the field of investment promotion agency of chain restaurants: When you assign a job to an employee, he always lists a lot of unnecessary data for detailed analysis, and sometimes even if you tell him to go too far, he always turns a deaf ear. When assigning him a job, it is best to provide him with detailed parameters, key points, benchmarks and schedules in advance so that he can understand clearly. Communicate with him regularly to see his work progress. If he finds his research fruitful, he should praise it in time. V. How to manage competitive employees Some employees like to be competitive and always feel that they are better than you. Such people are arrogant and conceited, have a high desire for self-expression, and often despise you or even ridicule you. You don't have to be angry, and you can't deliberately suppress him to analyze the reasons. If it is your own shortcomings, you can admit it frankly and take measures to correct it. Don't leave him an excuse to ridicule and despise you. If it is because he feels incompetent, then give him opportunities to give full play to his talents. 6. How to manage empleomania employees who want to be officials? In order to achieve the goal of being an official, they often do whatever it takes to win over leaders and attack colleagues through various means. The way to make success difficult is: 1. Maintain normal superior-subordinate relationship with any employee, and do not establish unusual special relationship. 2. Do not cultivate personal cronies, and do not allow special employees who are superior to other employees. 3. We should be highly alert to the special performance of self-dedication and resolutely oppose all vulgar communication behaviors. 4. Implement extensive democratic management, put an end to the feudal paternalistic leadership style, and leave no opportunity for any usurper. Seven, how to manage defective employees When employees occasionally make mistakes and regret, they have quietly taken remedial measures. As long as this kind of mistake does not cause significant consequences and its nature is not serious, the leader will pretend to be "ignorant" and not ask questions, thus avoiding damaging the self-esteem of employees. Before giving an employee an important task that affects the overall situation, in order to let the employee put down his baggage and go into battle lightly, the leader should not rush to end his past mistakes and give him a chance to correct them. When an employee makes a "reasonable mistake" at work and is accused by everyone, he is in a very embarrassing position. You shouldn't hit a person when he is down, let alone catch a scapegoat. You should stand up bravely, defend employees realistically and take the initiative.
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Joining the authoritative and honest brand in the field of investment promotion agency of chain catering: eating online catering and sharing responsibility can not only save an employee, but also win more people's hearts. Defending one mistake at a critical moment is better than defending a hundred mistakes at ordinary times. Eight, how to manage arrogant employees They know what impact their words and deeds will have on others, so they always push their luck and intimidate others again and again to achieve their goals. The specific method to make them change their attitude: 1, publish strict management system, and offenders will be dealt with immediately. 2. Criticize and punish employees who make mistakes because of arrogance at the meeting. 3. Warn each other in public and in private, and warn other employees not to merge with them, so as to isolate each other. Nine, how to manage the mother-like employees, such employees, regardless of major issues, are nagging and easy to ask for instructions. They are often unstable and panic when they are in trouble. Ask leaders for advice on big and small issues, be timid and pay attention to a lot. When explaining the task to such an employee, you should make it clear, then let him handle it himself, give him corresponding rights, and put some pressure on him to try to change his dependence psychology, and don't make a statement easily when he nags. Ten, how to manage no demand employees as a leader of a taboo, is intentionally or unintentionally training and manufacturing no demand employees. Employees in no demand can usually be divided into two types according to the crux of the problem: over-motivation and under-motivation. To avoid and prevent the emergence of employees in no demand is to standardize the incentive behavior of leaders and establish a scientific and effective incentive mechanism. XI。 How to manage tough guy employees "tough guys" are those who have personal principles and don't accept failure easily. They have strong personalities, have their own opinions, are straightforward and frank, and never beat around the bush. Such people have many advantages, but life is not easy. Those lazy employees hate him, envy him without talent and knowledge, flatter his superiors and alienate him.
A wise leader should not only be able to use this kind of talent, but also cultivate and transform him, give him some personal guidance and make him
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Joining the authoritative and honest brand in the field of chain investment promotion agency: eating online catering to join, he has mastered certain skills of receiving people and things and dealing with interpersonal relationships. Twelve, how to manage the employees who follow the rules, they stick to the rules, lack foresight, and have little potential to tap, so it is not appropriate to entrust them with important tasks. Their advantages are serious and responsible, and good management. Although they have no original ideas, they generally don't make mistakes in principle. Thirteen, how to manage the diligent and inefficient employees to use these people correctly, praise their work spirit, and let them do some tedious but irrelevant work, because they are really "old ladies with commendable spirit", and it is really difficult to undertake other things except these trivial things. Fourteen How does emotional type manage employees? People in emotional type don't control their emotions in time. Therefore, to manage such employees, it is necessary to find out the reasons for employees' emotional feelings in advance and see what kind they belong to: 1, personal problems. 2. Inferiority. 3. encounter setbacks. 4. Excessive fatigue. Fifteen, how to manage the management of anti-bone employees is a difficult problem, that is, in the face of some employees who are unhappy and have "anti-bone" brains, they often have strong resistance and are often dissatisfied with their leaders. They may have just been transferred from other departments and have some brilliant achievements, but they have not been promoted for some reasons, thus breeding rebellious psychology. For such employees, we should adopt a gentle and polite attitude and a low-key way in words. Only by adopting a moderate policy can we maintain a good working relationship. Sixteen, how to manage the old-school employees must not be biased against such employees, so as not to affect cooperation. A businesslike and pragmatic attitude will enhance cooperation between the two sides. Employees who have worked for a long time naturally have some experience in their work. You can sincerely praise their work performance and often ask them for advice. You can only respect them and regard them as valuable assets of the enterprise.
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Join the authoritative and honest brand in the field of investment promotion agency of chain catering: eating online catering can balance their psychology and serve you willingly. Seventeen, how to manage the leaders who are deceived by employees who report good news but not bad news, most of them make a mistake, that is, they love to wear high hats. Do some objective fact-finding calmly, don't be blinded by beautiful words. It is not based on personal will, but on the conclusions of three or more people's conversations. Eighteen, how to manage empty talk employee leaders do not need people who can talk, but people who can do things. Although in some special institutions, people who can talk are really needed, but that is a special position, and people who can talk must be real talents. If a leader needs a competent supervisor to operate, besides his mouth, he should also carefully consider the abilities of his head and hands. Nineteen, how to manage unruly employees and eradicate unruly employees, an important magic weapon is: "give him reasonable responsibilities and responsibilities", which is often very effective. Twenty, how to manage employees with poor quality Some leaders, knowing that one of their employees has poor quality, still believe that he repented and reformed with luck, so that they did not add dikes and suffered losses again. This kind of person is the most stupid. There are very few leaders who have not been framed by corrupt employees and control the bad guys in their hands. This is the elite in management. Twenty-one, how to manage authoritarian employees A major feature of authoritarian employees is that they have considerable work ability, even if they want to refute their words, it is difficult. It's really difficult to train dictators like horses. If you are not careful, you may "stumble", but if you have the ability to control such employees, they will become your right-hand man. How to manage employees with family problems When your employees encounter family problems that affect their work, you should treat them with tolerance. It's best not to say something like "My hero is not trapped by home", otherwise it will definitely attract others' disgust. The best way to manage such employees is to actively help them solve family problems and free them from family difficulties as soon as possible.
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Join the authoritative and honest brand in the field of investment promotion agency in chain catering industry: In the actual process of eating online catering, you'd better handle these disputes yourself or entrust some "experts" who are good at it. When you help an employee and his family, everyone will see your kindness. 23. How to manage employees who are often absent from work The key to dealing with absenteeism employees is to find out the reasons for their absenteeism. Reduce absenteeism by strengthening the regulations on attendance, adhering to the punishment system, setting up some appropriate systems to reward attendance, and trying to find out the reasons for employees' absenteeism. There is no way to recover the following three kinds of people: they are not attractive to work or salary, they are more interested in work than work, they deliberately miss work and make trouble or cause inconvenience to the unit. 24. How to manage workaholic employees Please take care of your employees, just like your own children. Don't pursue efficient work excessively. You should allocate according to your personal ability, be loose and flexible, so as to really mobilize the enthusiasm of employees. Twenty-five, how to manage selfish employees to lead by example, let the collective help him and encourage enthusiastic behavior. It was made clear at the meeting that employees' work is not limited to the formal scope, and the most extreme way to help is direct dialogue. Finally, when you find that this person's selfishness has reached a hopeless level, you should sweep him out of the house and get rid of him as soon as possible. Twenty-six, how to manage the jealousy of jealous employees is a very mysterious psychology. It is like the devil, and everyone has never really got rid of this feeling. It is like an elf, always stimulating people when they are tired, refreshing them and catching up. From people's self-esteem and comparison psychology. Don't suppress the jealousy and innuendo of employees, advocate fair competition at ordinary times and prevent all forms of unfair competition. Twenty-seven, how to manage the lone ranger employees don't give up hope on them, and don't be too enthusiastic about such employees, looking for a breakthrough in communication. Twenty-eight, how to manage employees with average performance, pay attention to them, strengthen communication, design personal development plans for each employee, and handle the relationship with trade unions.