When catering managers manage employees, they often have some minor negligence, which leads to the decrease of employees' trust in themselves. Here are eight "Don 'ts". If managers do it, employees will be more willing to listen to you. Welcome to read the reference.

1. Reason: Don't let negative emotions dominate

Managers need to pay special attention: emotions are productivity. Managers first need to make their emotions more positive, and at the same time learn to consciously pass on this emotion to employees. Translating damasio's point of view into the language of management is: when a person is in a bad mood, his work performance must be poor; And when a person is full of emotions, his creativity must be super strong.

managers usually criticize and scold employees when they are emotional. This is meaningless. The positive message you want to express can't be expressed at all. Admittedly, your anger is understandable, but it will be more ideal and rational to start reprimanding employees after adjusting their emotions.

Emotion is productivity, and managers should be good at controlling, using and conveying emotions, which is the value of management.

2. Time: Don't procrastinate

This seems to contradict the above point, but it is definitely not. When the manager learns of the problem, he should calm down first, and then directly tell the employees where the problem lies. It is important to deal with disciplinary problems quickly. If you don't tell him the problem, he will take it for granted. Many managers are afraid to talk to their employees directly, which is not acceptable.

communicate with employees more, so that solving problems will "treat both the symptoms and the root causes". Similarly, time and efficiency will be improved. Do you still feel embarrassed?

3. Method: Don't just say there is a problem

The manager should directly point out the crux of the problem and let the employee know what he should improve. Just saying "you have a problem" is of no practical help to employees.

When necessary, you should tell employees how to do it, how to do it, what to do it for, and what an expected goal is. Considering the situation from the employee's standpoint and analyzing it actually will make employees more clear about their responsibilities and obligations.

4. Way: Don't handle problems by phone

Please arrange time to discuss his problems face to face with your employees, let him know that you attach great importance to him, and you will find that these hours are worth investing.

Face-to-face conversation is more efficient than telephone communication, and each other will be more real and pay attention to the content of this conversation.

5. Mentality: Don't make it in one step

No one can get rid of ten bad habits in a short time. Let him focus on one or two aspects and make improvements, which will get better results.

Make rational use of each employee's advantages and strengths, and then develop into a professional with more skills, which is more conducive to his development, employees make progress, and team management is more efficient and develops step by step.

6. Self-discipline: Don't be selfish

Just as you ask your boss to reward and punish clearly, your subordinates also ask you not to be selfish. Remember not to create an unstable atmosphere in your company, and don't let your employees vote no confidence in you.

both large and small companies should treat employees equally, and should not bring personal emotional bias into the working environment, which is not conducive to the harmony and unity of employees, nor to the self-management and restraint of managers themselves.

7. Be tolerant: Don't discriminate

It's common sense, and don't take the employee's personal situation personally. Everyone has a sense of self-esteem and inferiority, and doing things that make others feel inferior is also an act of disrespecting others. Similarly, if managers give employees enough self-esteem and self-confidence when managing employees, I believe employees will recognize you and respect you very much.

Accept different opinions, tolerate and think about some ideas and suggestions of employees, and think about problems more comprehensively.

8. Self-understanding: Don't take yourself as a god, and sum up more

People are not saints, but to err. When you criticize an employee, please try to discuss with him in detail with the attitude of helping him solve the problem. Don't portray yourself as an infallible god, so employees will be more willing to listen to your opinions.

don't ask if marketing is difficult, just ask if the major is enough! Many restaurants have become popular on the Internet with the help of the power of the Internet. These are just countless meteor restaurants that are short-lived.

the same egg, opened in different ways, has a completely different ending. Opening from the inside is life, and opening from the outside is food. Life is endless, eggs give birth to chickens, chickens give birth to eggs, and the cycle is endless. And food, after passing through the human digestive system, is drained of nutrients at one time. Restaurants can also be opened from the inside and from the outside.