Subordinates do not work, how to do?

This article comes from the topic of know-it-talk. "What should I do if I just got promoted to a department manager and found out that my colleagues and my current subordinates do not work with me?"

The most votes Tang Comrade replies ::

Today's topic is: How to start as a leader. Not how to be a leader, this is some of the biggest misunderstandings of other answers.

Began as a leader, this topic is very large, usually the following situations:

1, airborne.

Come over from the outside as an administrator. Subdivided into airborne from other departments and airborne from other companies. Then subdivided into the line of airborne, and lay airborne. For example, Google's vice president went to millet, belonging to the industry airborne. Such as Tang Jun Zijin Mining, layoffs. This is more complicated, but also relatively tall. Not speaking this time

2, mentoring style.

You were a newcomer, and two years later, the department came in again with a college student. You do not care about life or business everywhere, work problems he asked for help, you give him some work (the most typical characteristics), and even go out to eat all life you pay, he did not have the money you borrow Give him and so on. . . You are the master Later, you promoted, direct assessment and management of him, to arrange for his work. This situation is relatively simple, but also the second case of a matter of course. This article is not detailed.

3, father-son style.

You are a startup company or boss let you set up a new department or you go to a new area to open up the market, all the people you are hiring (the most typical characteristics) come in through your interview, this is the easiest management. Because of this you are the real leader of everyone. This is the natural and easiest way to become a new leader. This article is not detailed.

4, horse racing style.

The main problem of the plight. The focus of today's topic. It turned out that we are not only the same level, not only the same level but also in the role of the same department (the most typical characteristics), and now you promoted, management of him, he does not obey, how to do?

Only one answer: Let him roll.

reason:

a. Why is this situation called "horse racing"? Because you and him are two horses in the leadership mind. In the future there will be a manager who will be in charge of this team. So now you're the horse you won. And he, is a loser.

b. All the mature leaders know the advantages and disadvantages of race system selection. The advantage is that jockey is more familiar with the environment than airborne, more trustworthy, more understanding. The downside is that when two or more horses race, the one or more losers may return.

c, in general, the leadership in order to leave another horse may be the new department, or mobilization. If not, then all we can do is to try to extend the time it takes for the lost horse to leave.

This is not a political battle nor a battlefield, just like a game where the loser is doomed to fail to pick up the trophy.

practice:

a, go find him to talk about. Generally speaking, we both are buddies, I do not want to embarrass you, I also respect you, but you are so smashed my job. I hope we can do something together. My department is your department, resources and platforms are the same, but you know that there is only one direction in a department, so I also support my decision on a daily basis.

In fact, this is the first purely after the ceremony, you can ignore it. If you are a judge, if I am, I am confident that this communication will have the result. The subject owner should give a conclusion based on his own personality and his past relationship.

b, find your leadership, hr are to communicate about it. The content is: Since the company chose the horse race this way, we must do a good job of losing a key psychological preparation. Now he wants to fight with you, the company's business damage is very large. And people qualifications, abilities are here, the company can not give him a manager position today, he is going to go to another company to become a manager.

c, do a good job in advance staff reserves, to ensure smooth business.

I do not like a word, but it is more suitable for the present subject:

Or ruthless, or roll.

In fact, there are other types, such as you manage your former leadership, this is rare and complex, but also partial problems, not to mention.

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Guo Giant's answer:

Analyze the situation of this problem

When the leader, the most afraid of not disobedient people, but are not obedient, the position of leadership to sit unstable.

Now ranked first @ comrade Tang wrote well, I would like to add specific operations should be how to do.

PS: Strongly recommend everyone to see @ iPerson, IT community level of the elderly's answer, a fully operational case to explain.

1, the coalition of poor peasants is the most vulnerable

They will not listen to you now, and certainly there will be crowds under private. They will think about what we can do if we are not working.

But you have to bear in mind that the coalition of poor peasants is the most vulnerable. For a little bit of interest will destroy the Great Wall.

The question is how to get them started.

Two peach killed three story heard it. Throw a piece of meat to a group of hungry wolves, the wolf must fight.

You are the leader, you hold the right (honor) and resources (salary, welfare) in your hands. This is the peach. This is the meat. Mentioned in the book "Influence" about how to brainwash prisoners (promise of unanimity principle). As long as someone performs better, they praise in public and reward and affirm them.

At first they will surely mutter that these small things will slowly affect them.

2, creating a crisis environment - rich human resources reserve

Recruit a new recruiter immediately, the trial period of one month.

Who showed his worst performance, assigned his job to the newcomer and openly stated that the pressure of work at XX (the poor one) was relatively high recently, his family was also very worried and assigned his work to new colleagues.

Work is something to eat this guy, when you lack of staff, we all push out, all want to do less, when you are rich in human resources, work is divided into many people, the road there is only one - leave.

This time, if XX does not grab the child, kill him after a while (the new person can take over)

If he snatches, use the first to praise him for sure he encourages him.

Then talk about heart.

3, most importantly, to establish a system of management system

System of management system In two aspects, 1, a good system can be mediocre people become excellent. We heard more of this sentence.

First of all, the system must be linked with the money bag, which can play the role of rewarding and punishing inferiority and more labor.

Then restrict the behavior and manage the process.

2, the system is a rule, there are unspoken rules.

More will not say it.

The theorem is beneficial and harmless.

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iPerson's answer:

1, in no hurry to show your authority, and trying to use the power to control each other

【The meaning of power is to allow you to control each other, or do you want to do what the leaders do?

2, do not command or assigned the tone to arrange affairs, to discuss and discuss the tone

[Not useful to all, especially when it comes to specific business, never use the tone of discussion and discussion; work is work, I arrange, you have to do, so simple; the more you discuss the worse; no matter what department More extreme and totalitarian). 】

3, constrain yourself, lead by example, the lost points before taking back

It's a mistake to lead by example, because you can not do everything better than everyone else, and if you can, you're exhausted.

4, a more detailed understanding of your subordinates, and re-stand your current position empathy, give him more help

Who considers you?

5, in work, benefits, daily details, often for the other to consider and express it

[People will not be satisfied, the treatment will not reach subordinate satisfaction state]

6, do not think each other does not put your eyes on, your job is to achieve the company's strategic goal, to flex its muscles

[Do not feel it, but do not care whether the others take you in your eyes or not, because you do not want them at all

My advice:

1. The manager's mind is aggrieved.

As a manager, even if you no longer need to do specific work, you will be much, much more laborious, not just physical, but more of a broken heart; therefore, Ma Yun said that the manager's mind is being beaten Big (later check, not the original words; but I think the application of the manager who is the most suitable).

So I think a manager's mind is the most crucial, but this can not be learned in books (or know almost), but must be created in reality through countless pains (for me Especially vulnerable people).

So, take it easy, do not worry.

Do not care about the attitude of others. He is good or bad attitude, is the surface flattering or back ground to make a knife, is our own way or pull gang, is not important; you do not care about the attitude of others, do not try to change other people's attitudes, not to say it at every turn It's a matter of attitude (it's ridiculous).

3. More to communicate with your leadership, but do not talk bad words (unless you have decided to open him), not a last resort nor find a leader to solve the problem. The purpose of more communication is to let the leaders understand your work and to prevent the subordinates from playing a small report and die in the gutter.

4. Everything you care about, work and performance only; your evaluation of others, as long as the performance of the work.

Do well, properly commend and encourage; do poorly, properly criticize and help. This is not easy to grasp. I used to make a lot of mistakes on this. The suggestion is that when you feel that you are not sitting at the manager's position handy, do not praise or criticize in public. It is completely wrong to say that public praise and criticism should be made privately.)

5. Work schedule to set a suitable time limit.

This is the time to manifest your true ability to combine the importance of work, the difficulty of work, the methods of work, the workload, and the capacity of the contractor in particular. This is difficult, and it is entirely based on the actual situation.

For example: a job, you estimated that someone needs to complete 3 days, giving him 3 days and a half, the most time to ask him to complete as soon as possible - some people face a bad attitude, but work conscientiously, you properly encourage a few , He quickly get along with you and harmony; and people who really bad management will appear in this session, to you drag, there are innumerable conditions need to be met, even if completed do not tell you, can not even fail to tell You ... The solution is to keep track of the progress of your work at regular intervals.

6. Difficulties

If I had to arrange my work, I would directly hit and say that I would not, that condition would not be the same; it was especially angry when he heard it, especially if he was the only one; it seemed that you demanded his clerk. This is the worst I have ever had.

My solution is: Never show an angry look (this is what he needs), look down on him with a calm look, calmly and seriously ask again: Do you really not?

If he still bumps hard, basically you can give up inside (get ready to replace or scrap him); but not at this time.

At this moment, you should not assign your work to others because it will seriously damage your prestige. Instead, say: Then you should think about whether you can do it, try it, ask others, and how long to give me a clear Reply. If so, then continue to work on the one hand to him, on the other hand to find alternative (try not to find your leadership, but to use your own resources, such as friends, colleagues, buddies or even spend money to ask experts to solve).

Of course, most subordinates will not be so extreme. What you have to do is to keep track of him, understand his difficulties and distress, and give timely instructions and assistance - but do not do it for him, but teach methods (which are harder than helping him).

About welfare

The situation varies from company to company, but in general it seems that there are not many difficulties that department managers can solve. So the important thing is not the benefits, but the performance of the work naturally brought about - for example, R & D department, you make a product made of the product, the upper will naturally have some incentives (of course, also need to fight, so the communication with the leadership Very important); but to find ways to solve it by myself is too poor. Therefore, attention to work is the first one; welfare is not important.

Depending on the ambience, depending on the ambience, but if you are energetic, keep a record of everyone's leave - you may find it useful.

8. Do not try to subordinates "good"

Good old man in management can only be counterproductive, work is work, do not expect to make friends with them buddy. Conflicts between managers and managers can not be reconciled. Being a good leader often means you are not a "good guy."

In turn, the public to the public, on the work of the work, on the contrary you can make friends with them.

Your little favors can not be long-term, you let him grow up in the workplace and life, he will really appreciate you.

Management no 100 points

You must make mistakes, and there must be a bad place for you. Complete a certain goal can, do not pursue the perfect management.

Management of things will never be finished, the other I think to add.

Management is very hard and hard at first (for someone I'm totally unprofessional), but worth it!

I like a word, give you:

be tough!

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update 2013.11.13:

Thank you for your support, I'll talk about anything just fine, case-based may be more interesting to see.

About tricks.

Sometimes, management requires some skill in the specific operation.

Once, my deputies arranged two people to deal with a business early the next morning. At that time, I did not do too long. The department belonged to a state of improvement but not yet completely changed. Because of his impatience, handling is not flexible enough, things are not arranged well (the placement is wrong, the two really have reasons to refuse, one is to deal with another business in the early hours of the second day, another reason I forgot) , But also contradicted with two people, both of whom left their hands off - such a bad thing, I can only handle it.

Sitting in the office (deputy sat me across), respectively, people come in; be the difference, called all break; and do not call the phone, it is best to let others call, this is to reflect the leadership "shelf" - because through these things The deal, not just a party, but also to others to send a signal.

The first one who called young, CUHK graduated, people are smart, business is fine, temper more stubborn. I do not care about him, do not ask the reason, direct curse! The effect is very hard work, but a variety of problems of various problems, this does not want to do that do not want to do the kind of go to work after work to play games and the like (in fact, his own work Completed is very good), life is not clear planning goals and the like. In short the sound of the earthquake, supplemented by a variety of wrestling book moves (the cup fell too much trouble cleaning, the phone could not bear to fall), to ensure that all offices know I was training him. Scolded for ten minutes, the last sentence to the effect that: you give me go back, think about it, think about thinking, tomorrow must go, I do not need any reason for you! - I did not ask him to reply must go, heart also do He does not go to what the consequences of the preparation.

The second one, a senior one, was a few years earlier than I was in the department and did indeed make a huge contribution to the department before, laying a solid technical foundation. However, it is also the most inattentive one, equipped with all kinds of soft properties of different grades of soft nails, and nirvana hard nails is shot at any time do not need to cool down. I did not have a good relationship with him before I led (I knew it long ago, but I was airborne in this department). He surely heard my loud voice at the door, and I also believed he was prepared for the perfect coping style. But after he came in, I walked out of the heated roar completely for a dozen seconds to begin a conversation between my friends; from the little bits and pieces of the little things that we knew (the point was no big deal) From his in-depth contributions to the department, he shared the sweat and beauty that once existed; the occasional root cigarette between each other (in fact, we both rarely smoked). In short, more than an hour of various sets of private delivery, rub feelings, make friends, the effect is that we are buddies to this part of the brother you do not help me top about tomorrow is not human. Finally did not wait for me to end, he said: "Well, brother, do not say, tomorrow I must go."

My deputy finished reading my "show", stunned. He has had several years of management experience and has always considered himself a little bit taller than me (nothing to teach me how to do this, how to do that, I do not break point), after that, he also honest, should be self I thought the level is a little bit lower than me.

Results: Both were gone the next day (business work itself is not difficult).

Here, how to deal with a problem is reflected in certain skills. This is useful, but not the core. Fundamentally, we must follow a principle: we must still allow these two people to go and can not replace people; otherwise, anyone can refuse to finish the work due to the unreasonable arrangement of the leadership (as he thinks). If the number of executions is too large, execution will be over.

Of course, the reality will not solve the problem every time. For example, if this arrangement is to work, many people will boycott them in various ways if they are not properly managed - once or twice it does not matter, and when it happens, it will no longer be able to manage it. So at the time when he took office, You must think ahead of schedule if you have subordinates who refuse to do so. The solution is: 1. find you will not refuse to confirm the implementation of those people; 2. find each other can not refuse things to arrange. Therefore, many new officials will grab some trivial things that seem unimportant, such as getting late and leaving early (I have also done it) and standardizing work processes. Because such matters are relatively simple, clear and reasonable, they can not be refuted. The implementation of subordinates to implement the leadership arrangements.

What my deputy did not know was that for the first young man who had to handle business in his office early in the morning and then had to rush past to handle another business would not have time for breakfast. I went to the office at 6 o'clock in the morning and brought the cooked dumplings to him.