Management Of Problem Employees

So and so employees are always disobedient, let him do things more than three times, and sometimes have to urge; certain employees have good ability, outstanding performance in their positions, but they are not respected, especially leaders who do not respect them. They often do not give face to leaders in public; some employees always like to find leaders to reflect problems and talk about their ideas and opinions, but their performance is always mediocre. Other colleagues say that he is "old slippery". 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 take these different types. Problem employee To classify, but I want to give these managers some questions and talk about some personal views.

When managers are thinking about how to treat or are worried about 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? Are employees aware of 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?

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. U.S.A In Kouzes's (Kouzesm, J) and Posner (Posner, B) Co authored "leadership" book, there is a survey. 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 employees Achievements He has always been very good, perhaps he is arrogant, and even in the organization is a "restless person", it is possible to try to play his advantage, give him higher challenges, let him in a higher platform and space to play his talent.