Can do a good job in team management, these 10 points are enough
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1. When the subordinates are in conflict, what is the appropriate treatment?
Disagreements between subordinates are inevitable. Just like Emperor Xiaozhuang, the grandmother of Emperor Kangxi, asked the Emperor Kangxi to deal with the problem between the ministers and put forward his own point of view: "You can't hope that they can eliminate contradictions between them. It is impossible. You can only control this situation to you. The scope that can be controlled, so that it will not continue to expand, will not be out of control, and will not affect the Jiangshan community." The same problems as the Emperor Kangxi, there are these common phenomena around us. Then how do we deal with it more appropriately, so that it will not make the situation rigid and unmanufacturable?
As a boss, you should face up to these subjective factors that influence leadership behavior. The most taboo is the attitude of turning a blind eye to the contradictions between subordinates. There was a squad leader, a contradiction between his three subordinates, and one of them told him the relationship between them. He said impatiently to her: "So little thing, you tell me. Can't you handle your relationship?" The subordinate was very upset, and he left without saying anything. A month later, the relationship between them became more and more stiff. When you dismantled my desk, I dismantled your desk. Finally, one day at work, it caused bad quality, resulting in the completion of the day's production.
In fact, when a subordinate raises a contradiction, it is usually that he cannot handle the relationship and will come up with it. Then, if you don't do positive treatment, it usually leads to a more rigid relationship. He may break the cans and eventually affect the work. As a boss, you should have a certain understanding of the relationship between subordinates. Often from their words and demeanor, to understand the relationship between them. When you find that there is a very harmonious atmosphere, you should grasp the degree. This degree depends on the extent to which it affects work, and the other looks at the longevity of this atmosphere. Different mediation methods are adopted according to different situations. In short, keep in mind the following points:
Don't escape the problem.
Don't blame them for not handling it well. Because each person's personality is different, there are some people in this world who let others hate. That relationship is difficult to self-adjust.
Don't talk to the other side about the other side. So as not to make him more resentful, but to push the relationship between them into a rigid. "He said you...you said him..." and so on, you must not say to any party.
In the process of mediation, treat as calmly as possible. Let them tell their opinions, analyze their problems objectively, and point out their wrong views and behaviors. Extreme criticism of the extreme behavior that has affected the work must be made and the behavior's interest in the outcome.
For those who cannot mediate, organizational adjustments should be made to remove them.
Lead by yourself, work with them to complete a highly collaborative project and strengthen their team spirit.
2. How should I arrange my work when I take time off?
The work on the handle (project, progress) is sorted into a list, handed over to the boss, and the boss details the ideas and arrangements of the boss. The important matters are more specifically reminded and the opinions of the supervisor are consulted.
In combination with the boss's opinion, the specific work arrangement is arranged, and the person in charge is designated to ensure the progress of the work.
Leave your own detailed contact method and phone number, and be able to find yourself in time if the worker is abnormal.
3. What should the indirect boss personally direct his work?
First of all, I want to congratulate you, which shows that your excellent work ability is seen by many bosses, so you can't "strictly reject" your indirect boss. If you receive an indirect supervisor's instructions, you should quickly judge whether this is an emergency. If it is, it should be dealt with as soon as possible: If not, it should be reported to the direct supervisor and arranged under the approval of the boss. Regardless of the final implementation of the instructions of the indirect supervisor, report the progress and results to the immediate supervisor, and report the report from the direct supervisor to the indirect supervisor.
4. What should I do with my boss?
As the saying goes, there are also times when the intimate teeth and tongue are also fighting. It is inevitable that the opinions of the bosses are inconsistent. Is it completely abandoning their own views, or is it arguing that the idea of “being a beheading, as long as the realism is true”?
Here, we need to grasp the principle that according to the final result of different work programs, if the purpose and result of the two programs are the same, it is advisable to integrate their ideas into the boss's plan, to learn from each other's strengths and complement each other; It is the boss's idea plan is wrong, then it is all right to remind the boss, but the reminder should remind the boss to reconsider the new method based on the lack of his own program. If you are not asking your boss for your own ideas, don't usually propose your own plan, because it will make your boss feel uncomfortable, but may veto your thoughts.
Therefore, when confronted with the boss's opinion, certain communication should be carried out. If the idea of the boss is consistent with oneself through communication, this is the best; if it is not consistent, then the subordinate should be unconditionally executed by the boss, because the boss is higher and bears more responsibility. Many considerations may not be very clear. .
5. How to reflect the opinions of employees to the department?
The team leader is the bridge for communication between the upper and lower levels. It is very important to do the "lower sentiment" and "order down". It should be sorted out before the supervisor reflects the opinions of the employees, and the form of the written report is better. The important thing is that you can't talk about things. You should attach your own opinions and suggestions. Because your boss is busy with work, you have to face a wide range of people. If you make decisions based on your opinions, the time will be faster and you can prevent omissions.
In addition, as a manager, it is not enough to work as a “sound tube”. If you can solve and clarify the opinions and opinions of the employees, you can deal with them on the spot and report to your supervisor afterwards. Do not leave everything to the boss and increase the management burden of the boss.
6. How to communicate to employees the implementation of the above resolution?
Communicating to employees the implementation of the above spirit and resolution is a work in the category of “ordering down”. There are a few key points to doing this work:
Fully understand the purpose, requirements, and implementation methods of the superior resolution. This is not a matter of telling the notice to the bulletin board or the morning meeting. If you don’t fully understand the resolution, then how can the employee perform it, whether it meets the requirements, etc., can’t judge the evaluation, in case something is wrong, things It's even worse.
Can't sow the seeds and wait for the harvest. Of course, work arrangements can't just wait for results, and regular work progress tracking is necessary. After the work arrangement, how is the implementation, what problems are encountered, how to solve them, etc., all need to be confirmed and resolved by the team leader.
Do a good job of clearing and explaining to employees. Many of the company's resolutions may make everyone feel comfortable, and it is inevitable that they will be embarrassed. However, as a manager, they should not express their emotions and add fuel to the fire. It is necessary to patiently explain the explanation to the employees according to the content of the resolution, to appease the people and ensure the normal operation of the production tasks. At this point, you should stand on the company's side.
Communicate feedback in a timely manner. After the resolution of the superior is issued, the implementation process and the results should be immediately feedback. For some matters that have relatively large repercussions, which may cause serious consequences (such as strikes, destruction, and loss of personnel), it is necessary to report in a timely manner and seek effective countermeasures.
7. How to treat employees' leapfrog reports?
When I was asked by a boss about something, I knew nothing about it. I believe that many managers have encountered it. Because many employees are for various reasons and purposes, they often report the work over the level, making it difficult for direct supervisors. If this phenomenon is to be eliminated, the following aspects are indispensable.
A consensus was reached with the boss to boycott some leapfrog reports with ulterior motives. This is the most fundamental point. If your boss likes the employees of the leapfrog report, then this trend will intensify. But how to make the boss happy to accept this view is a very troublesome thing.
Promote education through morning meetings and other forms to clarify the way work reports.
Open and talk with individual employees who like the leapfrog report, and put forward their own opinions and opinions so that employees can understand their position and feelings.
8. What should I do if my subordinates love to beat others?
There are not many employees who love to make small reports, and one or two employees in the team. We should be cautious with such employees. Sometimes, employees' reports can provide a lot of information that we don't have. Sometimes, small reports can cause tensions in the entire team. Therefore, for employees who love to play other people's reports, the main points are as follows:
The main treatment is cold treatment, that is, treating the employee with a cold-hearted attitude, so that he finally understands the position and ideas of the boss and gradually removes the problem of the small report.
Appropriately adjust your management philosophy and style, carefully handle the collected information, create a harmonious working atmosphere within the team, reduce each other's opposition and friction;
Appropriate use of the character that the employee likes to spread, disseminate some information in the form of message, and preview and transition the formal plan.
9. How to deal with employee complaints
When employees think that he has been treated unfairly, they will have complaints, which will help ease the unhappiness in the heart. Complaints are one of the most common and destructive forms of venting. If it is not handled well, there may be excessive behavior such as reducing work efficiency. Managers must take it seriously. Pay attention to the following points when handling employee complaints:
Patience and complaints: Complaints are nothing more than venting. When you find that your subordinates are complaining, you can find a separate environment and let him complain without hesitation. All you have to do is listen carefully. As long as you can let him complain in front of you, your work will be half successful, because you have gained his trust.
Try to understand the cause: Any complaint has a cause, in addition to understanding the incident from the complainant's mouth, the manager should also listen to the opinions of other employees. Managers should not make any statements until things are fully understood. Premature statements will only make things worse.
Effective dredge: For complaints, it can be resolved by communicating with complainers. Managers must first listen carefully to the complaints and opinions of the complainers, and secondly, answer the questions of the complainers carefully and patiently, and make friendly criticisms of the employees' unreasonable complaints. This will basically solve the problem.
Dealing with decisiveness: complaints are contagious, so it is necessary to take timely measures to try to be fair and strict, and to prevent further expansion of negative effects.
10. How to treat employees who are not convinced of themselves?
The disobedience of employees occurred during the period when the team leader was just promoted. When some employees thought that they or a colleague was more qualified to be promoted, his performance was often dissatisfied, or some difficulties were caused by the newly appointed boss. When this happens, some new leaders of the team leader take up three fires, often with the power to "repress" the dissatisfaction, resulting in extreme tension between the superior and the subordinate, and ultimately make the work difficult to develop.
When this happens, managers need to have three psychological preparations: self-confidence, generosity, and discrimination. Because management experience is not enough, mistakes are inevitable, but you must be convinced that you can finally do the job well, and confident managers will be convinced. For those who disobey their own, be generous, do things on the matter, and do not retaliate, so that the employees' minds will be settled gradually. This part of the personnel must be mobilized to carry out normal work. People have the psychology of being in a crowd, and when they see some people moving, they are forced to work under pressure from the rice bowl.