How to solve problems with subordinates?
The “boss and subordinate” relationship implies the regular intervention of the manager in the daily life and professional activities of their employees. If the boss does not track the change in attitudes in the team, he loses control over the company. To the boss not to compromise the "gained" among colleagues the authority and respect, it is important in time to stop conflicts at work, resolve disputes between employees, motivate and punish them, controlling the work activity in the company. If there is a quarrel between the members of the collective, the productivity of the enterprise is invariably reduced. In economically difficult times - this is not an allowable luxury.
If a manager wants to increase the productivity of a company, then it is important to solve the problems of “subordinates” in a timely manner, without pursuing personal gains.
It is worth remembering that a company is a living “organism”, the full functioning of which directly depends on the work of each “organ”.Given the above factors, the manager must create a comfortable atmosphere in the team, without questioning his own power. In this situation, the newly born bosses have a logical question: How to solve problems with "subordinates"?
Typical mistakes of managers
Some managers who do not have enough leadership qualities, try to resolve conflicts between employees, organizing work in the enterprise, through arbitrariness. This technique often does not bring the desired results, because the subjectivism of the boss is negatively encountered by the team members. First of all, deciding to adjust the work in the company and eliminate misunderstandings between colleagues, we should exclude from our behavior the typical mistakes made by many managers. Adhering to the following rules, you will be able to eliminate undesirable scenarios that worsen the atmosphere in the team:
Unnecessarily emotional bosses make decisions and render fundamental verdicts in the heat of passion. The over-excited boss is not able to rationally assess the scale of the situation that has occurred, so the team members invariably question his competence.
The level of awareness of the chief does not allow to make a correct and fair decision. You can not make fateful verdicts, after hearing only one of the employees. Neglect of objectivity at the time of decision-making is a sign of an insolvent leader who is not able to manage a team.
The inconsistency of the boss, issuing verdicts - the reason for the emergence of negative sentiments among colleagues. If the chef takes the side of the guilty employee, guided by personal sympathy, then he a priori jeopardizes his credibility. Next time, when the chief will have to fine the employee, he will face a dilemma - compliance with job descriptions or the riot of a collective who has ceased to respect the boss.
A manager who places his own profit above the interests of the company cannot count on a favorable atmosphere in the enterprise. With a leader who does not care about the comfort of his employees, colleagues will not go on a long voyage, leaving the drowning boat still ashore. Having taken a leading position, one should not forget about ordinary workers - the bulwark of commercial companies and industrial facilities.
Some managers are not able to make a correct assessment of the situation, taking decisions solely for their own reasons. Such managers do not think about the consequences of verdicts that may be negatively affecting the career of an employee. Unfounded subjectivism, accompanied by a lack of desire to understand the nuances of the situation that has occurred, is another typical mistake of self-confident bosses who care only about their own well-being.
The complete detachment of the chief from the life of the collective, when the mutual relations of the parties are limited exclusively to statements and documents. You can not make psychological portraits of their employees, guided solely by numbers. Some workers confer on themselves the achievements and achievements of colleagues, and the chief does not even suspect the correctness of the information under study.
Some managers prefer to restrict themselves to common phrases, putting labels on employees in advance. However, this method is not humane. If a colleague is regularly late for work, then once again to write him a fine without knowing the reason for the delay is an inexpedient decision.This time the employee could save the life of a child, help law enforcement agencies or get into an unforeseen situation on the road.
The initial task of the head -learn to control yourselfto become for the "subordinate" exemplary example. You can not demand that the staff comply with the rules that the boss himself systematically violates. Only over time, gaining respect among colleagues and adjusting the work of the company, you can enjoy the privileges of a management position.
Solutions to emerging problems
A manager who is wondering how to increase the self-esteem of his employees should communicate regularly with them. The subject of the dialogue between the "wards" and the boss are professional topics that directly affect the level of profitability of the enterprise. Attentive, fair, and sensible chiefs meet daily with staff at meetings of various formats that facilitate work organization and conflict prevention, identify current problems, and rally the team:
Dialogue with an employee summoned to the office to the head is an effective way to influence the consciousness of the “ward”.In a chamber setting, the “ward” does not feel the support of colleagues, losing the need to show others his own ego. Tête-à-tête conversations allow the employee to motivate correctly, telling him about the advantages of over-fulfilling planned tasks. An acquaintance of the “subordinate” with the system of fines established at the enterprise becomes an integral part of such dialogues.
To determine the format of the upcoming meeting, you must first make a list of topical issues that require collective discussion.
The provisional name of the meeting held in such a format does not imply the exact time required to discuss topical issues. Such a meeting can last 10, 15 or 30 minutes - it does not matter. However, the main functional purpose of the five minutes are the following elements: identifying faults in the workflow, identifying tasks for the next day, coordinating pressing issues and motivating employees.
Fly or glide
A brief meeting of employees of all departments, necessarily held before the start of the work shift.At such meetings, leaders designate tasks for the day, distribute tasks among colleagues, motivate initiative workers and inform the parasites about the last opportunity to improve. The fly and the meeting lasting mostly 15–30 minutes - this is enough time to define the tasks and assign those responsible for the implementation of the tasks distributed.
Meetings for brainstorming
Periodically, in order to solve problems with “subordinates”, the head should gather team members for a 3-5 minute meeting. Such brief but effective meetings of leaders are called “brainstorming.” It is preferable to hold such events at the end of the working day in order to motivate employees correctly. One brilliant idea or a peaceful solution to a conflict can materialize the desire of everyone present for everyone to go home.
Participation in the life of the team
Some companies practice friendships between the boss and employees during production breaks. Instead of combating smoking in enterprises, a common recreation room is created, where colleagues can share their impressions about the events that occurred during the day.Often in the process of such "gatherings" brilliant ideas arise that increase the level of the company's performance. In an economically unstable time, this method becomes especially important, because it does not require any financial expenses from the management, like conferences and trainings on the Internet.
A joint celebration of the New Year or a visit to a gala evening dedicated to the success of the company are sure ways that have a positive effect on team building. Such events can eliminate the fears of a person who is afraid to communicate with the boss or who is unsure of his own abilities. Conversation in an informal setting contributes to the appearance of friendly relations in a team, with the help of which one can increase the level of enterprise productivity. The main thing is to control the course of the event and direct the friendly energy of employees to the right direction for the company.
Useful recommendations to the head
To achieve the maximum level of productivity at the enterprise, it is important to create comfortable working conditions for employees.Colleagues should not feel depressed while maintaining their self-esteem. Competent managers prefer to adhere to the following rules in the organization of work processes in an enterprise:
Prefer to hold meetings with employees outside the manager's office, using neutral options for territories for business communication with colleagues - meeting rooms, conference rooms or offices allocated for an interview with job seekers. The official atmosphere and the tense atmosphere present in the director’s office have a negative effect on the “subordinate” information perception.
At the beginning of the meeting, do not forget to voice the main points of the upcoming meeting, which you will talk about. We can not allow a meeting on the investigation of financial theft ended with discussions on the quality of food in the dining room. Clearly identify the topics of the upcoming meeting, focusing the attention of staff on specific goals.
When deciding on the questions that you will raise at the meeting, stop on 2-3 topics, without covering a wide range of work activities and employee commitments.Colleagues do not absorb a large amount of new information, so it is preferable to focus the attention of workers on several pressing problems. It is impossible within the framework of one meeting to discuss the conflict between employees, options for increasing productivity, disruption of working conditions and remuneration of initiative colleagues.
Decide in advance on the list of participants who will attend the meeting. It makes no sense to invite workers from the logistics industry to the meeting if you are going to discuss dilemmas with engineers and programmers. Having clearly laid out the plan for the upcoming meeting, you will be able to narrow the number of participants to a minimum by inviting only competent people to the meeting room.
Correctly determine the time of the meeting, so that the psychological and physical condition of the staff contributes to the perception of new information. You can not hold a meeting for an hour before dinner, because colleagues will be mentally in the dining room, choosing a delicious dessert and flavorful first course. It is not recommended to appoint volunteers after lunch, because well-fed workers will prefer to remain "inert", without showing interest in discussing the issues raised.It is strictly forbidden to hold meetings after a hard day's work, because tired employees will be indifferent to the boss, trying to go home soon.
Train yourself to keep a record during the meeting in order to take note of the brilliant ideas of the team members and systematize your own thoughts in a timely manner. At the end of the meeting, it is recommended to voice out loud useful information that you have been able to carry out for yourself, having heard public opinion.
Do not hold formal meetings when you have nothing to say to employees called to the "carpet". Such meetings relax employees, adversely affecting the performance of the company. If the manager does not need a collective opinion, then limit yourself to a call to the office of a certain employee.
Careful preparation for the upcoming meeting is a sign of a responsible leader who wants to constructively solve problems with subordinates
If you stick to simple recommendations, you will create a comfortable working atmosphere in the team. In a company where employees find peace of mind,Conflicts between colleagues are rarely observed. Each team member works for the common good, increasing the level of enterprise productivity.
The psychology of the crowd is a collective opinion of employees, which is peculiar to change in short periods of time. In order not to release the reins of the company from his hands, the chief should regularly monitor the mood of the workers, preventing disagreements and conflicts between colleagues. If the collective has a spiritual leader in the person of the leader, then the problems appearing at the enterprise will be solved by joint efforts, because each participant is interested in the prosperity of his second “family”.[/L_REPEAT]
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