Issues of business ethics are relevant todaynever. Personnel management has turned into a profession. Only the lazy does not talk about motivation and the human factor. For a change in this article, I would like to discuss the topic of the consumer attitude of subordinates to the boss.
Perhaps, any leader, sooner or latercomes to mind the idea that it is used. And the more professional the manipulator, the later this thought arises. And then the next question is how to put the subordinate in place.
The most common is passive manipulation. Let's take a closer look at the most common types of Dodgers.
Do you really believe in this? All people - bosses, subordinates - work for money, only with varying degrees of pleasure. Talk to the worker. Try to find the true motivation. Recognition in the team? Or just aim at your place? Be careful. And remember - the more you give to a person, the more he wants.
How to put a subordinate in place, when he in every possible way demonstrates loyalty?
It's no secret that in any collective it is commonflattery in all its forms and manifestations. The more we are vulnerable in this matter, the easier we buy into simple tricks. Think, are you really the best? What is the percentage of truth in the words of a subordinate? If nothing bothers or worries - maybe it's time to finish with personal growth trainings and look at the situation adequately?
It happens that the subordinate frankly caresAfter you. Yes, everything happens, and love in the workplace also occurs. But the service romance is a delayed-action mine, you never know at what moment it is ripping. Think about it more than once, before entering into "hazing" relationships with subordinates. Most likely, you or another party will sooner or later have to change jobs.
In addition to the above situations, the managerdaily it is necessary to "break" the breach of minor and serious problems that work brings with subordinates. In all cases, elementary knowledge of human psychology and understanding of how to "fight" with whom will help. Each type of subordinates - their own style of communication. So, what are they, these types?
"Indispensable". Agrees to replace all and replace. Often does not do his job. Proud, that he knows how. Understands with a half-word. Knows the word "need".
"Vain" - takes up the case only if,when you can flash your own "I". That's why he does not shy away from public work. From vanity it can be made to do anything, but you need to keep within.
"Practitioner". Achieves the result in any way. Everything subordinates the benefits, but is slightly fixated and incapable of thinking large-scale. He thinks that it is superfluous to think about these thoughts. It is not necessary to control this, but it is absolutely necessary to set realistic goals and explain everything in detail.
"Unstable." Interest in the work then flares up, then goes out. Active only when he likes the work. He needs "shakes" and a constant reminder of his own responsibility. It is not superfluous to clearly define the time frame.
"Business". In the workplace it is rare. Always somewhere sits down or somewhere in a hurry. This can and should be entrusted to represent your department in external contacts. Give as much social effort as possible. And to watch, that from time to time he nevertheless appeared on his own workplace.
"Authority". Loves everyone to teach and does not tolerate disrespect. As a rule, these are older people. Assign him the role of a consultant, resting on a great business and life experience. Handle carefully and emphatically respectfully.
"Organized". Does everything only according to the instructions. Entrust such design tasks, for example, folders with incoming and outgoing documents. And he immediately feels right.
"Lazy person". Work begins not earlier than after a couple of reminders. He does not see special meaning in his actions, he does not require feedback. A sad situation.
"Creativity". Interested in everything, works quickly and creatively. Pretty wounded and tolerated can not adjust to the circumstances. Respects honesty and openness. Very much in need of recognition and tactful support. Cooperate with it, resting on its exclusivity and irreplaceability, do not take it into your head to reject his ideas. And then he will turn you mountains.
Here are some tips useful to any manager.
There are subordinates who do not possess themselves andcapable of the slightest criticism of falling into aggression. A gentle and sensitive boss (especially a female leader) communicates with subordinates of this type - a real headache. It is often tempting to "prepare" such for an unpleasant conversation. But it's better to get down to business right away. Calmly and strictly point out blunders and omissions. Then completely listen to excuses, most often outrage and attempts to blame the circumstances and third parties. Keep calm. Do not let go of the main thing - the question of how he is going to correct mistakes.
Another situation - at the end of an unpleasant conversationyou allowed yourself a couple of benevolent words. And they realized that all the criticism was immediately forgotten, no conclusions were drawn. Praise has outweighed. In this case, it is better to replace the abstract words of support with a tactful analysis of the current situation and the search for options for correction. The subordinate must necessarily take constructive conclusions from the conversation.
The employee is silent in response to your criticism. You do not receive feedback, which annoys and angers you. Try to fight it with his method. Do not conduct long conversations, speak briefly and on business, then demand an answer. Silently wait for his reaction. The main thing is to make it clear that we can not leave without clarifying the situation.
In response to criticism, subordinates (usually women)react extremely emotionally and even cry. The conversation has to be curtailed and it is impossible to convey the necessary considerations to the addressee. In this case, how to put the subordinate in place?
Tears are a great trick. If you succeeded once - sobbing in the office will take place at the slightest need and without it. Do not let yourself be confused. Pause and offer a handkerchief. Then continue your thought. Tell me everything you need and achieve at least a promise to improve the situation. Do not forget that right now you are the object of manipulation.
Called "on the carpet," the subordinate rolled the hystericsright in the office. Close the door - spectators do not need you. Try to understand that it so hurt. If there are no specific charges, it is possible that a person has simply broken down from overloads, nervous tension or absolutely extraneous problems. Getting into the heart of the matter, try (in case of good reason) to correct the situation, if it depends on you. Of course, peace of mind is not easy to maintain. But remember that a burst of indignation, as a rule, is not addressed to you at all. And there's nothing to be offended with.
You think your deputy is toois democratic and gives employees a lot of freedom. You will have to clean up. How to use the situation wisely? And why not share with him anxiety? Make it clear that it works well. But the responsibility for one's own leadership style will be borne entirely by himself. Before taking action, make sure that the problem does exist.
The reverse situation is that the substituent is good asprofessional, but rude and offensive to people. Attempts to discuss are ineffective, since he does not consider this a problem. The relationship between the leader and the subordinate in this case is harmful to the case. What to do?
Rude people find it difficult to understand why they are sensitive. And why should they care. React to specific situations and show how you could solve the problem "soft" methods faster and more efficiently. Do not overload theory, he will not understand you. It will take time, but the good situation in the team is worth it.
What to do when the subordinates applyquestions of a personal nature? There's nothing to be done - listen and create a benevolent atmosphere. Demonstrate understanding and willingness to help. Do not minimize the problem and do not build a judge. Help with useful information, not free advice. If possible, provide real help.
The subordinate is a petty complainer and a slobber. If the reasons for complaints are always different, it is probably a matter of lack of attention. Tell him that you appreciate his good work. Perhaps the flow of complaints will decrease. If not - explain that you are busy and can not be constantly interrupted. Suggest to stop by later. Thus, you can almost completely eliminate the complaints.
In general, the theme "Management and subordinates" is inexhaustible. And each case requires an individual approach.
Here are five important tips for a leader who wants to increase employee motivation.