Excellent Managers Vary From Person To Person.

L. grumpy, often with people who complain.

A gentleman was born in a low position family with a very low sense of inferiority.

He was very conscientious and persistent in his work. But when he did not succeed, he always thought that others were deliberately trying to make him difficult. He often became furious and even complained to the leaders, causing strong smell of office powder and tense interpersonal relationship, which directly affected other people's work emotions.

When such emotional and angry employees go to your office to "complain", you should first let them sit down and listen carefully to their conversation and do not speak, because what they say during excitement is often messy, unorganized, let them finish things, or, to a certain extent, let them vent their anger and be relatively calm, and then show you how to deal with them.

You don't have to try to change a grumpy person, and don't play with them.

Although any company's discipline does not require changing the bad character of employees, you must tell them that people who are often angry are usually immature enough to teach them how to control their emotions, and emphasize that companies do not agree to solve problems in a way of losing their temper.

You can also try to arrange for them to see more of the rare people in the documents, encourage them to take part in the activities of their colleagues and let them know that they are in the same line with everyone. No one wants to, and no one can hinder his work.

2. self-esteem is very heavy, emotional weakness.

Most of these people are young women with lower positions. Most of them are just stepping out of school and are not accustomed to the complex and competitive society.

A few words of reminding their leaders were heard in their ears, as if they were scolded by the teacher in public, and they were extremely disturbed in their hearts. There was virtually a pressure, loss of confidence and interest in their work, and even the thought and behavior of job hopping.

Employees with this type of personality tend to be more rigid in behavior. They always like to strain their eyelids, work nervously, and be fearful when faced with difficulties.

When dealing with such employees, they must be careful when speaking, and try to avoid starting from a personal point of view, emphasizing "we" and "companies".

We must pay more attention to their self-esteem when criticizing the problems in their work.

A gentle smile and a caring greeting will increase their sense of security and self-confidence.

In normal routine work, we should take the opportunity to praise their performance.

Repeated encouragement may make you feel nag, but it is very useful for them, and there is a sense of being valued.

At the same time, we should make it clear to them that there may be a variety of causes when errors occur in their work, which are not necessarily related to personal abilities.

Therefore, there is no need to feel discouraged and discouraged.

3. negative pessimism and lack of self-confidence.

When a company convenes a meeting to discuss a new proposal, it is normal for someone to raise objections.

But you may find that there are such people in your company who do not think deeply and always obstruct and oppose whatever they suggest. This will not only hinder the change of the company, but also destroy the atmosphere of the company's innovation.

Therefore, you must thoroughly analyze the real reasons for their opposition.

Some people oppose all kinds of proposals because they are pessimistic, pessimistic, lack of confidence and fear of failure.

If you find that an employee has always worked hard, is loyal to the company, and also has some achievements, he is only a little lacking in confidence. You can give him the opportunity to cultivate his self-confidence.

For example, you can talk to him about your new plan and let him carry it out.

At first, he hesitated and tried to persuade you to cancel the plan.

At this point, you can ask him not to take a negative attitude towards anything, and make positive and constructive suggestions.

If he doubts the feasibility of the plan, you encourage him to find out a feasible way and give him full help to let him experience the pleasure of change and the sense of accomplishment.

Of course, you should not try to make negative, pessimistic people at once become positive and optimistic.

You can only let him know that you are an optimistic, enterprising person who takes a positive attitude, especially when dealing with a tough job.

If he always respects you, he will be infected with you and produce confidence.

4. flatterer.

In many offices, you can often see flattery and flatterer. They often praise you and echo every word you say.

If you have such an employee, you must have a high hat.

Although all managers will express their wisdom, self-knowledge, and do not mind subordinates' criticism, people always prefer to be praised.

Some managers believe that if they are not confused by their flattery and their performance is not bad, they can be allowed to continue to flatter.

But in fact, your palliative attitude will make them feel that you have acquiesced in this kind of flattery, which will not only strengthen their behavior, but also make them despise you and lower their respect for you.

When dealing with such subordinates, they need not be too serious to refuse their flattery, nor allow them to exaggerate at will.

When they show you the ability to flatter you, you can respond lightly: "don't exaggerate".

If they echo your plan again and again, you can say, "you'd better leave yourself some time to consider the new plan and suggestion. Everyone will talk about their own opinions at the next meeting."

In this way, they dare not feel embarrassed to be a "yes man" again.

5., those who are eager for quick success and instant benefits.

Subordinates, there are always ambitious, enterprising people, and even you can feel that your subordinates' goals are directly related to your position.

Whenever you feel threatened by your position, you use all kinds of means to suppress subordinates, which not only affect the enthusiasm of your subordinates, but also make your subordinates disrespectful to you.

However, those who are eager for quick success and instant benefits can not be ignored.

Because quick success and instant benefits often affect other employees' work emotions and progress, and cause interpersonal tension.

To communicate with your subordinates eagerly, avoid using a direct approach, so as not to let him create your delusion, but not accept any suggestions you put forward.

You can listen carefully to his advice and praise him appropriately, showing that you have a certain degree of appreciation for him.

If you get your compliments, he will definitely show himself. At that time, you can tell him carelessly: "everything needs to be done step by step so that it will be fair to other employees. If others are more aggressive than you, can you bear to lead others like you do now?" your intonation should be as easy as usual, and it will not hurt his pride and let him put himself in his shoes and think about others.

6., those who are depressed and who do not think they have talent.

This kind of subordinates often sigh for their talents, but they always sigh, lack of enthusiasm and enthusiasm.

For such employees, do not use a similar percussion language: "how much do you have to be able to find someone like this?"

This language will make them feel despised and become more depressed.

On weekdays, they should be enthusiastic, so that they will feel respected and valued.

The tasks they are assigned to do must be carefully reviewed afterwards. If they are well done, don't forget to compliment them.

Although they are only small roles in the company, they can occasionally be invited to attend major conferences, encouraging them to speak bravely and giving them frequent opportunities to participate.

If they feel the importance of managers, their morale will be high. If they feel that everyone is equal before the opportunity, they will work harder.

Although there are difficulties in communicating and getting along with subordinates with problems, as managers, you should try to understand their personalities and manage them according to different people within a possible scope. One must remember that Jiangshan is easy to change and hard to move, and do not expect you to change their behavior in one day or two days.