How To Deal With The Relationship Between Boss And Employee

When the two sides contend, the more the third party does not intervene, the more important their status is. When he acts arbitrant, he can show his authority.

This is the essence of "Inaction". It should not only erase itself from the event, but also play a role behind it, so as to achieve the deterrent effect.

The manager of a company often needs such an art of staying out of doors.

If your two department directors have a dispute over their work, you obviously feel that one of them is right, and the other is wrong. Now they are opposite to you, asking you to decide who is right or wrong. What should you do? A smart boss will not directly say any subordinate at this time.

Because they are quarrels for work, and there are many factors that affect their judgment. No matter what is right or wrong, they are excellent talents.

Speaking of an employee face to face is not only a great blow to his enthusiasm, so that he can't lift his head in front of his competitors, or even you may lose a right-hand man, and the subordinate who gets the praise will be more vigorous and not conducive to your management.

At this point, the boss needs to pretend that he does not know this, and does not lead to contradictions. At the same time, some activities are carried out with unity as the main body or outward bound training. He specially arranges several projects that allow the managers of the two departments to participate together to ease the contradiction through the game, and then let the whole solidarity atmosphere eliminate the small contradictions of the individual.

A boss does not do things.

Speaking of this, we must first talk about the word "Inaction".

"Wuwei" comes from Lao Tzu's Tao Te Ching.

He believed that "man, law, earth, law, heaven, law, Taoism and nature" means that the most fundamental rule of things is nature, that is, natural and natural.

In this case, we should let things go their own way, let things develop according to their own inevitability, do not interfere with them, and do not affect the natural process of things.

What needs to be emphasized here is that Laozi's "Inaction" is not inaction, but is not arbitrary, but does not violate the Tao.

All mechanisms are progresses in the direction of instructors, and employees will compete and compete with each other because of their different performance.

Jiangsu manager Wang told the author that he never criticized the poor performance of the staff, on the contrary, he would choose the best performance of the staff to praise, "* *, this month's work is very prominent, but I am satisfied with you, that is, there is a point, do not be too desperate, come home early to accompany his wife and children."

Manager Wang believes that the boss does not need to point out that there are good benchmarks. You just need to take the opportunity to make a point. Everyone knows who to learn and how to do it.

On the contrary, if you break the rules and criticize the less successful salesmen, you will not only bring negative pressure on them, but also make them feel at risk.

Many bosses will have their own admired sentences on their heads. The most of them are "confused", but we also see that the word "hanging" Zheng Banqiao does not mean that he really knows what is called muddled. On the contrary, many bosses say "confused", but the heart is thinner than the needle.

Whether or not a salesperson has a hotel over 150 yuan on a business trip, and calculates whether the salesman has made a public meal.

For a company, there are three parts: the boss, the manager and the staff.

Three people perform their duties, the boss's job is to be a man, a manager is a worker, and a worker is a technician.

Minor issues should be supervised and supervised by managers rather than bosses. The task that bosses want to accomplish is to convince employees and be willing to do things with you.

"Inaction" bosses need to know how to delegate rights.

Even if there is a mistake, it is not the boss, but the middle manager.

Therefore, many times, the boss needs to hide his role, lift his head and turn himself into an outsider completely. Only when the brain can get rid of the tedious labor, can such team be on the road of healthy development.

In other words, decentralization is also a requirement of "Inaction". This work implies trust, only the boss trusts the manager and delegated power. The manager can trust employees and delegate care, so that employees can trust their boss and give them a sense of responsibility.

Undoubtedly, it is courage and boldness to turn the leader from the pro to the third into one, but only in this way can the manager's "power" and his "power" truly manifest itself and become the spiritual strength of the condensing team.

Very many businessmen have put forward the management method of "putting down the shelf".

This means that the boss should lower himself and delegate power, and if he can, he can even leave himself alone.

In the final analysis, in fact, it is talking about the principle of "govern by doing nothing". As a boss, we should do everything for nothing.

"Inaction" means not doing harm to team stability and affecting progress. It does not involve in team work and the implementation of departments' functions. It does not exert pressure on employees and does not affect the positive atmosphere of the team.

Speaking of this, we need to make a new explanation to the foremost "power" and "Wei": "power" refers to whether managers really have the power to exercise their power freely; and "power" refers to whether the boss has put aside his airs, so that people can trust, believe or even neglect his status.

Last but not least, relationship is a mutual thing.

If you want your employees to respect and recognize you, first of all, you should learn to respect them, pat your shoulder's encouragement, or a "Hello, hard work" will make everyone feel warm.

"Muddleheaded" is clear enough to understand. It can be plucked off. "Raising a man like an eagle" should be thrown into the furnace.