Be A Popular Boss: Hello, Everyone Is Really Good.

As a boss, you want your subordinates to welcome you, instead of being overcautious, and seeing you like a plague.

So how can we become a popular boss?

Let's take a look at what types of bosses there are.

All subordinates want a strong boss.

But many people have faith, but not from the heart, but from imitation, like this belief is easy to happen. When the faith of the boss is floating, his subordinates will be shaken and unable to work steadily.

That is to say, with conviction, we should decide on the work objectives, formulate work principles and plans, and resolutely carry them out.

Some executives take advantage of the "flexible" name to change their policies at will. There is no criterion for changing things. This will definitely affect the army's mind.

However, there are also subtle aspects in the position of senior officers. Because in many cases you want to do what you want to do, they often fail to complete because of the differences between the upper and lower personnel. This is also a lot of cases.

In fact, it is important that we should carry out the belief that we are accurate in our opinions and meet any objection.

Belief is the idea of work. You must have your own opinion. No matter what setbacks you encounter, you must overcome it with patience and unyielding attitude. Your subordinates are convinced of you and become the driving force of development companies.

The so-called belief is "determination, and then overcome everything", that is, to believe in yourself, so that all people will convince you, this is faith.

Faith is not a bold move.

The latter is only a stupid act, and can not lead the masses at all.

We must be flexible and judgmental in carrying out our beliefs. You must consider all the considerations before making decisions. If we use the situation at that time to act, we must not avoid difficulties.

You can't imitate others' leadership skills, you must act through your own wise judgement.

Employees feel the value of work only when they encounter such a boss.

Treat subordinates fairly.

Whether in the questionnaire or

It is a matter of course to treat employees' affairs fairly. Why do we have to appeal so fiercely?

This reflects that some bosses do not seem fair in the case of accidents, so how to do things fairly is a great learning.

Just like in the distribution of work, on the one hand, nagging constantly, on the one hand, forcing him to work.

Or to do nothing about one day, turn a blind eye, and concentrate on another person.

Or assigning difficult and complex tasks to the green hands, but letting the skilled hands do some simple work is an example of unfair handling.

I have divided the work difficulty into six stages to analyze various jobs, for example, the old people take the D level work, and the unskilled ones work for B level, which shows the unfair handling of the supervisor.

Also, no matter how difficult the work is, if the time required to complete the work is exactly the same, it will be considered unfair in the eyes of subordinates.

At the same time, when managing more than two jobs or finished products, the supervisor always pays more attention to the items that he is more experienced or interested in.

At this time, another worker will notice that the supervisor neglects him and does not seem to value him, so he feels unfair treatment.

If someone is scolded, and some people are not scolded, it will burst out of discontent. Similarly, it is just to ask someone to do something or to show a cold attitude towards someone, which will cause unfairness.

At a forum, some female staff members reflected: "the boss will scold the staff, pay special attention to every move of the male staff, but it is very polite to the female staff. I hope there is no gender difference in the scolding of the subordinates."

The reason for their hope is to handle unfair relations.

In the eyes of other executives,

Recently, a lot of companies have this tendency, that is to decide the reward by ability. Perhaps this can correct the unfair treatment in the past and improve the work idea.

Young people also want to recommend "strength" or "competency based" to deal with.

The ability standard, if we can open the door of employment, will also reduce the dissatisfaction caused by unfair treatment.

In this way, young people themselves should realize that life is a fierce competition based on competency. But what is fair and unfair is difficult to decide. Who decides fairness or not?

This is even more difficult.

If someone is dissatisfied with the idea that he is unfair, he will be honest about what is unfair and consult with each other.

A boss who knows the secrets of the heart

The secret of knowing the heart is that we have tasted the sweets and bitters of the world, and know the world of human nature.

But it doesn't mean to be thorough, as long as you can feel what you should feel.

For example, you need to know what to do, what to do and so on.

For example, in the early morning, when you greet people and ask questions early in the morning, some people will come back to you heartily, but some people will show you a wooden look and ignore you. At this point, you should associate with the atmosphere that your subordinates feel. See if your voice is heard from your subordinates sooner or later, you will have a better impression, or you can greet good morning before your subordinates have yet to speak.

I once heard that a chief executive of a company visited a section of a section of a company and inspected the work of the staff. He saw many people drowning because they could not bear the sultry weather. They shouted, "everyone is laying down their work and getting up for a minute of gymnastics. Then they will get rid of fatigue, lift their hands up, hang down, stretch at the same time, and do three consecutive actions." after he finished, he said, "you should wake up now!"

Now continue to work, but those who still want to sleep can still go to sleep.

And then I left.

As a matter of fact, the chief of staff does not need such a lot of work, so long as he says, "the weather is really hot. You have worked hard."

So long as such a comforting word can inspire you, this is known as the mystery of people's hearts.

Bosses who develop their strengths

At a forum, a female staff member said, "my boss works for us in accordance with our abilities, so we can give full play to our strengths, so we are very capable of doing things."

Anything can be done as long as you can match your interests and sign your abilities.

People have their advantages and disadvantages. If they always expose their personal weaknesses, they will make people atrophy. This is just like the cultivation of flowers and plants. Once the atrophic disease is developed, the whole plant will wither.

On the contrary, if we can continue to play our strong points, our weaknesses will vanish unconsciously, or even weaknesses will become strong ones.

But some bosses will specifically pick holes in their subordinates and ignore their strengths.

A chief of the department took great care of his subordinates and asked me how to deal with it. I asked him, "you only see their weaknesses. Have you ever tried to understand their strengths?"

As a result, the old man couldn't answer the above sentence's merits.

In fact, everyone has their strong points, so I said, "you have to discover their strengths and not only pay attention to their shortcomings."

This approach will surely improve the shortcomings.

If you are looking for someone else's loopholes, it will be of no use at all, and preventing them from taking precautions is not good for you.

Explore the strengths of employees

At the symposium, someone said, "my boss is not demanding that we change into his model. He also thinks we have done a good job. He only instructs us in everything, which is very helpful for us."

Some people also said, "my boss told me personally that I have some strong points. Wouldn't it be better if I could go further?

Because our superiors can teach us the way to progress, we feel very interesting when we work.

A boss like this is a good boss who can make his subordinates play a strong role.

If we want to make others strong, we must first praise him for his merits.

When you praise your strengths, you can get better results than the abstract and empty compliments.

For example, "you are beautiful."

This sentence seems to be too general. It may be said in another way: "you have a pair of big eyes with watery eyes."

Following this method, we can praise the merits of work and let him know his strong points, so that he can make greater efforts to give full play to his strengths.

But this is not the advantage of developing subordinates by speaking.

To develop subordinates' strengths, we must first explore their strengths.

Because ordinary people always find others' weaknesses easily, but they always ignore others' strengths.

Therefore, if you want to find out the merits of others, you might as well write down the list of strengths you have discovered, and then observe their shortcomings from the opposite side. At this point, you may find that this shortcoming may be his unique personality.

When you find the strengths of your subordinates, you should train and guide them. If you need to take skills in training and guidance, that's another matter.

In a sense, the so-called "education for developing strengths" is to improve the personality of the person. In the case of the parties concerned, they should also cooperate to develop in this direction.

The supervisor should be concerned and be guided by enthusiasm.

You should also:

The first is passion.

People like enthusiastic leadership because they can inject vitality into their tedious and poor work and life, create happiness for their subordinates, and resolve conflicts. They make cold offices full of interest. Working under such leadership can feel that they always have an upward force on them, so that people are willing to condense around him.

The second is sincerity.

Everyone likes to socialize with genuine people, because it is easy to be honest with others.

If you are always sincere and your sincerity is felt by the teachers, it will lead to a strong leadership. I think the principle of "loving your teacher and believing his way" contains this truth.

In order to make subordinates willing to work and balance relations, most leaders prefer to use leadership skills, that is, official strategy. In fact, they use lies to achieve temporary balance and enthusiasm.

He regarded subordinates as "idiots" but he forgot that nowadays there are few "idiots" in society. When subordinates see through his skills, they will not believe him even though he sometimes tells the truth.

Sincerity is the best tool to connect two hearts to communicate effectively.

The third is kindness.

A good person is one who does not want others to do anything to others in their interactions, so good leaders do not force their subordinates to do things that they are unwilling to do and are ineffective.

Good leaders are very considerate of others and try to do something for others.

A good leader likes to try to understand his subordinates in good faith and always thinks others are good intentions for their starting point.

Good leaders always treat their subordinates well.

When subordinates treat him with the same good intentions, can he live hard?

Can it be respected and welcomed by subordinates?

The fourth is tolerance.

If kindness is "do not impose on others what you do not want to do to yourself", tolerance is "all you want and do not impose on others". This is an infinitely diverse and colorful world. We can appreciate unity, but we should learn to appreciate differences for different people and things. We can not agree with them, but we can appreciate them. Then we are tolerant people.

Subordinates like tolerant leaders, because tolerant leaders are not choosy, and subordinates do not like being choosy.

A tolerant leader is also a respected leader. How can a leader who respects subordinates be respected by his subordinates?