To Convince Subordinates, You Can'T Evade Responsibility.

As a leader, especially in the middle class, there is one thing that must be avoided, that is, downward complaining: "I think so, but the boss said no."

I think this is a very cowardly expression.

"Although I find it very laughable, the president has to do so.

Sorry, let's start. "

That's the same meaning.

In fact, there is a lot of middle managers like this.

Being a subordinate will feel very disappointed because I don't know what the executive is.

Moreover, when subordinates ask the supervisor to do something, they are more shocked when they are returned by the name of the company's top officials.

It is hard to believe that such a leader is trusted by his subordinates, not to mention "willing to follow him".

On the other hand, the managers of the company also think that there is no need for such a "middle class executive who will only evade".

If a middle-level supervisor can not fully convey the wishes of his subordinates to his superiors, or he can not convey his opinions to subordinates faithfully, the company does not need such a supervisor at all.

However, a leader must tell his subordinates exactly why it is so? Why can't the company accept his proposal? Why does the president instruct him to do so? It is absolutely necessary to explain the reasons clearly.

It is because we neglect these tasks that our subordinates will be disappointed.

For example, if you are a chief of staff, the proposal sent by your subordinates is returned by the minister at the meeting.

If you do not explain anything, and think that your subordinates have known the result, you will ignore the proposal, which may cause your subordinates to lose trust in you.

If I want to win the case, I will explain it to the boss before the meeting, and I will not hesitate to make it before the meeting without the consent of the minister.

If it's still beaten.

I will also explain to my supervisor the reasons why I hope to pass the case, and then reply to my subordinates.

Organizational

One of the most important tasks is to perform performance appraisal for subordinates.

But this is not a simple matter.

Moreover, the higher the status, the more difficult it is.

It is not easy to see clearly the true performance of subordinates because of their status.

In fact, there are people who have no subordinates in their bosses.

I have seen many such people before, and have suffered such miserable treatment.

In my past experience, yes.

Those who flatter and flatter others usually expect their subordinates to treat him in the same way.

They are humble about their superiors, but in front of their subordinates, they are domineering.

Moreover, those who flatter and flatter him will become his favorite objects.

When I find this phenomenon, I must ask the subordinates' opinions when I do a performance appraisal for my immediate subordinates.

From the point of view of the boss, even subordinates do not have obvious obsequious phenomena, but they are always yes.

It can also be interpreted as such a subordinate who knows himself very well and is willing to follow himself.

But after asking his subordinates, he was found to be very arrogant, and he would use my attitude that I never had before.

Unfortunately, this kind of thing often happens.