First, solve the problem directly.
Instead of teaching employees a lot of problems (for example, you are not a good team player) or listing a lot of improvements, employees still don't know where the problems are and where they can improve.
Second, avoid being emotional.
Many managers often criticize employees in extreme anger when they make mistakes, which will lead to employees' inattention.
It is important to know that it is not to criticize employees for venting their emotions, but to discuss the reasons for employees' mistakes, understand employees' situation and express employees' expectations, so as to achieve correct results.
Third, don't continue to correct it.
The manager who sent the problem should reply as soon as possible to let the employees know what went wrong. When you hide problems, employees can respond to all wrong behaviors without problems as soon as possible, so that employees can make improvements as soon as possible.
Fourth, frequent communication.
No one likes to be kept in the dark, and employees will have a lot of dissatisfaction and opinions, although some are correct and some are incorrect. Therefore, employees and employees, employees and leaders need to communicate frequently, consult employees' opinions on the company's development, listen to employees' problems, and talk about their own views on these opinions and problems-what is acceptable? What is unacceptable? Why? If the enterprise has difficulties, it should be made public and tell employees that the enterprise needs their help. Remember-paper can't wrap fire, and employees need to know the truth. 5. Involve employees.
More and more, we find that in practical work, the people who have the most ideas are often those who are directly involved in task execution. Involve front-line employees and let them know that you value their opinions. Employees don't want to be given simple orders and instructions, they want to play a more important and meaningful role in their work, and they are eager to participate in decision-making. When employees want to participate, but you don't give them the opportunity, they will alienate management and the whole organization. If you can respect the opinions of employees, even if you don't adopt their suggestions in the end. You will find that they will be more willing to support your decision.
Sixth, keep your promise
Maybe you don't remember what promise you made to someone by accident, or you think that promise is not important at all. But remember, your employees will remember everything you promised them. As a leader, any seemingly insignificant behavior will have an impact on others in the organization at any time. You should be alert to these influences. If you make a promise, you should be responsible for it.
If you have to change your plan, you should explain the change to the staff. If you don't or don't clearly express the reason for the change, they will think that you have broken your word. If this happens frequently, employees will lose trust in you. Losing trust in employees usually leads to a loss of loyalty. VII. Recognition by more employees
A sense of accomplishment can stimulate employees' enthusiasm for work and meet their internal needs. In the long-term work, we summarized the following rewards:
Open reward standard. Let employees understand the reward standards and the reasons why others get rewards.
Give praise and rewards in an open way. If praise and reward are not made public, it will not only lose its own effect, but also cause a lot of gossip.
Reward with sincerity, don't overdo it, and don't be glib.
The limit of reward is very important. Reward what just happened, not what has been forgotten, otherwise the influence of the reward will be greatly weakened. Eight, allow failure
We should trust and support employees' beneficial attempts, and they can help our enterprises to innovate. Don't punish employees for failure. The failed employees have felt very sad. We should emphasize more positive aspects and encourage them to continue their efforts. At the same time, help them learn to learn in failure, find the reasons for failure with them, and explore solutions.
A beneficial attempt to criticize or punish is to stifle innovation, and as a result, employees are unwilling to make new attempts.
Nine, establish norms
It is necessary for every enterprise to establish a strict management system to regulate the behavior of employees. We can describe the workers in each position in detail, so that every employee knows what he should do, who he reports to, what rights he has and what responsibilities he bears. Of course, this restriction cannot be too strict, but it must be. Establish reasonable norms, and employees will act within the prescribed scope. When it goes beyond the prescribed scope, employees should be required to obtain the permission of management before proceeding.