Indulge subordinates can only reap the consequences, which is an iron lesson in leadership work. Modern leaders advocate "people-oriented" because they should consider subordinates as the main body, respect their personality, observe their temperament and reuse their abilities. But this by no means means to understand the cancellation system with emotion instead of principle, because it can only condone the unreasonable desires and behaviors of subordinates. This is the taboo of leadership work.

In every unit and organization, there will be a few members who are difficult to manage, that is, the so-called "black sheep" in the usual sense. On them, they usually have the following characteristics:

First of all, they all have certain working ability and experience, have certain working qualifications, and their achievements in the team are not the best, but they are by no means the worst;

Second, these people have a certain appeal and influence on a small scale, have a certain mass base, and are proud of their talents;

Third, I often openly talk back to the leaders, oppose some new plans and systems, and even spread some negative thoughts and remarks, which have caused very bad negative effects, but this is by no means conscious, but because of my personality;

Fourth, love to express themselves, free and loose, arrogant and humble, informal, loyal to others, recognize people and deny them.

There are various reasons for such subordinates, both subjective and objective. For example, the former leader was flexible, self-respecting and technically a mainstay, thinking that no one in the organization dared to touch himself; Those who once led the "wild" were once leaders, but they could not objectively realize their own shortcomings, refused to accept the treatment, and broke the jar.

As a leader, especially a new leader, if you meet such a subordinate, it is like holding a hot potato in your hand. "It's a pity to abandon it." But what should we do? Such subordinates can be reversed, not useless, and must be fired. If used well, it can play a positive leading role and even inspire the team's fighting spirit; This requires leaders to be tolerant of others, but pay attention to appropriate resistance when necessary to prevent big mistakes.

In the specific "confrontation" process, leaders can adopt the following methods:

First, the betting method: seize an opportunity, in the public * * * occasion, when it publicly gives the leader a problem again, suddenly attack, turn passivity into initiative, bet with him, and make an agreement on the spot: what to do if you win; What should I do if I lose? The content of the bet should be work-centered, and the content of the bet is considered "impossible" by subordinates (in fact, it is not impossible, just difficult). Of course, as a leader, when choosing to gamble, he must be sure of winning in his heart, set an example, and let him have nothing to say and obey management.

Second, the cold shoulder method: within a certain time range (a small group may be five to ten days, and a large group may be a little longer), especially when the work is very busy, the task is very heavy, and the members of the group are very busy, don't care about it, and don't assign any work, let him calm down and think until he really can't help talking to you, and then warmly receive him, state his problems, and use empathy.

Third, the moving method: this method is applicable to loyal and loyal subordinates. As long as they have the opportunity to be friends with him, they will do whatever you want and go through fire and water. First of all, we should gain his goodwill, such as giving him help selflessly when he is in trouble, and then looking for opportunities to further deepen understanding and enhance feelings. The third step is to take the initiative to talk to him about his heart and work, and honestly help him grow up.

Fourth, communication methods: talk seriously, salute first and then fight. Please change their attitude and behavior, and emphasize the binding of interests and the same goal. When communicating, we should be humble, gentle and strict. Even though it may not work, it is necessary. Politeness comes first, and the following actions will be "famous".

Fifth, the method of making enemies: the people targeted by this method generally belong to the typical "negative" representative. We should balance our strength in a collective, not "one-sided". As a leader, we should set a "positive" example for the black sheep, let the two compete with each other, the leader will reconcile them, and the balance of forces will eventually reach an agreement. If necessary, you can give "negative" representatives some time to show off, but the untouchables are furious about it.

Finally, as mentioned above, "black sheep" generally has a certain influence. He can guide the opinions of a group of people with negative thoughts. He is just an "opinion leader". We can't let this negative thought spread and expand in the collective. We can take him as the head, isolate him from the big collective, and let him lead and manage the small collective, but we should put forward some requirements for him, give him some power and commitment, satisfy his desire to be an official, and let him drive this group of people to create a positive situation.

Through the above practice, I believe that the problem has been solved almost. Of course, if not, we have to "give up what we love" and fire him. In short, such members are capable of creating benefits and values for the collective. There is a famous saying in management: there will never be bad subordinates, only bad leaders. Sometimes it's really a challenge to leaders.