How should you establish your authority when you encounter a "prickly" subordinate who challenges your bottom line again and again?

Going back to the main question, it is common for leaders to encounter disobedient "thorns" at work. I have summarized four aspects that can be solved: 1. Emotional communication method. 2. Self-reflection method. 3. Institutional Management Law. 4. Suppress evil with good.

As the saying goes, if you are upright, you are not afraid of a crooked shadow. As a leader, as long as you insist on being upright and walking straight, you will have nothing to say if you are thorny. I am afraid that the leader will do one thing to his face and do another thing behind his back. When things go wrong, he will depend on what he says and what he eats. This is a double standard. As long as the leader insists on standing on the side of justice, as time goes by, the evil spirit will naturally not get close to him and the thorn will no longer be stung!

I am a workplace explorer, welcome to follow and communicate!

Subordinates must not be allowed to challenge the leader's bottom line. They will step back once challenged, and in the end there will be no bottom line!

Being a leader must have official authority. How to establish it? Let’s take a look at the following suggestions: 1. Speak less and be more authoritative.

Leaders should avoid talking too much, and do not say that talking too much will lead to failure. Leaders who talk too much and are long-winded will definitely have no authority. The same weighty sentence is worth 10 points if it is said once, and only 5 points if it is said twice. The more you say it, the lighter the weight, and the less your subordinates will take it seriously!

As a leader, you must be reticent and speak less. If you talk less, your authority will naturally increase.

2. Praise less and be careful about getting angry.

1. Praise less.

Don’t praise your subordinates too much, and praise them to the point. Don't praise your subordinates for small achievements, otherwise your subordinates will be too proud! At the same time, be careful not to flatter your subordinates! Don’t believe it, there really is such a leader! False and excessive praise is flattery to subordinates, which must not be done. If you flatter once, your prestige will be reduced by half!

2. Be careful of getting angry.

Be careful when you get angry, and you must honor everything you said when you get angry, preferably double. If you say you want to deal with a certain employee when you are angry, then you must deal with it, and it can only be serious, not light! If you can't live up to your words when you get angry, your subordinates will definitely think of you as a joke the next time you get angry!

3. The bottom line cannot be challenged.

The bottom line cannot be challenged! If there is a thorny challenge, it must be dealt with severely!

1. Respond to his challenge with a serious and calm expression. It is not appropriate to get angry or threaten him. Use actions to deal with him.

2. Strictly examine the work quality and results of "thornheads", identify their weaknesses in accordance with rules and regulations, and deal with them severely.

3. Establish him as a negative example and kill him as a warning to others!

The above suggestions are for reference only! He may not like you and may not want to work here. If you transfer him, everyone will be relieved.

If you can't move him away, then you have to find a way to live in peace.

As for "establishing authority"?

Do you think he will be afraid?

. It turns out that there is a colleague in the work unit who is very capable, generous and knowledgeable.

He has never had any conflicts with his leaders. He has always tried his best to cooperate and assist, and he is very happy to get along with them.

Other leaders and larger leaders all have a good impression of him.

Later, the department changed to a new leader. This time, he couldn't get along with the "new leader."

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The reason is that the new leader always wants people to kneel down and speak, and "kneel down firmly and work hard". For those who were unwilling to kneel down, the new leaders persecuted all and left.

Because colleagues are the backbone of the department, they can "survive the disaster" without kneeling.

But he couldn't stand this and felt it was too outrageous.

In addition, the new leader has no ability or ideas and only knows how to show off his power and look for trouble all day long, which makes him find it even more unbearable.

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The two soon clashed, and the conflicts continued like crazy, and they became like enemies to each other.

The more this happens, the more the new leader will feel that his "dignity is being challenged" and the more he will try his best to deal with the colleague.

I won’t go into details about how they fought. In short, during this period, the new leader never reflected on his own problems. He just generally believed that "I am the leader, and everyone has to kneel down and listen to me." .

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Later, the colleague took the initiative to transfer, and the matter ended in a lose-lose outcome.

But this kind of thing "the following is wrong" will not disappear with the new leader. His approach of always trying to solve problems through "fear" will only lead to more resistance.

. Most of the challenges come from dissatisfaction, and a small number of them come from being taken advantage of.

Probably few people will challenge their leaders for no reason. One is to cause trouble for themselves, the other is to upset themselves, and the third is to cause trouble for themselves. It is detrimental to one's reputation.

But if you really have to keep challenging, it is most likely because of "inner dissatisfaction."

As for the reason for "dissatisfaction", it may be that you are new here, it may be that you have shown the ability to convince him, or it may be that someone gave you eye drops from behind.

In short, he is "not convinced" by you.

. Transferring him is the best way

Since you can't stand each other, then go your separate ways and don't force each other to hurt each other.

Since you are the leader, I believe you need more connections and channels. If you have a way, then help others transfer them with their consent.

For example, recommend it to other departments in the unit, such as other units in the system, etc.

In this way, goodbye is also a friend, rather than eventually developing into an enemy.

. If you can't reconcile, then live in peace.

If you insist on "establishing authority", you may end up hurting each other.

For some people, this job is not important. The worst they can do is find another place to make money - maybe they can earn more and develop better.

But as a leader, if he and his subordinates hurt each other all day long, then he himself will be hurt more first.

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Don't be careful:

If there is already a problem in the relationship, it will definitely become more sensitive, so don't make trouble with others just because you are "unsatisfied".

Staying away for a while is good for both parties to calm down emotionally.

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Don't give special care to "thornheads" just because you want to "kill one to serve as a warning to others."

To ensure that a bowl of water is balanced, everyone has the same treatment. This is not difficult, just keep calm.

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When both parties have calmed down and accepted each other, then find someone else to talk to, communicate more, and self-examine if necessary.

As long as you communicate properly, you will be friends next.

. No one will be a leader forever, and no one will always have the upper hand. Don’t take the position of “leadership” too seriously.

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As for "establishing authority"?

Today’s units are more in the era of “human wisdom”, not the era of “man rule”.

The workplace is like a battlefield, and you need to rehearse carefully. I am Teacher York, and I would like to share with you what we should do if we encounter a "thorny" subordinate who repeatedly challenges your bottom line (how to establish authority).

Every company will have some troublesome employees who do not obey the work arrangements of their superiors, or who secretly create resistance to leadership work. As an old man in the workplace, I have seen this often happen in the company. situations happen. Nowadays, companies are advocating humanized management. Neither the old-fashioned criticism and suppression nor administrative punishment methods can be used to deal with it. So what should you do as a direct leader when you encounter a thorny subordinate? Before answering this question, I think that as a leader, you should have a clear guiding ideology. First of all, you must face up to your position. The department leader is the person in charge of a department. He must be responsible for the company, and he must be responsible for all the subordinates in the department. To be responsible, you must dare to take responsibility, put the interests of the department first, and not accommodate your own private interests. In other words, you must be able to accept the role of a top figure; secondly, you must face up to your subordinates and treat all employees with a bowl of water. Ping; Once again, we need to bring some new things, new atmosphere, new ideas or introduce some new people to the department.

For leaders, based on the above ideas, measures can be taken to reverse the situation through the following methods:

1. Establishment: Strengthen the company's rules and regulations, and adopt formal The procedures are distributed to the entire department to make employees feel the seriousness of the rules and regulations;

2. Teaching: formally interview the subordinate employees on a formal occasion, clearly state the company rules and inform them of the problems, and do not teach them without teaching them. Punishment is regarded as unjust, so the prick should be given a chance to make corrections;

3. Punishment: After the above two steps, Rong Ran has not made corrections, and as a department leader, he will provide written opinions on handling, and will not condone it. , show your decisiveness and authority, the department leader and the person in charge have the absolute right to deal with troublesome employees;

4. Reporting: refers to formally reporting to the company boss, describing the decisions you have made and related decision-making processes and opinions, report to the boss, showing that you have the ability and confidence to deal with various problems in the department;

5. Report: Hold a meeting in the department to deal with the thorny issues, summarize the experience, and inform other employees, Serve as a warning to others and establish your own fair and strict status;

While completing the above appearance efforts, as a leader, you should also pay attention to the following working methods in order to achieve the best management effect: 1. Privately Rio meets with this subordinate, impresses him with personal friendship, and tells him that it will be better if everyone works together;

2. Privately find some colleagues who have good personal relationships with this subordinate, and advise the subordinate through them ;

3. Find other supervisors privately and ask for advice on how to deal with this problem and how to handle company affairs;

4. While firing this subordinate, try to help him solve the problem. Difficulties that are within your capabilities, such as asking the company to provide placement fees, helping to introduce jobs, etc.

Enterprises should employ people with both ability and political integrity, putting morality first. In the early stage of recruitment, the HR department must ensure that the interview process and probation period are completed properly. Unqualified talents will not be given final employment. As a department leader, You must have real work ability and level, be a benchmark for subordinates in business, pay more attention to effective work communication with subordinates, assist subordinates to deal with problems, and improve work performance. I think in such a work environment, thorny subordinates will Won't exist anymore.

Hello everyone, my name is Li Lala, and I am very happy to participate in the discussion on this topic. Lala feels that as a team leader, we should think about how to be dignified in front of subordinates. It is better for us to study how to do a good job and lead the team well, and subordinates will naturally respect us. Lala is also in the process of exploring, and has the following suggestions:

1. Have principles in doing things? Don’t be confused about important matters

There are people of all kinds in the team, so as a leader, you must be generous For some, don't worry about small things, but once it comes to matters of principle, you must not be fooled to get through.

2. Strive for the deserved benefits for the team

As a team leader, you must always consider the interests of the team. In front of the company, you must fight for the deserved benefits. .

3. Treat people fairly.

Treat people fairly, not others. "A bowl of water is fair". Rewards and punishments are strict and do not show favoritism. Only in this way can we win the recognition of employees and the respect of everyone. When facing capable subordinates, attention should be paid to them. When facing subordinates who make mistakes, appropriate punishment should be given.

4. Do not shirk responsibility. In the workplace, shirking responsibility is tantamount to losing the trust of subordinates. Shirking responsibility is also a sign of irresponsibility. A leader without responsibility cannot achieve great things.

Therefore, if you want to convince others in the workplace, you must first understand yourself correctly. Whether you are a leader or a subordinate, you are bound to make mistakes. Acknowledge corrections promptly. I hope my answer can help you. This is Li Lala talking about human resources. Thank you for your attention. If you have any thoughts and opinions, please leave a message to share.

As a manager, it is inevitable that your subordinates will encounter challenges. When you encounter such a person, you need management wisdom. Failure to handle it well will have a negative impact on yourself, and may even cause you to lose face and prestige. Dealing with such subordinates should be done step by step and must not be done too hastily. 01. The first step: move with emotion and understand with reason.

In any case, managers always stand in a strong position, so when facing such subordinates, they have initiative and advantages. They cannot lose heart because of this advantage and master the initiative. First of all, you need to lower your posture, use the interests of the group as the basis, and state your relationship with him "with reason and emotion", so that he can understand the inconvenience caused to the group and himself by "picking holes" for no reason. 02. Step 2: Firmly adhere to principles and cannot compromise.

Some subordinates who deliberately "find fault" have no purpose and have such a personality that they "find fault" just for the sake of "finding fault"; some people have a purpose, or are instructed to have ulterior motives, or are subject to People instigated and kept in the dark. At this time, don't think that giving in will eliminate the matter. You can't give up your principles, let alone compromise. Stick to your own principles and let the "thorny ones" understand that your wrong behavior will not bring beneficial results. 03. Step three: Master the method and fight back resolutely.

Since the initiative and advantage are on our side, on the basis of adhering to principles, it is natural to fight back against the "thorns". But you must master the method. You should not be irritable, irritable, or indiscriminate in public. If you are like this, even if you are reasonable, you will attract criticism from other subordinates. On the premise of not causing public controversy, the mature approach that managers can take is to counterattack the "thorns" from the institutional and policy levels with reasonable evidence. 04. Conclusion.

In short, we must adhere to the principle of non-compromise and correct response methods. When "moving with emotion and understanding with reason" cannot solve the problem, make the counterattack well-founded and " The "thorning" behavior of "thorning the head" has become an "ironclad case", leaving him no room to "overturn the verdict" and receiving due sanctions. From then on, the "thorning head" will disappear and his authority will be maintained. The workplace is like a river and lake, do it and cherish it!

According to his situation, he probably doesn’t take you seriously, as if he looks down on you a little. Communicate with him more in private, and invite him to have a few more meals. Many things happen in the wine room. It can be solved on the table. Be warm to him and make him feel valuable. Psychologically speaking, this trick is very useful and makes him feel embarrassed about what he does.

Hello: If this is really the case, then give him a "killing the chicken to scare the monkeys". Pitou also has Pitou's weaknesses. You need to see if you can help him correct it first. If he is a rogue, then let him suffer some losses. Next time he won't dare to do it. Don't be afraid of things blindly. The more afraid you are, the more you will be afraid. , he becomes more and more aggressive.

What authority do you establish? Resigned

Pull him out and "kill" him if he doesn't obey. Give him more work, leave him alone, isolate him, and kill his spirit. "Let him be horizontal when he is horizontal, and the breeze will blow on the hills; let him be strong when he is strong, and the bright moon will shine on the river."