How to manage subordinates

First, how to manage arrogant subordinates?

Such people are self-reliant, disobedient to management, ambitious, disdainful of doing small things and unable to do great things. He likes to gossip, taking alienating others as his responsibility, having nothing to do with himself, hanging high, having no team spirit, and just wanting to finish his own injury.

1, just hold your horses. 2. Dream on. 3. Dare to criticize. 4. Don't say anything. 5. Improve her loyalty. 6. When she makes meritorious service, give her a generous reward, make her deserve it, and think that she is guilty of you at ordinary times. 7. When appropriate, use appropriate methods to defeat their pride. 8. Don't confront aggressive people. 9. Don't respond to arrogance with snub.

Second, the management is a non-type subordinate. What should I do?

This kind of subordinate, who is a headache to the supervisor, is the kind of person who likes to gossip, either about Zhang San or Li Si, or spreading irresponsible rumors. For this kind of person, other subordinates can stay at a respectful distance from others, and as a supervisor, you must never let it go, no matter how good the performance of this subordinate is, how deep her personal relationship with the boss is, and how unusual the background is, once her words and deeds affect the normal development of the overall work,

1, increase her workload and reduce her chat time. Finding an honest and capable partner for her again not only set an example for her, but also changed her audience. Praise her progress from time to time to show encouragement and recognition (of course, it is best to do so in private). 4. Not far from people with long tongues. 5. stay away from the "right and wrong nest". 6. Give necessary lessons. In short, you must let her know that you have been paying attention to her since you criticized and warned her. If you don't correct it, you will be punished more severely without criticism and warning. There is no question of mercy and space at this point.

Third, the management of subordinates is not strict, what should I do?

Such people lack initiative in their work, like to brag, often tell dirty jokes, make the hospital like a happy chat room, and don't want to repent after criticizing it several times. At the same time, she always leaves a small tail when arranging work. If there is a problem, she will put it on others. If there is a good thing, she will praise her great contribution. Every time such a person talks to her, she will have one reason or another to complain, completely unaware of her shortcomings. But for such lax subordinates, we must observe clearly and grasp the scale, otherwise it is easy to lose a talented subordinate.

1. Leave the task to her alone. If she can't finish it, she won't be given an explanation, but will be punished. 2. Arrange a fast-paced colleague and put pressure on her; Can't adapt, let yourself resign. 3. Use a strong sense of competition.

Fourth, how to manage strong subordinates?

Such people are hard-hearted, determined, resolute, brave and tenacious, and dare to take risks. Disadvantages are easy to be aggressive, proud of personal ability, careless, power-hungry, ambitious, like to strive for success but can't stand it. They are independent and able to complete tasks flexibly, but they should pay attention to their ideological and emotional changes.

1, deliberately cold and arrogant. 2. Pretend to forget her existence. It is pleasant on the surface not to give her the opportunity to "show" her talents. Don't let her push her luck.

Five, management impatient subordinates, how to do?

This kind of person is courageous, grumpy, very loyal, and dares to do anything for his friends, belonging to the temperament. The advantage is that people are simple, they don't have much strength to bend their ileum, they dare to say and do things, they have the courage to be fearless in times of crisis, and they are loyal to people they really admire. The disadvantage is that she is not right with others, refuses to obey the law and does whatever she wants. As long as she is her friend every month, she is very kind to herself and gives help blindly no matter what mistakes she makes. Because of its recklessness, there are often sudden bad things.

1, improve her spirit of cooperation. 2. Improve her self-motivation. 3. Be tolerant of big and small issues. 4. Being tempted is the best policy.

Six, management stubborn subordinates, how to do?

This kind of person is firm, outspoken, resourceful, trustworthy, right-leaning, very orthodox, ideological and moral, backward in food and clothing, conservative and cautious, afraid to take risks, too stubborn, obsessed with what he thinks is right, unwilling to bow to the other side, and not good at responding.

This kind of person is the head of the family and an excellent loyal minister who dares to die. 1, instilling the concept of unity in harmony. 2. Let more people and her participate in important decisions. 3. Tell her that she insists on organizing the team to have high opinions everywhere. 4. Give her room to make a decision. 5. Give the disobedient some color to see if necessary.

Seven, the management of the majority of subordinates, how to do?

This kind of person has a wide range of friends, treats people warmly, is generous and smooth, and can win the goodwill and trust of friends from all walks of life. They are good at guessing people's hearts, doing what they like, being good at dealing with people from all walks of life, wandering around in various occasions and finding that both ends are outside. Suitable for business work and public relations, can get through all aspects of the joints. However, because the people they make are mixed, loyal and unprincipled, they can't help doing wrong because of the involvement of their friends. It is difficult to discuss the right and wrong of things from a fair standpoint, which is not suitable for correcting social atmosphere.

1, the decision-making power cannot be decided by her. Let her be the head of the developer. Let her decide her own working methods. 4. Talk to her more to prevent mistakes.

Eight, management function subordinates, what should I do?

This kind of person is cheerful and extroverted, with an open and aboveboard style, ambitious, unsociable in Li Zhuo, full of pioneering spirit, always striving for the first place in everything, unwilling to lag behind, often generating great courage and inspiration from it, not talking about failure, having a strong desire for success, and always hoping to be at the forefront of the winners. Disadvantages are overzealousness, eagerness for success, and recklessness. And make mistakes because of jealousy. If we can think carefully and calmly on the basis of courage and openness, we can make great achievements.

1, regard her as the biggest intelligent resource, and these intelligences are the guarantee of success. 2. Tell her that cultivation is the capital of being a man. 3. Don't take a momentary mistake to heart. 4. Put her in charge of training. Don't give in to her competitive spirit. 6. Distinguish between confident and conceited people. 7. Don't discourage self-styled.

Nine, simple management of subordinates, how to do?

This kind of person is open-minded, simple and honest, not scheming, not smart, and has the advantages of simplicity and selflessness. But people are too frank and sincere to hide what is in their hearts and don't shut up. You can rest assured to cooperate with such people. However, due to lack of mind, careless work, and sometimes reckless, do not listen to dissuasion, should say, should not say.

1, correctly use her sincerity and advance and retreat strategy. 2. Give her strong support at some critical moments. You should try your best to help her. 4. Teach her how to get along with others.

X. how to manage obedient subordinates?

This kind of person is gentle and kind, kind and kind, does not put on airs, works calmly and steadily, can take care of all aspects, treats people kindly and loyally, and has the virtue of tolerance. If you are too obedient, you will roll with the punches, drift with the tide, lack opinions, hesitate to wait and see, make up your mind, and fail to break major events, and often miss opportunities because of indecision. If we can make decisive decisions, persist in or strive for correctness, and grasp the direction and principles in major events, we can unite with * * * to achieve great things.

1, be her teacher. Let her know that the more she learns, the stronger her ability, the more independent and efficient she is, and the more valuable she is. 3. Improve her morale. 4. Give her a real, half-done job.

XI。 What about subordinates who manage restraint?

This kind of person is meticulous, cautious, modest and prudent, but suspicious and worried. He often asks for more and less, dares not take responsibility, and is not broad-minded enough. Complete the task successfully within your power. Once the situation is chaotic and complicated, you may be confused, unable to make decisive and correct choices, and difficult to survive in a harsh competitive environment. Their lives are more regular, and they are used to being in good order rather than breaking the quiet and stable rhythm casually.

1, suitable for office and logistics, step by step, less mutation. 2, can not be entrusted with a heavy responsibility. 3. Manage with emotion. 4. Encourage her to be independent. 5. Open her communication skills. 6. Cultivate her willpower.

12. What should I do to manage a knowledgeable subordinate?

This kind of person is diligent in thinking, knowledgeable, quick-thinking, and has many ideas. He is a good hand at making suggestions. But because they are knowledgeable but not proficient, not specific enough, and unwilling to follow the path of their predecessors, they have many unconventional opinions. The ability of oral debate is often very good, and the knowledge is very wide. When talking and speaking, people often ask for quotations, which makes the average person an eye-opener and gains the respect of people from top to bottom.

1, I can't help hitting her. You must have enough heart. 3. Don't give her death orders with high quality. Let her work as a peacemaker and public relations. 5. Treat sincere people.

Thirteen, management honest subordinates, how to do?

This kind of person is honest and clean, completely self-respecting, and naturally unwilling to covet the wealth of the people, frustrated by sympathy and sense of justice, so he doesn't like all kinds of corruption and is unwilling to be an official. They are extremely principled and distinguish between good and evil.

1, ask her for advice. 2. Strengthen her "outer brain" to face the society and adapt to the reality. 3. Let her do professional work.

Fourteen, the management of quiet subordinates, how to do?

This kind of person is quiet, quiet, meticulous, earnest and persistent, and has a persistent research spirit, so he often becomes an expert and expert in a certain field. The disadvantage is that it is too quiet and not agile enough. They think twice before acting, fail to grasp the opportunities that pass by in life, are not interested enough, and don't care much about the things around them except what they are interested in. Although I don't like to talk at ordinary times, I look at the problem far and deep, and I may be ignored by others because I don't want to talk. In fact, it is instructive to listen to their opinions carefully.

1, keep a certain psychological distance. 2, don't sting the distance that the other party is not cold. 3, not from near to far. 4. Increase her confidence. 5. Give her a chance to show her talent.

Fifteen, management strategy subordinates, how to do?

This kind of person is resourceful, secretive, thoughtful, resourceful and quick-witted. If you don't stand firm, you will easily become a big traitor. You will often visit have it both ways, and you will determine your course of action by observing your face and color. If you have more loyalty and courage, you will become a wizard like Sean.

1, respect and use her. You can't oppose her. 3. Cultivate key targets. 4. Loyalty is useful. Let her do the work of negotiation and decision.

Sixteen, capable subordinates want to resign, how to do?

1, keep a calm mind and face the reality that the market economy encourages the flow of talents. 2. Ask her why she resigned. It's not an old score: "I trained you, and now you are ungrateful ..." 3. If she is outspoken and just helps her, ask her about the nature and future of her new job and wish her all the best. 4. Don't try every means to keep her, and add conditions to dispel her plan to leave. This is a foolish practice for professionals, and it is not easy to get along with them in the days when they barely stay. Break up in a happy atmosphere, leave a good impression on each other, and meet again later.

Seventeen, how to improve the quality of subordinates?

1, cultivate subordinates with a sense of the times, lofty ideals and motivation. 2. Cultivate subordinates' business wisdom and strategic mind, seize opportunities and achieve long-term goals. 3. Cultivate subordinates to learn to know people and be good at their duties, and manage people based on human nature, thus stimulating people's potential, initiative and creativity. 4. Cultivate the comprehensive quality of subordinates. 5. Pick their advantages at the right time. 6. Don't be stingy with praise. 7. Praise should be timely. 8. Praise should be fair.

Eighteen, to criticize subordinates, how to do?

1, criticism should have a purpose. 2. Criticism should be rational. 3. Criticism negates things, not people. 4. Criticism should vary from person to person. 5, criticism should be carried out separately, and the dirty laundry should be publicized. 6, combining rigidity with softness, so far. 7, straightforward, clear responsibility. 8. Pay attention to your attitude and mood. 9. Think twice before criticizing. 10, calm down after criticism. 1 1. Don't hurt others' self-esteem. Admit your mistake and don't pursue it.