The leader arranged for a person to come to our department and said that it is reliable to mobilize enthusiasm?

I once heard a story that a township worker was watching a movie in his office. The leader asked him if he was free, and he solemnly said, I am very busy, but I am not free.

As a leader, not being able to arrange his subordinates well will not only affect his personal prestige, delay the implementation of his work, but also have a bad influence on himself, which is really wronged. I want to punish those who don't obey the arrangement by all kinds of thunder means, think twice, weigh the pros and cons, and finally give up.

Leaders are tried and tested people in the workplace. They can stare at the fire and see through the details. In fact, they have long known the characteristics of those who do not obey the arrangement. 1. There are people up there, full of confidence. There are some people who don't obey the work arrangement or dare to work against the leaders. In fact, there are also people above. The so-called official level kills people because they are afraid of retaliation from the other side. Leaders sometimes have to submit to humiliation for this group of people.

There is no hope of promotion, just muddle along. In the workplace, some jobs can be seen at a glance, and they lack motivation in the workplace, so some people just muddle along and don't want to pay too much. Anyway, more work and less.

A friend said that he once met a very responsible leader who was never late for work. I have often met the leader on my way to work since he was transferred from an important post. Every time I feel that the leader should be late for work, because the place where we meet is really far from the place where the leader goes to work. But after a while, I never saw him again. Only after asking did I know that the leader had been transferred to an important position in an important department.

It can be seen that there is no room for promotion in the workplace, and no motivation will still dampen the enthusiasm of employees. People's enthusiasm for work will vary with different positions.

Although you pay more, you get less in return. In some units, employees' efforts are not directly proportional to their returns, which also dampened the enthusiasm of some employees. For example, in some important departments, you can go out to be a leader after working for three to five years. Of course, everyone is willing to pay. On the contrary, why do they have to work overtime on weekends?

When an important unit works overtime on weekends, it asks other units for materials. Because of his impolite tone, the person who answered the phone immediately hung up and sent a text message saying that you should report to the leader.

Because the pay is not proportional to the return, you will be rewarded for working overtime on weekends, and others will work overtime for you on weekends, but you will not get the corresponding return. Who is happy? Who wants to be the ladder of your progress?

4. Self-esteem, overstepping leadership. Some people think they are capable, arrogant and have no leadership ability. Not to mention arranging work, that is, the leader invites guests to dinner, which will push from pillar to post. There are still some people who pretend to be old comrades and don't understand computers, but they don't support leadership and respect reality.

If you want your subordinates to obey the work arrangement and arouse their enthusiasm, you can start from these aspects. 1. Actively motivate subordinates. Publicize the workplace culture of the unit, encourage subordinates to do practical things, especially make subordinates feel that work is not for leaders, and they can constantly improve their work ability, improve their work level, realize their own value, and lay the foundation for their future personal development.

2. Make good use of performance pay. The gap between unit performance wages should be appropriately widened, especially the gap between the second prize and the third prize. Let a very small number of employees in a unit win the third prize, and feel distressed about the difference in bonuses, so that people will not feel that it is just a gap in eating, which is unattractive.

3. Appropriate accountability. For subordinates who do not obey the work arrangement and do not change after repeated education, they should rely on the strength of the organization to give appropriate treatment to the organization and play a deterrent role.

For example, the staff and leaders of a certain unit arranged to go to a meeting, but he just didn't go and abused the leaders on the phone. According to the relevant regulations, the unit gave him a warning and informed him, which played a great deterrent role to other staff who did not obey the leadership arrangement.

4. promotion and demotion. Don't rank according to seniority at work, and don't let subordinates lie on the previous credit book to count their achievements. You did pay for the company, but the company once gave you excessive wages and gave you corresponding treatment. If you are still in its place and don't seek its own government, you can put it down and let capable people live there.

5. Give hope of promotion. Promotion should not be achieved in one step, but should give room for promotion in the workplace, so that officials have hope and hope. Let unrelated people have a bright future, and those with strong working ability have the hope of promotion, so that they will be willing to pay in the workplace and obey the leadership arrangement.

The embodiment of leadership and organizational authority must be able to control subordinates and make them obey your command, thus effectively promoting the implementation of the work and improving the work efficiency of the unit.