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Faced with the No Child Fruit Co-operative
Posted by ozenk potgieter
Finally, you can also position. Manager. Means, may direct a subordinate to do a series of tasks so that corporate objectives can be achieved. Of course they should do, after all you are their boss, right? Aaah, if only that easy. Unfortunately, your company does not use military principle where the command is issued then performed. No words but, no question, the face of anger or rejection.The situation in the work environment is obviously different. Section gave the order and explained the process of execution is easy. But do they really run the task as you would expect? Well, here lies the challenge. Indeed, not all of your subordinates are incompetent. But at the same time, not all of their behavior is also profitable for the end result of teamwork. In fact, there could be one who acted as if he could not take orders from anyone, not even you that are clearly superior.Faced with a difficult subordinate characters is not new. You are assigned as a party to handle the team is expected to be ready. But if you've actually handle employees who are not easy to work with it? It is not advisable to act impulsively, but on the other hand you are also required to act quickly. Of course, since the stakes are the team's performance. The longer it lasts the action did not cooperate, the more difficult all the action is changed or stopped. Here are some steps to keep in mind every time you get flashed the question, "Who's really the boss, anyway?":Confront Problems. It seems easier to dismiss employees who you feel do not provide the best for the team's success with another delegate tasks to subordinates who seem more reliable. There is absolutely not a good idea. Remember, this is just one important part of your job. And believe me, the problem is not going to resolve itself. It could even get directions. Such confrontation is actually already be on your agenda. Next, stay implemented.
Handle Behavior, Not Private. Your goal is to reach a solution, not to "win". So you should focus on actions that are less cooperative, without the need to personally attack the subordinate. Use statements using "I" like, "I need everyone in this team to be on time for the final month of each goal can be achieved," focuses on the employee rather than using the "you" like, "You're always late!" Then, give the opportunity for subordinates to come looking for a way out of the problem. As they are also given the responsibility to produce a solution, subordinates will be more embracing way out is when I finally found.
Find the Cause. When asked discussions with employees who do not cooperate, stay calm and positive, but still fair. Throw a series of key questions that can not be answered with one or two words. And, when you respond to the response, once again, try to keep emotions in order to stay calm. Summarize back to him just what he was saying, In this way, he will understand that you are actually listening. If the discussion you managed to find the source of his behavior is hard at work, will mean greater kemungkinanya for you to get the most appropriate solution.
Repeat When you Need. Some trivial issues such as late coming to office, can be addressed with a brief conversation in your room with the employee. But more serious problems such as the subordinate who often act as if the company has against the other colleagues because they have a habit of bluffing, it takes more than one confrontation before seeing a change. Please be patient. Do not always expect instant results. Instead, try to achieve continuous improvement rather than insist on instant success.
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