How to put a subordinate in place? Relationship between the manager and the subordinate

Issues of business ethics are more important than ever. Personnel management has turned into a profession. Only the lazy does not talk about motivation and the human factor. For a change in this article, I would like to discuss the topic of the consumer attitude of subordinates to the chief.

Perhaps, any leader sooner or later comes up with the idea that he is being used. And the more professional the manipulator, the later this thought arises. And then the next question is how to put the subordinate in place.

What threatens the boss

The most common is passive manipulation. Let's take a closer look at the most common types of Dodgers.

1. Those who with enviable persistence ask for salary increases or other benefits. Often these are personal drivers. Almost always they perform some additional duties, which is what they hold. Complaints, links to illness, demonstration of ostentatious devotion and the most crude flattery suit. With such a relationship should be severed immediately, until someone was found who for additional benefits will entice your grabber and find out about you superfluous. And do not worry about breaking the "warm" relationship, then it could be worse.
2. Passive manipulation through the endless complaints of household disorder, poor health and turmoil in the family. On the first spontaneous impulse to help "delicately" refuses, but the opportunity to expose themselves "the orphan of Kazan" still does not miss. The appeal to "pity the poor thing" and reads in a pitiful expression. How to be? Before you rush to help, do not hesitate to ask for supporting documents. For example, a certificate if it is a case of illness. Charity should be reasonable.
3. Manipulation "from the opposite." The employee stably overfulfills his job duties and refuses any further encouragement. "Personnel management" is not required. What causes astonishment at first, then tenderness, then - the need to somehow react. In this case, the game is called "Our company is my own" or "I'm so responsible".

Do you really believe in this? All people - bosses, subordinates - work for money, only with varying degrees of pleasure. Talk to the worker. Try to find the true motivation. Recognition in the team? Or just aim at your place? Be careful. And remember - the more you give a person, the more he wants.

With love to the "boss"

How to put a subordinate in place, when he in every possible way demonstrates loyalty?

It's no secret that flattery is widespread in any collective in all its forms and manifestations. The more we are vulnerable in this matter, the easier we buy into simple tricks. Think, are you really the best? What is the percentage of truth in the words of a subordinate? If nothing is embarrassing or alarming - maybe it's time to finish with personal growth trainings and look at the situation adequately?

It happens that the subordinate frankly cares for you. Yes, everything happens, and love in the workplace also occurs. But the service romance is a delayed-action mine, you never know at what moment it is ripping. Think about it more than once, before entering into "hazing" relationships with subordinates. Most likely, you or another party will sooner or later have to change jobs.

In addition to the situations described above, the manager daily has to "break" the gap in the small and serious problems that work brings with his subordinates. In all cases, elementary knowledge of human psychology and understanding of how to "fight" with whom will help. Each type of subordinates - their own style of communication. So, what are they, these types?

People and masks

"Indispensable". Agrees to replace all and replace. Often does not do his job. Proud, that he knows how. Understands with a half-word. Knows the word "need".

"Vain" - takes up the job only when you can flash your own "I". That's why he does not shy away from social work. From vanity it can be made to do anything, but you need to keep within.

"Practitioner". Achieves results by any means. Everything subordinates the benefits, but is slightly fixated and incapable of thinking large-scale. He thinks that it is superfluous to think about these thoughts. It is not necessary to control this, but it is absolutely necessary to set realistic goals and explain everything in detail.

And yet?

"Unstable." Interest in the work then flares up, then goes out. Active only when he likes the work. He needs "shakes" and a constant reminder of his own responsibility. It is not superfluous to clearly specify the time frame.

"Business". In the workplace it is rare. Always somewhere sits down or somewhere in a hurry. This can and should be entrusted to represent your department in external contacts. Give as much social effort as possible. And to watch, that from time to time he nevertheless appeared on his own workplace.

"Authority". Loves everyone to teach and does not tolerate disrespect. As a rule, these are older people. Assign him the role of a consultant, resting on a great business and life experience. Handle carefully and emphatically respectfully.

Besides...

"Organized". Does everything only according to the instructions. Entrust such design tasks, for example, folders with incoming and outgoing documents. And he immediately feels right.

"Lazy person". Work begins not earlier than after a couple of reminders. He does not see special meaning in his actions, he does not require feedback. A sad situation.

"Creativity". He is interested in everything, works quickly and creatively. Rather wounded and tolerated can not adjust to the circumstances. Respects honesty and openness. Very much in need of recognition and tactful support. Cooperate with it, resting on its exclusivity and irreplaceability, do not take it into your head to reject his ideas. And then he will turn you mountains.

Well, how to put the subordinate in place?

Here are some tips useful to any leader.

There are subordinates who do not own themselves and are capable of falling from the slightest criticism into aggression. A gentle and sensitive boss (especially a female leader) communicates with subordinates of this type - a real headache. It is often tempting to "prepare" such for an unpleasant conversation. But it's better to get down to business right away. Calmly and strictly point out blunders and omissions. Then completely listen to excuses, most often outrage and attempts to blame the circumstances and third parties. Keep calm. Do not let go of the main thing - the question of how he is going to correct mistakes.

Another situation - at the end of an unpleasant conversation you allowed yourself a couple of benevolent words. And they realized that all the criticism was immediately forgotten, no conclusions were drawn. Praise has outweighed. In this case, it is better to replace the abstract words of support with tactful analysis of the current situation and the search for options for correction. The subordinate must necessarily take constructive conclusions from the conversation.

Emotions and their absence

The employee is silent in response to your criticism. You do not get feedback, which annoys and angers you. Try to fight it with his method. Do not conduct long conversations, speak briefly and on business, then demand an answer. Silently wait for his reaction. The main thing is to make it clear that we can not leave without clarifying the situation.

In response to criticism subordinates (usually women) react very emotionally and even cry. The conversation has to be curtailed and it is impossible to convey the necessary considerations to the addressee. In this case, how to put the subordinate in place?

Tears are a great trick. If you succeeded once - sobbing in the office will take place at the slightest need and without it. Do not let yourself be confused. Pause and offer a handkerchief. Then continue your thought. Say everything you need and achieve at least a promise to improve the situation. Do not forget that right now you are the object of manipulation.

Called "on the carpet," the subordinate rolled the hysterics right in the office. Close the door - spectators do not need you. Try to understand that it so hurt. If there are no specific charges, it is possible that a person simply broke off from overloads, nervous tension or absolutely extraneous problems. Going into the heart of the matter, try (in case of good reason) to correct the situation, if it depends on you. Of course, peace of mind is not easy to maintain. But remember that a burst of indignation, as a rule, is not addressed to you at all. And there's nothing to be offended with.

If the deputy behaves inadequately

You think that your deputy is too democratic and gives employees a lot of freedom. You will have to clean up. How to use the situation correctly? And why not share with him anxiety? Make it clear that it works well. But the responsibility for their own style of leadership will be borne entirely by itself. Before taking action, make sure that the problem does exist.

The reverse situation - the deputy is good as a professional, but rude and offensive to people. Attempts to discuss are ineffective, since he does not consider this a problem. The relationship between the manager and the subordinate in this case is harmful to the case. What to do?

Rude people find it difficult to understand why to be sensitive. And why should they care. React to specific situations and show how you could solve the problem "soft" methods faster and more efficiently. Do not overload the theory, he will not understand you. It will take time, but the good situation in the team is worth it.

The boss is the father of the native

What to do when subordinates handle personal matters? There's nothing to be done - listen and create a friendly atmosphere. Demonstrate understanding and willingness to help. Do not play down the problem and do not be a judge. Help us with useful information, not free advice. If possible, provide real help.

The subordinate is a petty complainer and a slobber. If the reasons for complaints are always different, it is probably because of lack of attention. Tell him that you appreciate his good work. Perhaps the flow of complaints will decrease. If not - explain that you are busy and can not be constantly interrupted. Suggest to stop by later. Thus, you can almost completely eliminate the complaints.

In general, the theme "Management and subordinates" is inexhaustible. And each case requires an individual approach.

Think about motivation

Here are five important tips for a leader who wants to increase employee motivation.

1. Formulate tasks clearly, so that the subordinates understand what is required of them.
2. If possible, instruct the employee the work that suits him best.
3. Make sure that employees are confident in their competence. If they doubt it, the motive disappears.
4. Let's get information about what to do at each stage. Do not forget about the ratings and comments.
5. After the end of the work, encourage them.