Business ethics are more relevant than ever. Human Resource Management has become 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 consumer relations of subordinates to the boss.
Perhaps, any leader sooner or later comes up with the idea that they are using it. And the more professional the manipulator, the later this thought arises. And then the next question is how to put a subordinate in place.
What threatens the boss
Most often, passive manipulation takes place. Let's take a look at the most common types of dodger workers.
- Those with enviable constancy are asking for pay increases or other benefits. Often these are personal drivers. Almost always, they carry out some additional duties, which they rely on. Complaints, references to the disease, a demonstration of ostentatious devotion and the most rude flattery are good. With such, you should break off relations immediately, until you find someone who, for additional benefits, will lure your grabber and show you too much. And do not worry about breaking up “warm” relations, it could be worse from then on.
- Passive manipulation through endless complaints of domestic disorder, poor health and family troubles. At the first spontaneous impulse, she “delicately” refuses to help, but she still does not miss the chance to present herself as an “Kazan orphan”. The call "to feel sorry for the poor thing" is read in a compassionate expression on his face. How to be Before rushing to help, feel free to ask for supporting documents. For example, a certificate if it is a disease. Charity must be reasonable.
- Manipulation "from the contrary." The employee consistently exceeds his job responsibilities and refuses additional incentives. "Personnel management" seems to be not required. What causes amazement at first, then emotion, then the need to react somehow. In this case, the game is called "Our company is native to me" or "So responsible I am."
Do you really believe that? All people - superiors, subordinates - work for money, only with varying degrees of pleasure. Talk to an employee. Try to find true motivation. Recognition in the team? Or just tagging in your place? Be careful. And remember - the more you give a person, the more he wants.
With love for the "boss"
How to put a subordinate in place when he does his best to demonstrate loyalty?
It is no secret that flattery in all its forms and manifestations is common in any collective. The more vulnerable we are in this matter, the easier it is to buy simple tricks. Think you're 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 end up with personal growth trainings and look at the situation adequately?
It happens that a subordinate openly takes care of you. Yes, everything happens, and love in the workplace also occurs. But the office romance is a time bomb, you never know at what point it will explode. Think more than once before engaging in "non-statutory" relationships with subordinates. Most likely, you or the other side will have to change jobs sooner or later.
In addition to the situations described above , the manager daily has to “tackle” the breakthrough of minor and serious problems that work with subordinates brings. In all cases, basic knowledge of human psychology and understanding of how and with whom to “fight” will help. Each type of subordinates has their own communication style. So what are these types of?
People and masks
"Indispensable". Agrees to replace and replace all. Often does not do his job. Proud that everything can. Understands perfectly. Knows the word "need."
"Vain" - it takes up the matter only when you can show off your own "I". That is why it does not shy away from public work. From vanity it can be made to do anything, but it must be kept within.
"Practitioner." Achieves the result in any way. Everything submits to benefit, but is slightly fixated and unable to think big. Considers widespread thoughts unnecessary. It is not necessary to control this, but it is necessary to set real goals and explain everything in detail.
And also?
"Intermittent." Interest in the work then flares up, then goes out. Active only when he likes work. Needs "shaking" and a constant reminder of his own responsibility. This will not be superfluous to clearly prescribe the time frame.
"Business". In the workplace, he is rare. Always sitting somewhere or in a hurry somewhere. This can and should be assigned to represent your department in external contacts. Give as much public load as possible. And make sure that from time to time he still appears in his own workplace.
"Authority". He adores all to teach and does not tolerate disrespect. As a rule, these are older people. Assign him the role of a consultant, focusing on extensive business and life experience. Be careful and respectfully respectful.
Moreover...
"Organized." He does everything only according to the instructions. Entrust such design tasks, for example, folders with incoming and outgoing documents. And he will immediately feel necessary.
"Lazy person". It starts to work no earlier than after a couple of reminders. He does not see much sense in his actions, does not require feedback. The sad situation.
"Creative". He is interested in everything, works quickly and creatively. Pretty vulnerable and hate can not adapt to the circumstances. Respects honesty and openness. He really needs recognition and tactful support. Collaborate with him, emphasizing his exclusivity and irreplaceability, do not try to reject his ideas on the move. And then he will turn the mountains to you.
Well, how to put a subordinate in place?
Here are some tips to help any manager.
There are subordinates who have poor self-control and are capable of aggression from the slightest criticism. A soft and delicate boss (especially a female leader) communicates with subordinates of this type - a real headache. It is often tempting to “prepare” such a person for an unpleasant conversation. But it’s better to get down to business right away. Calmly and strictly point out misses and omissions. Then fully listen to the excuses, most often indignation and attempts to blame the circumstances and third parties. Keep calm. Do not let yourself be taken away from 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 friendly words. And they realized that all criticism was immediately forgotten, no conclusions were drawn. The praise outweighed. In this case, it is better to replace the abstract support words with a tactful analysis of the current situation and the search for correction options. The subordinate must necessarily draw constructive conclusions from the conversation .
Emotions and their absence
The employee is silent in response to your criticism. You do not get feedback that annoys you and makes you angry. Try to fight him by his own method. Do not conduct lengthy conversations, speak briefly on the case, then demand an answer. Silently wait for his reaction. The main thing is to make it clear that leaving without clarifying the situation will not succeed.
In response to criticism, subordinates (usually women) react extremely emotionally and even cry. The conversation has to be minimized and it is impossible to convey the necessary considerations to the addressee. In this case, how to put a subordinate in place?
Tears are a great trick. If it was possible once, a sob 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 rectify the situation. Do not forget that right now you are the object of manipulation.
The subordinate called “to the carpet” threw a tantrum right in his office. Close the door - the audience does not need you. Try to understand what hit him so badly. If there are no specific charges, it is possible that a person simply broke loose from overloads, nervous tension, or completely extraneous problems. Having delved into the essence of the matter, try (if there is a good reason) to rectify the situation if it depends on you. Of course, keeping calm is not easy. But remember that an outburst of indignation, as a rule, is not addressed to you at all. And there’s nothing to be offended about.
If the deputy behaves inappropriately
You think your deputy is too democratic and gives employees a lot of freedom. You will have to put things in order. How to correctly use the situation? Why not share your concern with him? Make it clear that it works well. But the responsibility for his own leadership style will be borne entirely by himself. Before you take action, make sure that the problem really exists.
The opposite situation - the deputy is good as a professional, but rude and offends people. Attempts to discuss are ineffective, as he does not consider this a problem. The relationship of the leader and subordinate in this case harm the case. What to do
Rude people find it difficult to be sensitive. And why should they care. Respond to specific situations and show how it was possible to solve the problem with “soft” methods faster and more efficiently. Do not overload with theory, he will not understand you. It will take time, but the good atmosphere in the team is worth it.
The boss is his father
What to do when subordinates address questions of a personal nature? There is nothing to be done - listen and create a welcoming atmosphere. Demonstrate understanding and willingness to help. Do not play down the problem or make yourself a judge. Help with useful information, not free advice. If possible, provide real help.
Subordinate - petty complainer and sneak. If the reasons for complaints are always different, it is probably a matter of lack of attention. Let us know that you appreciate his good work. Perhaps the flow of complaints will decrease. If not, explain that you are busy and cannot be constantly interrupted. Offer to come back later. In this way, complaints can be almost completely eliminated.
In general, the topic "Leadership and subordinates" is inexhaustible. And each case requires an individual approach.
Think about motivation
Here are five essential tips for a manager who wants to increase employee motivation.
- Formulate tasks clearly so that subordinates understand what is required of them.
- If possible, entrust the employee with the work that suits him best.
- Make sure employees are confident in their competence. If they doubt it, the motive disappears.
- Give information on what exactly to do at each stage. Do not forget about ratings and comments.
- Upon completion, encourage them.