Subordinates Are Wrong, How Can Punishment Be Appropriate?

One of the surveys of enterprises is for you. subordinate What do you think is the most effective way to deal with a mistake? Among the two hundred middle-level cadres who participated in the survey, 120 cadres chose severe criticism as a warning. Another employee survey of the project, when employees were asked when you made a mistake, what kind of attitude do you think department heads are more receptive to, and more conducive to your work improvement, 70% staff The choice is independent criticism and good faith guidance.

From the above two questionnaires, we can see that there are differences between the two parties in dealing with critical issues, which is one of the main reasons why criticism can not achieve its goals. In the face of mistakes made by subordinates, middle-level management cadres always complain that employees have no memory and long character. Another important problem is that the mistakes made by employees are always criticized without any cause.

So, as a good middle manager, when facing subordinates' mistakes, they should be What look like What about it?

　　 Take the blame together

Face subordinate A lot of middle-level cadres do not know how to take the mistake together. This is a simple principle. They always think that since he made a mistake, he should take the responsibility, but he has no responsibility as a manager himself.

Especially when you face you. Boss If you just shirk your responsibilities and say that this is all the fault of your subordinate, this will only displease your boss. The boss will think that since you are "head", your subordinates make mistakes, that is your fault. At least, you are guilty of ineffective supervision or improper hiring. How can it be all you? subordinate What's wrong?

Finally, I left an irresponsible impression on my boss. The wisest choice is to bear the responsibility bravely in front of your boss. You should stand by your subordinates and block him.

Face subordinate The first mistake is to take responsibility before your boss, and then to review the mistakes made by subordinates. If they are not guided or supervised, they should seriously consider and only such middle-level cadres will be impressed by their subordinates.

　　 Considerate subordinate Mistake

Marie. Kay. Ashe is a charismatic leader with an infectious confidence. She founded Marie. Kai cosmetics company, and served as president and chairman, under her efforts, Marie. Kay cosmetics company has become one of the best companies in the world. She herself has become Ha Raitio because of her outstanding ability. Ha Raitio, member of the board of directors of the Auchan awards committee, 1978. Otto Laureate, as well as "entrepreneur of the year" and "career woman" title winner.

There is a very important point in her management creed: talent is the most valuable asset in an enterprise, and the key to enterprise management is talent management.

When the reporter asked her how she would treat unqualified or erroneous employees, she said, the most important thing is to learn to be lenient, and we should learn to think differently. As managers, we should help employees find problems and correct problems.

If we find that the employee is really not suitable for this job, we will do our best to help him find his good work and complete the change of role.

In her company, employee satisfaction is surprisingly high, and everyone works hard because they appreciate Marie. Kay. Ashe's personal charisma believes that if they follow her, they will lead a happy life. Even if she is criticized, they will be excited to say thank you.

Marie. Kay. Ashe's management experience is worthy of our careful study and practice. Let's imagine, how can a company that considers employees for employees not keep employees? How can a manager who cares for the progress of his employees be respected and respected by his employees?

When an employee makes a mistake, he is not anxious to criticize him. Instead, he is standing on a front line with him to help employees find the reasons why they have not done a good job. If he is not suitable for this job, he will help them complete the change of roles. In this way, your employees will definitely try to do well next time.

　　 Appropriate criticism

　　 subordinate Of course, mistakes must be made, but we must be moderate and pay attention to the skills of criticism. Subordinates do not do well, and some middle and repeated three places do the same criticism on one thing, which will make subordinates from guilt to impatience to disgust and disgust.

(globrand.com) in order to avoid this kind of overrun effect, managers should insist on making one mistake for their subordinates and criticizing them only once. Again, criticism should not be repeated simply. Instead, it is necessary to change the point of view and put it another way, so that the subordinates will not feel that the same mistake is being "caught" and that the boredom will be reduced. Second, even criticism, remember to dig out some of the old vinegar and then count them one by one. Criticism should be criticized as far as possible and not in public. Otherwise, the subordinates will lose face and the effect will be worse.

Finally, criticism is about art, enabling subordinates to accept it happily. When you criticize, make sure your subordinates feel that your criticism is right and wrong. You should convey a message to your subordinates through criticism. I am very confident in you. Your previous work has done a good job. I only criticized you so much that I did not make a good criticism of you and put forward ardent hope.

I believe that every wrong subordinate is willing to work under such a middle level, and is willing to correct his mistakes and do his job well.