How To Get Along With Subordinates More Harmoniously

1. treat each one equitable.

Leaders should be kind to their subordinates. They should not always play a leading role. They should always take their positions into consideration in their work.

Coordinating the various contradictions within the company should be based on the different circumstances, different personalities and even different interests of the subordinates, and vary from person to person, so as to arouse people's sense of responsibility and initiative. The first step is to affirm the merits and achievements of the other side. First, work hard according to my commands. You perform very well and help me very much. Our sales are all up to you! 'second step: again, "you perform so well, and take the initiative to do something better, and definitely do better! There is no doubt that the future is promising!" the third step: to stimulate his enthusiasm and enhance his sense of responsibility with encouragement, he will do his best. A good leader should be good at

Find out the two sides

Being a manager, talking with the subordinates is of course essential, and many of the time this conversation is because the two sides disagree on something.

Do not start with discussing disagreements, but start with emphasis and emphasis on what both sides agree.

It must be stressed that all of you are working for the same goal. The only difference is method rather than purpose.

According to the research results of psychology, when a person says "no" and his original intention is also negative, what he does is not simply a word "no". His whole organization, endocrine, nerve and muscle, has all condensed into a resistant form.

Conversely, when a person says "yes", there is no such phenomenon, and the body organization presents a progressive, accepting and open state.

Therefore, when you start talking with others, the more you create a "yes" and "yes" environment, the easier it is to get your partner to accept your thoughts.

Socrates, an ancient Greek philosopher, was eloquent in his eloquence, and his whole method was called "

If you want your subordinates to agree with you, apply this thousand methods to your conversation with your subordinates, you will benefit immense.

Of course, the purpose of doing so must be to achieve collective goals.

Wrong, admit it frankly.

Managers are also mortal. It is impossible to make no mistake.

We are not afraid of making mistakes.

I am not afraid to admit mistakes, but I am afraid I am wrong.

When you are wrong, admit it quickly and frankly.

In 2001, DELL admitted to its 20 senior managers: admit that he is too shy.

Sometimes it seems cold and hard to approach, and promises to build closer ties with them.

Everyone is shocked at the "introverted" DELL's public Introspection -- if DELL can change itself for the sake of the company.

Why should others not imitate it?

DELL didn't whimper or criticize itself. The reason for the incident was that it found that half of DELL employees wanted to change jobs.

Subsequent internal interviews showed that subordinates thought DELL was not human, alienated and had no strong loyalty to him.

DELL takes the staff as a mirror to show that it is a shyness to cause trouble.

Is it wrong to be shy? DELL's answer is: "if employees say yes, then it is."

"Admit mistakes and recognize the mistakes of employees.

It is not the fault of one's own mind.

Of course, to admit mistakes is to choose the right time. The object and the way are not convenient.

Generally speaking, the sooner you admit your mistakes, the better.

DELL knows the result and will admit it in public within a week.

As for the object, the principle is to hurt anyone and admit it to anyone.

Admit your mistakes by using the most sincere way, not in your favorite way.

Recognizing your faults like face to face in DELL is the best way to feel your sincerity.

If you can't admit your mistakes to your face, you must adopt the closest way to face to face.

DELL's experience is worth learning from.

Many times, this technique can not only produce amazing effects, but also be much more useful in any case than arguing for oneself.

Create a harmonious and relaxed environment

In a company, creating a harmonious and relaxed working environment determines the mood of employees.

The construction of this environment and the good material environment are of course important. The soft environment is equally important, and the supervisor is the builder and defender of the soft environment.

In the process of building such a soft environment, Marie, a famous American entrepreneur.

Kay's "the way to use" teaches us a lot of knowledge.

First, I hope others will treat others like that.

The golden rule of management is: "how do you treat others when you want others to treat you?"

Second, I believe everyone has expertise and must make others feel important.

How can a supervisor make people feel important? First of all, listen to their opinions, let them know that you respect their thoughts and let them express their opinions. Secondly, it is necessary for people to assume responsibility and to delegate to them, not to authorize the destruction of people's self-esteem. Finally, we should clearly tell people that you appreciate them in words and actions.

Third, listen to your opinions as a top priority event and master the art of listening. Smart managers are those who listen more and speak less.