How To Deal With Employee'S "Small Report" By Small Business Owners

< p > management is a very deep knowledge. Every manager may be directly a href= "//www.sjfzxm.com/news/index_x.asp" > management /a > only a few people, but these personalities with different personalities and different people together will evolve a lot of complicated things.

In addition to the common goals, organizational discipline and other dogmatic systems, the environment is a more important factor for the unity of the team.

If you want to shape people, create an environment first.

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Question 1: Question 1: if one of your company's salesmen knocks on the door of your office to report to you, another customer who runs a business is actually running on his business. How do you handle it? < /p > p

< p > answer: understand the situation well, who will run first or who will be the most confident.

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< p > then the second question: if the employee who knocks on your office door tells you another employee who goes out to do personal affairs on his working hours and affects his work, what will you do? < /p >

< p > answer: if so, I must deal with those who violate discipline, at least criticize education.

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There is no problem in answering questions above P. Many business managers do the same.

But this approach is similar to schoolchildren.

When I was in primary school, many people had this kind of experience. In class, they had some small movements or did something illegal. They were reported to the teacher by other students, so they were called to the office by the teacher to criticize it.

When you walk out of the office with your head down, what's in your heart? What's wrong with you? You feel sorry for yourself. You will be corrected later. It should not be! But it's probably that who has reported me, let me know that I must beat him up, or I am looking at him for an opportunity to report.

This is what we often call "small report".

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< p > employees sometimes report to leaders, but many times they are rationalized by the name of "reporting work" and "making suggestions".

Of course, it is not wrong for employees to report business problems or colleagues' problems to leaders, but how to deal with them will directly affect the team spirit.

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< p > take the first question as an example, if a salesperson shows you the conflict of < a href= "http://xm.sjfzxm.com/ > > Business > /a >, you immediately call for another understanding of the situation, and then judge the business with your fair principle.

Such a practice will definitely affect another person's mood because they do not agree with what you think is fair.

If this is often the case, the first time employees encounter contradictions and problems is to report to the leadership, and you will have endless litigation.

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< p > the way of meeting this kind of problem is: if you report to me, I first ask you, have you passed with another colleague? If not, then you can go back to communicate with him first. You can discuss a solution and you can't find me again.

In fact, many similar problems are unilateral statements by both sides of the conflict. The basic nature is "small report". The purpose of the report is to help you to let the other one give up.

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"P" most of the contradictions can be reconciled, and the "a href=" http://pop.sjfzxm.com/popimg/xm/index.aspx "> communication < /a > is the only way to solve the problems and contradictions.

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< p > don't just let employees communicate with you, but also encourage employees to communicate with each other.

Perhaps after their communication, they found that the original contradiction was just a misunderstanding.

The process of employee communication is also a negotiation process.

For the better parties, they can be rewarded together, and they can not solve the contradictions.

Such a long time will create a harmonious and mutual trust atmosphere rather than a "small report" atmosphere.

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< p >, similarly, for employees to report others' "engage in private business" and other matters, do not immediately clap the table to find the parties to criticize education or punishment.

This is bound to cause some employees to have a "grudge" and is not a mature manager's practice.

As a manager, we must have a long view. Sometimes it is not a good thing to discuss things.

If you encounter such a problem, you should first think of whether it is an accidental phenomenon or a problem that has always been existed. Is it not perfect in the formulation of certain systems? What kind of system or regulations should be followed to avoid such a phenomenon?

As a manager, you must take some responsibility for any undesirable phenomena inside.

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< p > everyone has the time to make mistakes, but sometimes the opportunity to make mistakes is given by managers or institutions. How to avoid staff mistakes is a matter for managers to consider, not only to punish those who have made mistakes.

This is the real "right thing, not human".

Of course, employees who commit serious mistakes must be handled accordingly, but they must not be based on another employee's "small report".

To guide employees to reflect the problem slowly is also "not right and wrong", while managers are more concerned with dealing with matters rather than dealing with people. This is long-term management.

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