Basic rules of behavior in a team: features and recommendations. Description of possible behavior patterns of the boss and subordinates

Almost all young employees dream of becoming a boss. Although anyone can take such a post, only a few can become a real leader. The newly minted boss faces not only organizational issues, but also issues related to subordinates. Therefore, it is necessary to be ready for leadership, and to know how to behave with subordinates. The article will talk about the features of the behavior of the boss.

Types of leadership

How to behave with subordinates? There are two main systems of leadership. The first is democratic, and the second is command or authoritarian.

In the first case, a shorter distance in communication is established between the boss and subordinates. In this case, he uses persuasion methods. In such a team, employees perceive themselves as full-fledged partners in a common cause. Responsibility is perceived as a special trust and equality on the part of the first persons of the enterprise.

The authoritarian method is mainly present in large enterprises. Employees act as small details in a large and single mechanism. They perform tasks and achieve the goals set for them by the leader.

In the first case, employees have initiative, and in the second it is completely absent. What is needed for a leader - he chooses himself. It is best to look for the golden mean. After all, putting pressure on the team is not recommended, as well as ignoring subordination.

Adaptation of a young leader

How to behave with subordinates? When changing the management of the company, the boss will need the ability to plan, communicate and achieve positive results. The new leadership is stressful for the team. Therefore, he should not immediately make changes in his work. The main thing in the work of any leader is to feel their employees, to be confident and responsible.

Personal example

How should a leader behave with subordinates? The company is a mirror image of its boss. Few employees feel positively about the prospect of staying in the office after the manager leaves. It is necessary to plan the working day of subordinates correctly, and in the same way create your own schedule.

Deadlines and force majeure can be present in the work of any company, but not always. When this becomes the norm, it is the wrong approach to the organization of work. When at the enterprise all employees adhere to a clear working time, the correct attitude to its planning is formed as a result.

clear goals

How should a boss deal with subordinates? When the manager defines tasks, it is necessary to provide them with necessary information. It is difficult for an employee to work all day without knowing what he is working on.

An effective boss puts clear tasks and indicates the contribution that each subordinate should make to the common cause. They are quickly implemented and contribute to the motivation of the staff.

Inspiration

How to behave with subordinates? Management style can be characterized by two opposites:

• meticulousness and constant monitoring of employees, even in small things;
• connivance with subordinates, expecting that all tasks will be completed correctly and on time, without the participation of the boss himself.

good leader sets realistic goals and deadlines for their implementation, and coordinates them in the process of work. He knows how to motivate employees and give them the tasks that they will certainly complete. If the requirements are exorbitant, the team will not be able to fulfill the intended goals, and if the requirements are too light, they can unnecessarily relax.

promotion

How to behave with subordinates? A system that includes a complex of rewards and punishments must be present. And it must be applied equally to all employees. It is especially difficult to do this when close relatives, friends, and sometimes loved ones work in the team.

Here you can follow the following tips:

• do not hire close relatives, because in this case it is quite difficult to maintain objectivity;
• no need to start office romances, which will avoid addiction.

Employees always notice the injustice that the boss allows himself. Everyone should understand that with excellent work they will be rewarded, and with poor work they will be punished. If this does not happen, then the authority of the boss will be completely undermined.

Many employees are motivated by recognition. It's a pity that some bosses are too stingy with rewards. Surveys conducted revealed that only 5% of employees received praise from their management. This attitude greatly affects the moral climate of the team and the results of work. After all, employees do everything to complete the assigned tasks flawlessly.

In addition to expressing gratitude verbally, the manager can encourage the employee financially. In this case, the boss, who can appreciate the merits of his subordinates, will be respected in the team.

Conflict resolution

How should a boss deal with subordinates? It must be understood that any person does not feel comfortable without positive self-esteem. Therefore, any leader should see in his employees, first of all, a personality and show goodwill, respect and tolerance.

If an employee made a mistake or committed an offense, but understands his guilt and adequately treats the punishment, then when the manager hurts his pride, he will not forgive him. Therefore, when resolving conflict situations, it is necessary to criticize the actions of the offender, and not himself.

The boss deserves respect, who praises in front of everyone, but scolds in private, does not complain about his subordinates, and sometimes takes their blame on himself.

Despite personal dislikes and sympathies, the manager must treat his employees equally, without personal preferences. In front of strangers, he should call them by their first and middle names, regardless of age.

Psychology - how to behave with subordinates - based on such advice, will allow the boss to maintain a working atmosphere in the team and win the respect of his employees:

1. The leader should set only clear goals. Subordinates must understand what is required of them. You can push this or that employee to improve his professional qualities by giving him a task of particular complexity. However, it must be fulfilled.
2. How should a subordinate behave? Employees expect action from the leader. If they do not exist, then labor productivity will decrease, and its authority will also fall. You should constantly evaluate the result of the work of subordinates, because they are waiting for it.
3. There is no need for the boss to give employees ready-made solutions. It is best to push them to the right execution.
4. The leader should not walk around the office idle or constantly drink coffee, in which case he will quickly lose his authority.
5. You should not brush aside conflicts in the team so that an unresolved problem does not corrode it from the inside.
6. The manager should not create unhealthy rivalry by constantly praising the same employee.
7. The boss should be interested in important events in the life of his subordinates (wedding, birth of a child).
8. The norms of behavior in a team depend on the leader, in this case, the leader. It is he who creates a favorable climate at work.
9. The boss must be able to properly distribute the responsibilities of his subordinates. It is important that each employee is responsible for his specific area of ​​work. The leader should not go in cycles in everything on himself, it is necessary to trust his employees.

To become a boss, it is necessary to develop not only professionally, but also in terms of human relations. After all, there is nothing impossible in this. To create a cohesive team aimed at the effective performance of work - this is what a leader should strive for.

Are you sure that your behavior with subordinates is effective? How to behave with subordinates, read the article.

1. Communication between the leader and the subordinate

As practice shows, the appointment of a new leader to the team is not. The main mistake of an inexperienced leader, when interacting with subordinates, is not his correct non-verbal behavior. That is:

• Gestures
• facial expressions
• Voice timbre
• Eye contact

In this case, it is desirable to avoid any closedness invariants. Cross-leg for men is not allowed. When it is critical, of course, you can watch TV cross-legged. But if important negotiations are coming up, or if it’s coming up, that is, some models of his behavior need to be adjusted, then you need to carefully prepare yourself. Don't go into battle on the move.

That is, if you want to influence the people around you, do not forget about non-verbal, set yourself up. To set it up, you need to learn it. It is natural to learn not during periods of influence on a subordinate.

The fact is that any closeness, despite the fact that it is quite comfortable for a person, is protection. And any closeness is subconsciously perceived as alertness, fear, lies, concealment of information, self-doubt. And if you want to give the subordinate the right impression of yourself, you should never communicate from a closed posture. It doesn’t matter what habits you have, it doesn’t matter if it’s convenient for you, or it’s not convenient, it doesn’t matter. If you want to make the right impression, forget about closed poses.

It's about sales, negotiations, and it's about interpersonal communication. Because when a manager influences a subordinate from a closed position, how will the subordinate subconsciously appreciate it? In fact, like Stanislavsky: "I do not believe!". I don’t believe in menacingness, in authority, in powdering resources, I don’t believe in motivation. Here is the main problem of an inexperienced leader, in the discrepancy between verbal and non-verbal.

In order not to experience discomfort every time, communicating in an open position, this position must be worked out. And to work it out in non-peak situations, just train yourself to be in an open position. Train, periodically catch yourself where your hands are. Avoid all invariants: keep the pen in front of you, lock your hands, etc.

2. The correct behavior of the leader with subordinates - how to work out? Example

In order for the leader to develop the correct behavior with his subordinates, he can learn the correct command, pattern, template, with which we easily customize ourselves. Since the body is trying to close us, a habit is a habit, then periodically it is necessary to turn off this combat system.

The fact is that this combat system, by and large, we do not need today. It is necessary for physical survival, but today we do not have a question about physical survival, in most cases. We are talking about a social struggle, and when you are waging a social struggle, using physical methods, then this is not right.

Because from the point of view of protecting your body, so as not to gnaw the insides, of course you need to protect it. But from the point of view of interpersonal contact, social, this is superfluous. Because you are not making the right impact. And therefore, this combat system needs to be turned off. And you need to turn it off, something like the command: "You will not be eaten!"

Formulate such a command for yourself, and periodically send it from the right hemisphere to the left. That is, this system is combat, you need to periodically turn off the button like a button. We don't need her. In today's real, urban life, we do not need it. It only gets in the way, because it works according to completely different principles. This system was born in a physical confrontation.

And another example. If we want to pay tribute to a subordinate, if he is sitting, then we can leave our table and begin to approach him, keeping eye contact. And now a person is already starting to think, what will happen next? And what we really need is our job to make an impact. If the employee is working and busy, for example, writing something on the computer. And you need to have some kind of leadership impact, call the person to your office, invite him to the meeting room, ask him to be distracted.

8. How to talk with subordinates - the influence of diction

Leadership is not an easy job. Let's say you set up your business and recruited employees. Or have you been promoted to leadership position. Much depends on how you properly build relationships with subordinates. Therefore, it is necessary to be ready for management and know how to behave with staff.

Types of leadership

There are two main systems for directing subordinates. The first of them is called democratic, the second - command or authoritarian.

The democratic system assumes a shorter distance between the leader and subordinates. The leader mainly uses persuasion techniques. The authoritarian system involves the distribution of clear instructions to employees, which they are obliged to follow.

In the first case, employees have initiatives, in the second they do not. What is better to use - everyone chooses for himself. But we still propose to look for the golden mean. You can not put too much pressure on the team and you can not ignore the relationship of subordination. In the first case, they will immediately hate you, in the second, they will sit on your neck.

Take an interest in the lives of subordinates and listen to them

A good leader always knows what important events occur in the lives of his subordinates: a wedding, a birthday, the birth of a child. Take an unobtrusive interest in how your employees are doing. You will see - they will be pleased.

If they come to you with a complaint - just listen to everything to the end, without interrupting the worker. Just tune in to understanding. Perhaps this will be enough to partially solve the problem.

Encouragement and punishment

A system of rewards and punishments must certainly be present. And it should apply equally to all employees. This is most difficult to implement when there are relatives, friends, or even a loved one among your subordinates.

Several important conclusions follow from this. Firstly, it is not recommended to hire close people - it will be difficult to maintain objectivity. Secondly, never start office romances - you will be constantly dependent. And if there is no romance, then the situation will be one of the most unpleasant.

The team always sees the injustice that is being done by the boss. Everyone should understand that in case of good work they will be rewarded, in case of bad work - punishment. And if everything is unfair, you will not see authority.

In order to correctly apply the system of punishments and rewards, you need to focus on some objective performance criteria. Therefore, it is necessary to know very well what was done by this or that employee. Sometimes it is difficult to set such criteria, but since you are a leader, you must come up with them and bring them to each employee.

How to scold, and how to praise?

As for the oral expression of dissatisfaction, this should be done only in person. If you scold an employee among his colleagues, he will be humiliated and the likelihood that he will work well from this tends to zero. Maybe only for a while, in fear of being humiliated again. Therefore, a face-to-face conversation will be most effective. When reporting, you need to explain in detail what mistake the employee made and what he can do to correct it.

To encourage an employee, on the contrary, is more effective publicly. The incentive doesn't have to be monetary if it's costly for your firm. Praise can be verbal, or you can reward the employee with the right to take the day off.

Is it possible to yell at subordinates

Almost all bosses have ever raised their voice to their subordinates. The advantage of this method is that you can really increase the productivity of the worker. But if you use the shout constantly, then the effectiveness of it will be zero.

By shouting, you can achieve something only from that employee who understands that you are not scolding his personality, but his work. There are very few such people, so we advise you to be more restrained.

Applying the above tips will allow you to maintain a normal atmosphere in the team and gain the authority of the staff.

1. Always set clearly defined goals. Employees must have a good understanding of what is required of them. At the same time, you can sometimes push this or that employee to improve professional skills, giving him a task “on the verge of possible”. But such a task must be achievable.
2. Lead. Employees expect active actions from you, and if they don’t, then there will be no labor productivity, your authority as a leader will fall. Regularly evaluate the results of the work of employees: they are waiting for this.
3. Don't give ready-made solutions. If a subordinate asks you for advice, do not lay out a ready-made solution. You need to push him to the right thoughts.
4. Don't idle around. A boss who does nothing but walk around the office and drink coffee will lose credibility very quickly.

Video

From the video you will learn about the types of relationships between the leader and subordinates.

Communication with subordinates plays an important role in the career of a leader. Be informal with employees or keep a distance? Managers often ask this question. About why it is necessary to think over in advance the organization of communication with subordinates and what approach to this is most appropriate - in our article.

In this article you will read:

• Why is it important to communicate well with subordinates?
• How should a leader communicate with subordinates?
• What is the best approach to boss/subordinate communication?
• How to build informal communication between a leader and a subordinate

Communication with subordinates is a difficult, but feasible work for every leader. The task of the general director is to make sure that he is respected and not feared, then the instructions will not only be heard, but also carried out. Business communication etiquette is important with subordinates of any rank - from a courier to a top manager.

Best Article of the Month

If you do everything yourself, employees will not learn how to work. Subordinates will not immediately cope with the tasks that you delegate, but without delegation, you are doomed to time pressure.

We published in the article a delegation algorithm that will help you get rid of the routine and stop working around the clock. You will learn who can and cannot be entrusted with work, how to give the task correctly so that it is completed, and how to control staff.

Why is it important to communicate effectively with subordinates?

Every leader needs, first of all, the ability to communicate with his subordinates. The effectiveness of communication depends on the ability to speak with subordinates in the language of leadership, which includes a number of verbal and non-verbal communication techniques. Including the leader is required to control their gestures, facial expressions.

A manager must be able to communicate in the language of business, the main thing in which is to start from such concepts as time and money. When communicating with employees, use the terms “money earned”, “money spent”, “time saved”, “time spent” more often. 10 principles can be identified, which should become the basis for communication between the leader and subordinates:

- A responsibility. You can not start the project until the person responsible for the implementation is determined.

- Cooperation. In order to achieve the goals set by the team, it is necessary to teamwork employees.

- Making decisions. Leaders have to make tough decisions every day - that's the essence of the job.

- Business ethics. People who do not want to meet ethical standards have no place in business.

- Quality of work. You should encourage your subordinates to do quality work.

- Education. We need to teach people to draw conclusions and find lessons from their experience. It is imperative to emphasize that they have to “learn”, “find out” and “figure out” something.

- Mission. Employees with a clear understanding of common purpose organizations should be more responsible for the implementation of specific tasks.

– Productivity. You should encourage your subordinates to professional development.

– Perfection. If the company does not strive to achieve excellence in work, then there is no need to talk about serious prospects.

The relationship of a leader with a subordinate is a relationship of two clients

Alexey Sukhenko, CEO Russian representative office of Trout & Partners, Moscow

The relationship between a leader and a subordinate is like a relationship between 2 clients. The subordinate depends on the leader. But does the CEO depend on the employee? Usually, yes, it depends. Sometimes a lot depends on the office cleaner. And she sometimes acts as a client in relation to the director of the enterprise. Therefore, communication in this format should be client-oriented, and relationships should be partnerships.

• The structure of the sales department: instructions for the head

In dealing with subordinates, I adhere to the rule - I never allow myself to order and indicate. Always ask for something, remembering to say "please" and for gratitude after the commitment. For criticism, I prefer a form that is not offensive to employees. If we talk about the differentiation of communication according to the principle “office - out of the office”, then the only difference is that in the office we talk about business with employees, but not at the holiday.

I also support the position of the supporters of the concept emotional intelligence. The business world is ruled by tolerance, the desire to understand another person, with the expression of this in correct adequate speech forms. This approach is more effective than the authoritarian option, because it allows you to achieve better business results.

Types of subordinates and communication styles with each of them

You should look closely at your subordinates to notice that their behavior in different situations may be different. Knowing in advance how a person behaves, it is possible to build optimal communication with subordinates, based on an understanding of strengths and weaknesses this employee.

"Universal". Such an employee feels “indispensable”. He is ready to replace, replace, represent. Usually engaged in the performance of other than his work, including overtime. Proud to be able to do anything. You don’t have to ask him twice - he adheres to the “need” setting. Ready to understand you perfectly, even to act ahead of the curve.

"Narcissistic". Puts "I" first. He starts to take up the case in order to show his own "I". He enjoys community service. Such an employee must be kept within limits. Can do any job out of vanity.

"Business". Strong in its practicality. The end result can be achieved by any means. Everything subordinates to the benefit, but cannot correlate the goals of its site and the goals common work. In his opinion, abstract thinking- philosophizing. Does not need special control. Be sure to set goals and explain them. It should cultivate the habit of looking forward, looking back and looking around.

"Interested in". It is characterized by a developed interest in activities. You can only work when you enjoy your work. However, it has an unstable interest, quickly lighting up and cooling down just as quickly. Such employees need periodic shake-up. “Listen carefully, the work is entrusted to you, only you are responsible for its implementation. Report performance. Otherwise, you will be in trouble."

"Vigorous". For such an employee, self-designation is important, not work. Rarely on site. All in public affairs, in a constant hurry, calls someone, meets, etc. It is pleasant for such an employee to represent his department in contacts with others. For such an employee, a special approach is required. It is important that he solves not only official duties, but also conducts social work. Responds well to the phrase “Do not spare yourself. Completely wrapped up. Both there and here. But you look good. Would you be willing to help us a little?"

"Moralist". Adheres to imperious behavior, likes to teach everyone. Such an employee does not need to be educated - care is needed with him, it is better to involve him as a consultant. He should be treated with the utmost respect. The words “Be kind, tell us how best to do this work, how to properly distribute? Your great experience...

"Bureaucrat". Everything will be done according to the instructions. You should contact such an employee regarding ambiguities in the documents, trust their execution. It is advisable not to entrust anything new, since everything will “dry in the bud”. You can safely trust him folders with documents. His work takes on meaning and scope. Otherwise, you will not feel necessary. Optimal words - “These documents are asking for you. Work with them, please, so that no one makes claims against us.”

"Doubting". The execution of any task begins after 2-3 reminders. Sees no point in doing the job. Does not need a special approach. Not looking for feedback.

"Creator". Such an employee is interested in everything, works beautifully, smartly, strives to do everything faster, better and more. Quite vulnerable and vulnerable, does not want and does not know how to adapt to the surrounding order, respects honesty, openness in relationships. He needs benevolent support, recognition. He needs to be warned against a certain naivety, mistakes, to establish close creative interaction.

Why is the emotional intelligence of the leader important in communicating with subordinates

Irina Denisova, trainer-consultant, expert in the field of business culture

Today, the emotional intelligence of leaders is of great importance. Emotional intelligence is called by experts the ability of leaders to manage themselves, relationships with others, with the direction of other people's emotions in the right direction. The presence of emotional intelligence implies the following qualities of a person:

• good self-awareness;
• self confidence;
• accurate self-assessment;
• the ability to control emotions;
• the ability to manage relationships, with the regulation of conflicts;
• openness, responsiveness, adaptability.

The emotional leader affects the psychological climate in the team. He perceives the thoughts and aspirations of the group better than others.

Games played by subordinates

Psychological games most often interfere with the establishment of good relations between people, hindering the development and strengthening of a common cause, with a deterioration in the effectiveness of collective efforts. However, people continue to use them to maintain self-respect, sometimes for the sake of the right for irresponsibility.

"Kazan orphan". This method suggests several ways to make your life easier. Among them, the subordinate avoids the employer. If necessary, he will be able to claim that he was abandoned, not led. Or the employee provokes the manager to rudeness, illegal actions, and then takes offense. Often complains to higher management about his immediate superior.

"I'm being torn to pieces." The desire to receive as many social loads as possible, without thinking about their ability to cope with them. Given the overload of work, they get the opportunity to refuse difficult tasks, referring to employment.

"Holy simplicity". Reflection for his surroundings of naivety, inability to complete the work begun. This game designed for the desire of others to help, eventually shifting their own responsibility to others.

"Disabled Chief". The employee refuses to lead a group of workers, which was created for a while in order to solve episodic tasks. He argues his refusal by the lack of the right to punish people who are temporarily subordinate - and arguing that it is impossible to lead effectively without this.

"Clown". Clowns strive to demonstrate, as if out of this world, science and work are difficult, and not needed. Entertains the others, laughs, because of which he gains confidence and stops full-time work - he finds his positive and satisfaction in the joyful emotions of his colleagues.

"Oh, how good I am." To raise the authority, respect of others, an employee can resort to various variations of this game. Including the casually said phrase about progress or talking about loved ones famous personalities. Often such an employee talks about his broad awareness.

It is important to identify in which area the employee will be stronger than his colleagues - demonstrating respect and recognition for the results achieved.

It is worth remembering the psychological recommendation - in order to influence others, you need to say what they want. After all, self-expression becomes the dominant need of human nature. For example, maintain sympathetic communication with the “Kazan orphan”, convince the employee that he will cope with this assignment.

How to achieve clarity in communication with subordinates

In written or oral communication with employees, it is necessary to speak clearly, clearly, indicating the essence. Emphasis should be placed on common values ​​with the employee, awakening his interest. When an employee is required to provide certain information, you need to specify what data you need, in what time frame. When instructing employees, keep in mind that in all cases, answers to 5 questions are required: who, what, when, where and why.

Employees will perform better when using the expressions “we will discuss together”, “I will support you”, “let's think together”. The conversation when assigning a task to employees should be structured like this:

– detailed description the goal set;

– talk about the benefits that the company will achieve if the goal is met;

- tell how it fits given goal with the strategy of the organization;

- tell us about the list of tasks that must be completed to achieve the goal;

- these tasks are divided into separate tasks;

– assigning these tasks to individual employees;

Explain what and when to complete each task.

Form a system of indicators on the basis of which the implementation of each task will be monitored. Be specific when planning your work schedule.

"Forbidden" phrases in communication with subordinates

To maintain confident communication with employees, try not to use certain phrases and expressions in your speech:

1) "We've always done it this way." It will be better to give convincing arguments for your position. No need to put pressure on a subordinate authority.

2) "Deal with it yourself (herself)." When a subordinate turns to a manager for help, he has probably already tried all the methods known to himself.

3) "Your predecessor worked better."

4) "You're lucky you were hired at all."

5) "I don't need your explanations." Even with strong anger and unwillingness to communicate with an employee, you need to find the strength to listen to him calmly, without emotions. After all, it is dialogue that leads to compromise.

6) "I watch you all the time." The boss is not a teacher kindergarten, which needs to control every step of the worker. Give employees the freedom to keep them motivated to be productive.

7) "That's a stupid idea." Even if the idea is really stupid, you don't need to say so. It is better to say "Keep working in this direction."

8) "I knew you couldn't do it." Try not to aggravate the situation, but to support the subordinate.

9) "I told you."

10) "Just do what you're told." Be sure to explain your position, give arguments in its favor.

If an employee has not fulfilled his duties, make a comment. If this oversight is left without attention, then insufficiently responsible work will continue further.

Actions should be criticized, not individuals.

The personal life of an employee should not be a hindrance to work. You don't need to give advice.

Respect comes to those who know how to maintain composure in difficult situations. Don't lose control.

Stick to justice in everything. The reward must be on merit.

It is necessary to praise the team even in situations where the entire success of the business depends on the leader.

Strengthen the self-esteem of subordinates. The best solutions for this are praise and a prize.

Always protect your subordinates. Thanks to this, their faith in the leader is strengthened, efficiency increases.

Give orders only depending on the situation, the personality of the subordinate.

5 rules of business etiquette in communication with subordinates

Follow the corporate dress code. If a leader violates the rules of business etiquette in clothing, despite the dress code, the loyalty of employees to him is unlikely to increase.

Do not forget about the rules of greeting, behavior and presentation.

Remember the rules of etiquette when communicating by e-mail.

Compliance with the correct principles of criticism, control and encouragement of employees. When making comments, you need to speak correctly, clearly, respectfully, in compliance with some wishes:

- it is necessary to criticize the committed misconduct, and not the person himself;

- try to use the i-message - "I noticed that you are in recent times often late";

- when criticizing, you need to pay attention to the positive nuances in the work of the employee; tell him what you appreciate;

- Express your wishes about the future activities of the employee;

- Try to ask clarifying questions, seeking a reaction.

It is necessary to control subordinates reasonably, promptly and in a timely manner, but it is not necessary to resort to the most thorough control to the smallest detail.

But it is recommended to encourage, praise and reward an employee in the presence of colleagues.

Follow the rules of communication on a mobile phone. It is unacceptable for a manager to abuse his position by calling his subordinates during non-working hours. personal number mobile phone. Do not forget about the personal life of your employees. If there was no prior agreement on the call, then it is allowed to disturb the employee in personal time only in extreme cases.

Do not insult, do not humiliate, do not criticize in public

Igor Bitkov, General Director of CJSC North-Western Timber Company, St. Petersburg

Sticking enough simple rules when communicating with employees, I avoid humiliation, insults, do not forget to praise in private or in public, but to scold only without the presence of strangers, trying to maintain objectivity in any situation. If there are contradictions in relation to one of the employees or in relations between him and other people, I always try to solve problems by open communication, without hushing up the situation - after all, in this case, everything will only get worse.

If there are conflict situations, I strive to understand the cause of the problem - only after that a decision will be made. I try to make decisions in the interests of the company.

What distance to keep in communication with subordinates

The first tip is to avoid being too close. This will prevent you from telling employees about shortcomings.

The second tip is to avoid premature intimacy. Initially, it is better to remain somewhat distant, gradually approaching.

The third tip is to be responsible. Even with closeness to subordinates, the leader needs to keep the mark.

The fourth tip is don't move away when intimacy is appropriate. Leaders are often seen as detached from the company, which makes it impossible to understand what is happening in the organization. Yes, such detachment is quite seductive, but it does not justify itself.

The fifth advice - when finding a successful technique, you need to know the measure, do not go too far. After all, sometimes you can go too far, losing influence on the team.

Why subordinates do not follow orders

Among the reasons for the unsatisfactory performance of the established discipline by employees, it should be noted:

– low qualification of managers;

- low qualification of performers;

- unsatisfactory quality of preparation of a decision on the part of the head, according to which the task for the employee will be set;

– insufficient interest of the employee in this task;

– vagueness of task setting;

- poor supervision by the manager;

- the rules and traditions in force in the company negatively affect the attitude of employees to their work;

- there are not enough resources to complete the task.

Among the factors high level performance should be noted:

Selection of employees who are optimally suited for this work.

A thorough study of the problem is required, which must be solved.

The manager needs to receive confirmation from the employee that he understood the order.

Ensuring proper motivation of the performer. Positive incentives should outweigh negative ones.

A clear indication of how control will be carried out, which forms are valid feedback with your immediate supervisor.

Punishment of subordinates within the framework of etiquette

Criticism and punishment of an employee should not be based on unverified data or suspicions.

In case of unsatisfactory work of an employee, the manager will have to find out who instructed her, who and how instructed, exercised control. Only then can the degree of guilt of the employee be determined.

If there are miscalculations in the work due to the fault of the leader, immediate and open recognition is required without attempts to shift the blame to the subordinate.

Before determining the form of influence on a subordinate, one should objectively evaluate the act, the motivation for the actions taken.

The manager's dissatisfaction with the act or the quality of the work of a subordinate can be expressed in the form of criticism.

The grossest violation of official etiquette is public criticism.

It is necessary that the punishment correspond to the severity of the offense committed.

An important aspect etiquette is the unity of requirements for all employees.

According to the rules of office etiquette, the leader does not have the right to complain about subordinates.

To avoid the destructive consequences of punishment by directing the emotions of a subordinate to an act, and not to the leader, it is necessary to adhere to certain communication tactics.

Is informal communication with subordinates appropriate?

There are 2 approaches to informal relations with a subordinate.

The first one is logical. Informal relationships are natural. It is difficult to fight him. Therefore, it is better to use it for the purposes of the company.

The second one is exactly the opposite. Many large domestic companies resort to it. Full concentration of employees on work processes is assumed, informal communications are regarded as weakening factors that disrupt existing relationships. Not practiced corporate events, co-hosting off-hours.

According to surveys of employees, top and middle managers, it can be argued that informal communication after work strengthens interaction, successful work exchange of experience and team building. At the same time, newcomers manage to quickly and easily join the team. And if total control and formal communication prevails, workers' sense of self-worth is violated.

Information about authors and companies

Alexey Sukhenko, General Director of the Russian representative office of Trout & Partners, Moscow. The Russian representative office of Trout & Partners has been operating since 2004. The company provides consulting services in the field of marketing, attracting world-class specialists to develop projects, and also organizes and conducts conferences and seminars in accordance with customer requirements.

Igor Bitkov, General Director of CJSC North-Western Timber Company, St. Petersburg. The North-Western Timber Company (SZLK) unites a group of Russian industrial enterprises, including Management Company(St. Petersburg), Neman Pulp and Paper Mill ( Kaliningrad region), Kamennogorsk offset paper factory ( Leningrad region), trading houses and representative offices in the regions of Russia and the CIS countries. SZLK is the largest manufacturer of paper and paper products and is one of the fifteen most dynamically developing enterprises in the Northwestern Federal District.

Irina Denisova, trainer-consultant, expert in the field of business culture Moscow. She has 13 years of experience in conducting seminars and trainings in the field of business culture (business ethics and etiquette, telephone conversations, work with clients, etc.). Author of articles, participant of TV shows devoted to business culture. Clients: Alfa-Bank, International Moscow Bank (IMB), Siberian Coal Energy Company (SUEK), Pipe Metallurgical Company (TMK), Adamas, Ascon, Granul, Lukoil, Soyuzkontrakt holdings, OOO Trade House Evrazholding, Denta Klass, Krok, Ligget-Dukat, Mega-F, Moskabelmet, Pan Sportsman, Gedeon Richter. Participated in the development of ethical codes for Watson Telecom (Ukraine), networks travel agencies"1001 tour".