What kind of supervisor do employees need?

This shows that the contradiction between supervisors and employees is the basic management contradiction in organizations and enterprises. After listening to this, the following employees complained about their supervisors and talked about the food, clothing, housing and transportation of their supervisors and leaders. I've also heard too many supervisors curse employees, and their evaluation of employees is extremely poor. Idiot, magnetic hammer and other words are common. Objectively speaking, no one is perfect, and it is most normal for leaders or supervisors to make mistakes. If the supervisor can recognize his own faults and mistakes, and correct them, and constantly improve the leadership level through learning, it is the great fortune of enterprises and organizations; But if the supervisor can't realize his mistakes and mistakes, and even knows them but doesn't ask for correction, will it be the end of the world for employees? Obviously not. In itself, there is an interactive relationship between supervisors and employees. It is arbitrary to say that what kind of leaders have what kind of employees and what kind of employees have what kind of leaders. Therefore, how employees deal with "defective" supervisors and how employees manage "defective" supervisors is a very important topic in every employee's career cliff. Let's talk about some mistakes and problems that employees, supervisors and leaders often make, and how to deal with them. I hope that every employee's work is happy, fulfilling and fulfilling; I also hope that supervisors and leaders can recognize their own problems and work with employees to promote the progress of the organization. The most annoying problem of employees: shirking responsibility As a department leader or supervisor, it is natural to assume the management responsibility of the department. Responsibility and rights are undoubtedly the most concerned and sensitive elements of the leader or supervisor. In enterprises, it is difficult for department heads to get the balance of responsibilities and rights for various reasons, so many heads refuse to take responsibility on this excuse. However, in any case, as a supervisor, there is an unshirkable responsibility, that is, to be responsible for your words and deeds. The leaders that employees hate most are irresponsible leaders, especially those who are irresponsible for their words and deeds; The most annoying problem for employees is shirking responsibility, especially shirking the responsibility that everyone on earth knows they should bear. If this supervisor is assigned to the employee, what should the employee do? The easiest way to deal with it is to fire his own supervisor. As we often say, an employee has given up his supervisor before giving up his career. Employees still have feelings and interests in the enterprise and have to deal with this supervisor. What should I do? There are three suggestions: 1, spiritual victory method. Tell yourself that I will easily meet a leader who dares to take responsibility; But I will learn more when I meet leaders who dare to shirk their responsibilities. In fact, it is also the case. When you meet a leader who shirks responsibility, the work pressure will be even greater. Being overwhelmed by pressure, your personal energy is so much; Being able to bear this pressure is personal progress. 2. Make the work more complete. The main reason why the supervisor shirks responsibility is that the work of the department is not satisfactory. The work of the department is not satisfactory, mostly because the work of the staff is not in place. Is there a direct relationship between the supervisor's shirking responsibility and whether the employee's work is in place? It should be said that these two problems are not directly related. Therefore, regardless of whether the leaders shirk their responsibilities, employees can make their work more complete and make themselves more complete through their own efforts. 3. Management leadership. Leadership needs management. The work of leaders and the responsibilities that leaders should bear all require employees to remind leaders in a more euphemistic way. What I am most afraid of is that employees indulge themselves on the grounds that their supervisors are irresponsible, harming others and themselves. Leaders are human beings, with needs and management. Being able to manage leaders well can not only make the work of leaders more state-oriented, but also promote leaders to learn to take responsibility slowly. These aspects of work are simple to say but difficult to do. The key is to hone your mentality, and you need to give yourself a reason to do so. If you can't find such a reason, the best choice is to leave instead of being stuck here. After all, time is very precious to young people. One day is missing. The most frustrating problem for employees: no direction, no goal, no standard. Many employees not only complain about the treatment, but also complain that they don't know what they should do, and the leaders don't tell them what to do. I don't know how much work I will do, and the leader didn't tell me how much I should do. I didn't know where I was going, and the leader didn't tell me which direction I should go, what my shortcomings were, and what knowledge I needed to add. These problems make employees depressed, their work is in no state, they muddle along, their self-confidence wears off, and finally they will do nothing but kiss up to the leaders. In this process, the supervisor bears a very important responsibility, because it is a very basic leadership requirement to point out the direction, explain the tasks, provide working standards and teach employees working methods. But often the supervisor can't do this. Analysis of the reasons, the most important thing is that the supervisor himself has no direction, the supervisor of the supervisor has not given him standards and goals, and has not taught him how to work. In this sense, the supervisor is also innocent. If this supervisor is assigned to the employee, what should the employee do? The following suggestions can be used for employees' reference and can also be quite helpful to their own work. 1, employees should have the height of the enterprise. That's right. The employees are under great pressure. Why? In traditional professional knowledge, employees are paid for their work, and they don't even need to know what the enterprise does. Just like many "international enterprise" wiring girls, as long as they know which number to look at and which company name to report. Of course, this way is understandable, but it does not conform to the law of enterprise development. Simply put, enterprises pay people to make money, invest in wages and expenses, and hope that output is greater than income. Therefore, employees will gradually become strategic business units (SBU) of enterprises. If we use such requirements to demand ourselves, there will be no pressure for employees to stand at the height of the enterprise. As long as employees know what the enterprise wants, this is the highest standard of work. All the work of employees can be directly or indirectly related to this goal, and it is easy for employees to relate their behavior to the standards of work. It doesn't matter what you think. This sounds contradictory. Because many leaders say that they want employees to solve problems subjectively and creatively, employees' ideas are of course very important. However, we should realize that most employees have problems with their own ideas. For employees, what needs to be evaluated is whether it is more important to do a good job or to make ideas come true. Unfortunately, in most cases, employees feel that the latter is more important than the former. Based on this reality, we say that our thoughts are not important. It is to ask employees to put more energy into their work and take the completion of the goal as a more important thing. If employees can stand at the height of the enterprise, fully realize the limitations of their own ideas and constantly improve themselves, they will gain a higher sense of accomplishment. 3. Study hard+work hard. For employees, what they are most afraid of is not that they have no direction (this is more a matter of leadership), no goals (employees have their own responsibilities) and no standards (employees have too low requirements for themselves), but that they use this as an excuse not to think or act. When an employee says he has no direction, there are actually many specific jobs waiting for him to do. For employees, it is much better to do their job well and set higher standards for their work than to talk about it where there is no direction. Because there is no direction to talk about, I can't find the direction; If you talk too much without a goal, you will be particularly "uneducated"; The more you don't speak standard, the more you lose the skills and methods to solve problems. Therefore, studying hard and working hard may not necessarily enable employees to find directions and clear goals, but it is indeed a good solution to the directionless syndrome. The most sad problem for employees: there is no incentive and training for employees. For most employees, they all hope that their supervisors can guide their work and even give guidance to other aspects of their own affairs, which has become a teacher-student relationship. It is not the supervisor's duty to motivate and train employees. In different enterprises, there are different understandings of the problem of training employees. One of the understandings is that I pay you to work, and I certainly won't train you on purpose. What to do in the face of such a situation. To sum up briefly: employees should strive for self-improvement. The most helpless problem for employees: unfair rewards and punishments. This is an old problem and contradiction between employees and supervisors. The first thing to say is that there is no absolute fairness. The second point is that there should be standards for rewards and punishments. The third point is that the implementation of standards must be transparent. In fact, many times, the core problem of employees complaining about unfair rewards and punishments is to get more recognition and attention from leaders. Here, what we mean by unfair rewards and punishments is that the supervisor decides the rewards and punishments for employees according to his own standards (not necessarily representing the standards of the enterprise). If this supervisor is assigned to the employee, what should the employee do? Because rewards and punishments are related to money, it is hard for employees to say that they don't care about money. Then there are only two coping strategies for employees, one is negative and the other is positive. The negative strategy is that since leaders take themselves as the standard, what they need to do is to try to figure out the meaning and strive for more profits; A more active strategy is to pay more attention to the things behind rewards and punishments and let the supervisor know that you can reward and punish injustice, but I know it well, but I don't care. In fact, negativity and positivity are just a convenience of expression, which positive way is more efficient. But as far as rewards and punishments are concerned, the most effective way to manage leaders and promote their own work is truth. Employees need to admit that, in fact, I need money. I value money very much. I only have money in my eyes, but why did you send me so little money? If leaders can give employees a satisfactory answer, it is equivalent to pointing out the direction of progress and the shortcomings of their own work; If the leader can't give employees a satisfactory answer, what employees need is to fight with the leader on the premise of ensuring their work until they get a satisfactory answer. Many times, employees don't want to be serious. Why? Who can't do anything wrong? It is this kind of psychology, which is a kind of comfort to unfair rewards and punishments. If you really don't care, don't shout grievances; If you care, let yourself work harder and be more serious. It is a blessing for enterprises to have such employees. The supervisor is not afraid if he has a problem. As long as the employees handle it properly, the work will move forward. Of course, it's easier said than done. When things conflict with their own interests, it is difficult for everyone to keep a cool head. If we break through the fetters of such thinking, we don't know what potential people can achieve in generate. Writing here, I think of a sentence: swift horses are common, but Bole is not common. Yes, it's good to have Bole. Without Bole, Maxima can still stand out.