How Does A Personnel Manager Deal With Employee Disturbances?

First, listen carefully.

Two. Sit down and communicate.

According to psychology, a person who is emotionally excited, such as standing up to speak, is most likely to cause impulsiveness and easily mobilize emotions and form hot scenes. Therefore, when communicating with troublemakers, we must first let him sit down and show respect for him on the one hand, and on the other hand, from the emotional characteristics of people.

When a troublemaker is calm down, you are more likely to be accepted as a manager.

Three, clear

Generally speaking, you can't stand face to face. When you are excited, your position will lead to trouble.

We should be aware of the timing of the statement. After a certain period of time, both sides will be more sensible.

It is very difficult to raise the expectations of the troublemakers and make the enterprises disadvantageous. Therefore, the right way is to tell the troublemakers that the enterprises are paying attention to the problems raised by him, and they will deal with them seriously, but it will take time.

Four. Admit mistakes.

We should have the courage to admit our obvious mistakes, showing that enterprises have the sincerity to solve problems and do not fight Taijiquan with their employees.

If a troublemaker is simply making trouble or making use of it, the enterprise must not succumb to such unreasonable demands. The attitude of the enterprise must be tough, and it should be clear to the troublemakers that the consequences will be conceited and unpalpable.

Five, attach importance to opinion leaders.

According to the work experience of the moderators, there will be one or two people acting as opinion leaders in the group of troublemakers, whether organized or unorganized, and others are blindly rooted. Therefore, the consultation with the opinion leaders is half done.

Six, violators punish severely.

After the disturbance, we must punish the violators severely, because if we don't do any work afterwards, we will undoubtedly imply the trouble makers that they will succumb to trouble and make trouble later.

Therefore, we must severely punish or even dismiss the employees who are behaving badly.