Seeing subordinates not pleasing to the eye? 3 Emotion Management Strategies Every Manager Should Know
As the saying goes, ten fingers are not the same length. As a manager, you have to manage multiple subordinates. From the heart, it is impossible to treat everyone equally. Unless you are a saint, we ordinary people always have our own preferences. And for subordinates who are not pleasing to the eye, it is inevitable that they will have emotions. This would have been an understandable personal emotional choice, but if it is placed in your position, this personal preference and emotional display is out of place.
Because the emotions of managers can easily affect the emotions of subordinates, you think that you have suppressed your emotions towards a subordinate, but in fact even the slightest flaw may be noticed by other subordinates and fantasized. Does the leader have an opinion on me? Are the leaders dissatisfied with my work? And so on, this will make the employee less motivated and slack at work. And one person's slack may affect the entire team, which in turn affects the execution results of the entire project.
It's a bit like the famous domino effect, where one person's emotions in an interconnected team are likely to set off a chain reaction. If the reaction is positive, it's fine, but if it's negative, the consequences can be serious. If a person is extremely emotionally depressed, he will let himself be out of control of his emotions. As a leader, if he is out of control, it is difficult not to affect his subordinates. Therefore, if leaders find that their emotions are out of control, they must try to regulate them instead of seeking vent from employees. "Book of Changes" says: Things can't be connected to the end, so Taiji will not come; but things will not end, so Taiji will come. "That's what we often say, "Fortune is where misfortune depends; misfortune is where fortune lies".
If leaders can control their negative emotions towards subordinates they dislike and turn negative emotions into positive emotions, they will have better management effects. Maybe there is a subordinate on the team who always annoys you, how could it be possible to be positive about him? This tests the quality of a manager. Don't keep thinking about how he makes you angry, how he makes you uncomfortable. But to change your mind. When someone makes you angry, don't focus on the person who makes you angry, focus on your own emotions. Because you are responsible for your emotions, not your subordinates. So how can we actually do it? Pharaoh has prepared 3 strategies for you, hoping to help you.
- Know more about the employee, maybe he is not as bad as you see
To be honest, Pharaoh thinks that very few managers really take the time to get to know their employees, and what employees show is only a side of their personality. However, leaders will have prejudice against employees because of this aspect, and then do not want to see him, and even become frustrated and angry when they see him. But leaders should think about it. Employees may respect you very much, but if employees see people they respect and don't even want to see them, how would they feel?
Therefore, leaders must not be prejudiced against an employee because of one thing, but should understand the employee in many aspects, create more opportunities to get along with him, and then find the best posture to get along with him and the most appropriate way to motivate him. Instead of letting this bad mood develop.
- Divert your attention, don't just stare at one shortcoming
Lao Wang does not believe that there are useless people in the world. If a person is mediocre, it is very likely that the manager has not put him in the right position. When people can make the best of their talents, everything is prosperous. If a company can make the best use of its talents, its development potential is unlimited. So don't stare at a certain weakness of the employee, but see the bright spot in him. In addition to not pleasing you, is he liked by customers, whether he does his work very seriously, and whether he gets along well with colleagues. As a leader, pay more attention to the positive aspects of subordinates and their contributions to the company, rather than focusing on the prejudice caused by personal preferences.
- Knowing the root cause of hating employees is also a deep understanding of yourself
What kind of people do we like? In all fairness, as a leader, it is naturally a capable and obedient employee. A wise man like Qianlong still likes Heshen who swipes his beard and slaps horses, so the past and the present are no exception, but in fact, a truly excellent employee is often not like Heshen, he may be like Wei Zheng. So figure out why, deep down, you don't like an employee? Is it just because he doesn't like the way he does things, or because he always contradicts you, or something else? Once you find the reason behind it, you will be able to get along better with your employees. Many people say that you don't like other people's behavior, but deep down, you are in conflict with this bad trait that you also have. There is some truth to this sentence, so while understanding why you hate someone, it is also the process of understanding yourself deeply. If you can get along well with people you hate, it will also improve the manager's realm.
As a manager, you can't choose based on personal preferences and emotions. If a manager's emotional management is not good, then his team and his company will not have good development. Therefore, you must grasp the relationship and distance between yourself and your subordinates. Only when you get along well with your subordinates can you talk about management. A person who can't even do well with subordinates is an unqualified manager.