As managers of the company, we should unite and cooperate to safeguard the interests of our subordinates. Only by communicating well with subordinates within one's power can we lay a solid mass foundation. When there are contradictions and misunderstandings with subordinates, we must not act rashly, but should take appropriate measures to save their hearts.

Whether the misunderstanding of subordinates can be successfully eliminated is related to the performance of leaders and the establishment of leadership prestige. Therefore, leaders must correctly treat their subordinates' misunderstandings, eliminate them as soon as possible, and establish a harmonious relationship between superiors and subordinates.

People are misunderstood by subordinates, not for no reason, but for their own reasons. Generally speaking, there are three reasons:

First, individualism is serious. Subordinates who always consider the interests of individuals or small groups do not understand and support the places that threaten their own interests in leadership decision-making. They think that leaders make decisions like that and deliberately correct themselves, thus misunderstanding leadership.

Second, when the leaders' decisions or opinions are not perfect and scientific, some subordinates with strong ability and strong opinions will put forward different opinions or suggestions according to their own understanding. If the leader refuses to accept his advice from a personal point of view, his subordinates will think that the leader does not attach importance to himself and has no chance to display his talents, thus leading to the misunderstanding that the leader does not attach importance to talents;

Third, when conveying instructions from superiors, leaders did not take into account the acceptance ability of subordinates, thinking that subordinates would certainly understand and accept what they understood. Ignoring patient and meticulous ideological work leads to differences and misunderstandings among subordinates. No matter what causes misunderstanding, it will lead to the alienation between subordinates and leaders, and affect the completion of work tasks and the overall efficiency of enterprises.

Therefore, leaders must suit the remedy to the case, take different countermeasures against misunderstandings caused by different reasons, eliminate misunderstandings of subordinates as soon as possible, and create a positive and safe working atmosphere.

To treat subordinates with serious individualism, we should pay attention to strengthening guidance, do a good job in persuasion and education, educate them to proceed from the overall situation, put the interests of enterprises first, abandon personal fame and fortune, and get greater psychological satisfaction from corporate honor; When simple persuasion doesn't work, we should severely criticize and urge them to be vigilant, so that they can realize their mistakes and consciously implement the leadership's work decisions. For subordinates with strong ability, we should try our best to provide them with a stage to display their safety talents and meet their needs to realize their self-worth; For subordinates who misunderstand because they don't adopt opinions, they should explain clearly the reasons for not adopting opinions. Leaders should be brave enough to admit their mistakes, if they are limited to their own understanding. Establish a good image of generosity and ability to correct mistakes in front of subordinates. For misunderstandings caused by inadequate ideological work, we should learn lessons to avoid similar mistakes in future work; For misunderstandings that have been caused, we should look for appropriate opportunities to further communicate with subordinates through meetings and other forms to eliminate misunderstandings.

[case study]

Manager Guo of the finance department settled the hospitality expenses of the department last month and found that there was more than 1000 yuan left unused. According to the practice of the finance department, he would use the money to invite employees to have a meal, so he went to the lounge to call Xiao Wu, the employee, and informed others to have dinner together in the evening. When Manager Guo approached the lounge, he heard someone talking in the lounge. Looking through the crack of the door, Xiao Wu and Xiao Li, the salesperson, were inside.

Xiao Li said to Xiao Wu, "Well, Manager Guo in your department is very concerned about you. I think he often invites you to dinner with entertainment. "

"Come on," Xiao Wu said dismissively, "he has only a few skills to win people's hearts, and he has never done anything that we really need his care and help. Take the training course held by the last company as an example. As we all know, if you can attend this training class, your working ability will be greatly improved and your chances of promotion will be greatly increased. Xiao Zhang and the children in the finance department wanted to go, but Manager Guo didn't notice it at all and didn't actively fight for us. As a result, other departments took the lead. I really doubt whether he really cares about us. "

"Don't be unhappy," Xiao Li said. "Let's go to eat."

Manager Guo had to hide in his office gloomily, puzzled.

Manager Guo, as a middle-level manager, has limited resources, so it is impossible to give employees a raise and promotion frequently. I thought I would invite my subordinates to dinner with the entertainment expenses saved by the company, and use my existing power to engage in "small favors" to win the favor of my subordinates, harmonize interpersonal relationships and add "lubricant" to my work, but I didn't expect to find someone to complain to.

For Manager Guo, it is normal to practice "small favors" for subordinates from the perspective of work, and it is not normal to have no "small favors". However, Manager Guo's "small kindness" was complained by Xiao Wu. Why? Obviously, it is because there is something wrong with the way he uses it, the most important and basic needs of employees have not been met, and training opportunities have not been won. Therefore, for employees, "small favors" have changed their taste and have no effect.

In fact, don't run away from the misunderstanding of subordinates. Today, "hiding in your office with grievances", what about tomorrow? Do you have to go to work "full of grievances"? This is not the way to solve the problem. Since we decided to invite them to dinner, we should pretend not to hear, but go in and wave: "Xiao Wu, are you free now?" I need to talk to you. "

Xiao Li will be interested when he sees this. In order to cover up the fact that he just chatted with Xiao Wu about gossip, he might say, "Xiao Wu, I'll call you tomorrow and say that we have made up." I'm bored to death recently, so I won't bother you. "

According to common sense, things like eating should be handled by a "hardcore" manager Guo, and the two sides have already had a great tacit understanding. It will be booked in two minutes on the phone, so you don't have to look for it in the lounge. Now that he is back in Manager Guo's office, Manager Guo had better not say where to eat directly, but say, "How are you doing at work recently? What can I do for you? "

Xiao Wu must feel very suddenly, and he doesn't know what the manager is looking for him, so he will speak very tactfully. "Nothing special, everything is normal." "Oh. In a few months, the company will conduct a management training. I don't know if you are interested. "

The next thing will happen like this:

Xiao Wu's face lit up, looked up at Manager Guo's eyes and said eagerly, "Training is a good thing. No one participated in the last training in our department, and now I regret not seizing a learning opportunity. You must help us fight for it this time. "

Manager Guo nodded, looked at Xiao Wu with concern and said, "I thought you didn't like the last training and no one urged me, so you didn't remind me." Since you like it, you must fight for it. If you don't fight for it, you won't get it. Our company is like this. Besides, I have a lot of things to do every day, and I may not be able to take care of that much. Please forgive me. I'll fight for it for you in the next training. "

Xiao Wu looked at the manager gratefully and said, "Thank you very much. I see. Thank you for your concern. "

Manager Guo leaned back and said, "You should give us lessons when you come back from training. You can't just forget what you have learned. You should teach us, haha. Well, tell other colleagues that it's my treat tonight and I'll make amends. "

Xiao Wu said gratefully, "Thank you, manager. You have to spend money again. I will let you know. " Xiao Wu was about to go out when he turned to go out. Manager Guo said, "Xiao Wu, wait a minute." Xiao Wu turned back and said, "What else, manager?" At this time, Manager Guo said seriously: "Be careful in the future, and don't let people in other departments know that we often have activities, otherwise it will have a bad influence." In this way, the misunderstanding about the last training was solved, and Xiao Wu was reminded to pay attention to the small secrets inside the protection department, and the reason for eating was also found. Why not?

If you use this method, the boss can respect his subordinates, and at the same time, you can use appropriate communication methods to make the boss and subordinates cooperate happily and improve the work efficiency of employees.

[Skillful touch of gold]

Many of subordinates' misunderstandings about leaders are due to the fact that leaders are above themselves, lack communication with subordinates, don't understand their thoughts, and blindly rely on officers' orders and power execution.

Therefore, leaders should always talk to their subordinates, listen to their opinions and suggestions, and learn more about their ideological situation. When making decisions, we should pay more attention to the affordability of subordinates and avoid unrealistic blind decisions. Even if you are misunderstood by subordinates for a while, you should avoid face-to-face conflicts, but communicate with them privately to find out the reasons and eliminate misunderstandings. When some leaders are misunderstood by their subordinates, they are impatient, thinking that their subordinates have swept their face and criticized them indiscriminately, which can only aggravate the opposition; Although some leaders realize their mistakes, they dare not admit it because of their identity and face, and blindly find reasons to defend themselves; Some even wait for revenge afterwards, deliberately making things difficult for subordinates. This not only can't eliminate the misunderstanding of subordinates, but also can really get the support and support of subordinates only by sinking down, putting down the airs, actively communicating with subordinates, being frank with each other and solving their ideological problems.