When confronted with a subordinate who has made a mistake, do you rebuke him in front of everyone or in private? Since they are all responsibilities, it is more appropriate to do so in a public situation.

If there is one thing that can be clearly seen to be Wang's fault, the colleague thinks that the section chief should have lost a considerable temper with him. However, the section chief just said to Wang: "Be careful. He forgave Wang's mistakes, and everyone was disappointed. It is not difficult to imagine that colleagues will be discussing at this time: "Why is the section chief not angry?" "He scolded me so badly when I did something wrong!" "The section chief may owe Wang something!" "The section chief may not understand what 'responsibility' is!"

Once you take a gentle approach, you won't be able to blame Lin for failing next time. Gradually, your knife edge will become more and more blunt, and eventually you will end up in a situation where no one dares to scold, and you will no longer be able to lead your subordinates. Therefore, when it is necessary to reprimand, it must be reprimanded loudly.

If you rebuke one subordinate in front of others, the others will also take warning. This is the so-called "killing one to make an example".

The intention is not to punish a hundred people, but to make others reflect by disposing of one.

The person who was reprimanded on the spot was like a representative of the crowd, and he was not a very flattering character. In any group, there are people who play the role of being held accountable. The leader usually rebukes him in front of everyone to make others wary. This is a very useful method.

It's not a role that everyone can do, and you have to pick someone with the right personality. His personality must be cheerful and optimistic, not too aggressive, and not wavering in the slightest triviality in order to use this strategy.

You should avoid people who are prone to pessimism or are too neurotic. If you choose this type of subordinate incorrectly, it will cause you more trouble in the future.

Although you can only hold accountable to your own subordinates, there will be times when you have to hold staff members of other units accountable. This is not only ultra vires but also contrary to the company's standards, but it is believed that there are exceptions.

The director of the sales department of a department store is usually dissatisfied with the lazy attitude of the head of the purchasing department, but because the other party is the section chief, he cannot be blamed in person. Although the director had discussed it with his boss, the head of the sales department, he was unable to get any solution because his boss was a good man.

While pondering how to take advantage of the opportunity to negotiate directly with the other party, a staff member in the distribution department had a problem because he had not complied with the payment deadline.

The sales director took the opportunity to loudly reprimand the employee who made the mistake. He specifically rebuked the staff member in front of the head of the procurement department: "It's not just today, this has happened many times. ”

At this time, the Chief of the Procurement Department did not express any opinion, but the shortcomings were improved soon after.

Simply put, this technique is a guerrilla tactic that is more troublesome if you attack the enemy head-on, but if you have a sense of it, you won't find it so scary. When you encounter a formal counterattack, you only need to turn slightly to counterattack.

For people who can't argue head-on, if you're trying to get them to agree with you, the above is a good idea.

By rebuking the actions of subordinates, a boss can also turn his or her own vigilance into vigilance. When you reprimand your subordinates for "not being late", you must not be late. When you rebuke a hangover to a subordinate, you must not have a hangover yourself.

Through the responsibility of subordinates, the person who benefits the most may be himself. Therefore, you should not miss the opportunity. You must choose the opportunity to be accountable carefully, and cherish the subordinates who are being held accountable.

There are not a few insidious and cunning companies that flatter and flatter employees only when they are recruited, and who hold various orientation events, and once they are confirmed to be full-time employees, they suddenly become cold and demanding.

New employees are so addicted to the joyful atmosphere when they first join the company that they are easily disappointed with the working atmosphere in the future. If you are reprimanded by your boss, your emotions will definitely fall to the bottom. However, we should not be arrogant to our subordinates.

Everyone likes to play white, so there are also people who are only greedy for light-heartedness and happiness, resulting in the inability to blame their subordinates.

For example, sometimes this type of boss also has to hold his subordinate Chen accountable. However, he really couldn't pull down his face, so he tried his best to make Chen reflect and change.

He deliberately hindered Chen's work in everything he did, and he believed that Chen's behavior should improve after this. In fact, the boss's approach was meaningless, and it was just an unpleasant experience for both himself and Chen.