Over the years, I have partnered with Mr. Pan and Mr. Lu to do this cosmetics company, and I have really seen a lot of warmth and warmth and a lot of true feelings in society.

When some employees see me, they are always very unconvinced. Because I am not tall, just 1.62 meters, I am not fierce, and my personality is mild. So, they thought I was only in my twenties at the time, so how could I lead those of us in our thirties and forties?

Therefore, I often hear people come to my office to make small reports, saying that people are talking about me behind my back, and they want me to fire them and support the person who made small reports.

This is the problem that the company has in terms of management, and I usually laugh it off and ignore them, and let them talk about it below.

Through this text, you may think, "Is Mr. Qu really so cowardly, can't even deal with the employees' behind-the-scenes discussions?" ”

Actually, when I was in college, a friend told me a sentence.

The best way to deal with the people who talk about you is not to choke on them, but to train them to become a big shark arm. When he is arrogant to a certain extent, he will definitely explode completely! At that time, even if you don't make a move, someone in the company will help you out.

So, I've always done that, not to choke with the people below me, what work should I do or what kind of work I should do. No matter how fierce the employee is, he can't pull me down from the position of general manager, let alone replace me in the supreme position in the company, and one of the departments I am in charge of is finance, which is the condition for me to say to Mr. Pan that "I will not participate in employee management". Of course, I am only responsible for this right in two departments, and I have a certain veto power over how much employees should be paid.

Seeing this, everyone should understand why I don't participate in employee management, but I can be under one person in the company and above ten thousand people, right?

They can look down on me and even insult me in front of a lot of people, but I have the right to decide how much employees are paid this month.

Many employees who have scolded me have slowly understood this workplace rule, and after shouting for a while, they began to give me cigarettes and alcohol to curry, as well as apologize, and even made me "adults don't remember villains", I hope I will help more in the future; And some employees don't understand this workplace rule, until he himself has a very serious heart attack because he looks down on me or abuses me, and he is so angry that he is hospitalized for several months, and he doesn't understand why he has worked hard for a month, never being late or leaving early, but he can only receive 100 yuan or 200 yuan.

In this kind of salary imbalance, even if the other party wants to make trouble, other employees and senior management in the company will turn to me instead of him, why?

It just so happens that I would like to take this afternoon to talk to you about this matter.

When you encounter a problem, the level of a person's handling of the problem can be immediately apparent. In the business world, dealing with relationships and emotions is often much more complex than you think. Every employee has their own expectations and challenges, and as leaders, we need to properly manage these relationships to promote the stability and growth of the company. Some may think that I am young, small, and unqualified to lead experienced, older employees. However, I don't care about these arguments because I know that my value is not in the evaluation of others, but in the value I bring to the company.

In the face of employees' doubts and dissatisfactions, I choose to deal with them with a tolerant and understanding attitude. I understand that everyone has their emotions and confusions, and these emotions and confusion can stem from their stress about their work and uncertainty about the future. Therefore, I choose not to argue or confront them, but to listen to them, understand their needs, and find solutions to their problems.

I believe that as leaders, our responsibility is not only to manage the day-to-day operations of the company, but also to guide our employees and help them grow and develop. In my opinion, the best leaders are not the ones who make their employees listen to them, but the ones who can bring out the best in their employees and allow them to achieve self-fulfillment.

When dealing with employee relations, I believe the most important thing is communication and understanding. Everyone has their own story and background, and we need to respect their individuality and differences, and find a way that balances the needs of all parties. Sometimes, a simple smile or a word of concern can ease an employee's frustration and anxiety, making them feel respected and cared for.

Of course, as leaders, we also need to maintain a certain amount of authority and decision-making. We need to be clear about our goals and expectations, and have reasonable rules and systems in place to guide our employees' behavior. At the same time, we also need to take responsibility for our own decisions and set a good example for our employees.

In this era of challenges and opportunities, I believe that only through continuous learning and innovation can we cope with various complex problems and challenges. As leaders, we need to possess a variety of abilities and qualities, including good communication skills, keen business insight, excellent leadership, and firm decision-making. Only in this way can we lead our team to stand out in a competitive market and achieve the long-term development and success of the company.