Inscrivez-vous ou connectez-vous pour rejoindre votre communauté professionnelle.
1. Reach out to the subordinates by trying to understand them in terms of culture, values and work attitude.
2.Confidently, prove to them that you have more experience than them by showing them a better way in doing things. You will gain their respect.
This is always a tricky one. The first thing to do is be absolutely correct with the difficult employee. Play it by the book: be a good manager. Usually this will not work, but you have to lay the groundwork. The second thing is to remember that this is personal - but not personal about you. this is something to do with the employee and things that happened before you started. The third thing is to call the employee in for a chat. "I'm getting the impression that you're not too happy with me being here. It's my job to make sure that you are as happy in your work as you can be, and I'm committed to doing everything I can to achieve that. So, please, talk to me. What's the REAL problem here?"
If that doesn't work then you have to go down the disciplinary route. Figure out the main specific problem in their behaviour and put in place the appropriate system of performance evaluation, written warnings and so on. In the end you have to lay it on the line - do what you're told or you're fired. And if they don't, then fire them.
First try to learn your staff before engaging further, learn each individual capability, understanding of their job description, communicate, show leadership, and why you want things to be done differently, always stand firm, and make them understand new people come up with changes, and that is why you want to move together to achieve the organization's goals and objectives,
Try also to study the Employees handbook, let them understand why is important to be guided by such things,
Lead with a clear vision, and engage much on asking many questions and listening.
I will attempt to make them feel as comfortable as possible, and attempt to let my staff know that I am there to help, and that is what my job is for; I am not there to dictate, but to manage difficult situations.
The distribution of tasks is very important to can discus every thing with all, and to have chance to Communicate with everyone, even the responsibility with one and all is doing together
Prove yourself in all aspects .
try to understand them, be friendly to them, prove you have better skills and make them understand by examples.
There is no one correct answer. It varies with different cultures. One thing is definite: Staff members that have been there before you surely believe they know more, are more competent, or don't see the added value you bring.
One way, one that has worked for me in two different organization, is to first acknowledge the in-house experience of that staff member, seek to understand their aspirations and areas where they need help, and offer mentorship or simply bits of advice.
If thier first impression for me is they know everything than me of course i am new for that organization then still be kind to them. Knowing that they dont your work capability.Let them to think what they want. You priority is your job.
