In a hotel, how to manage a more personalized employee!

The so-called personality refers to people's stable attitude towards objective reality and their individual psychological characteristics in their usual behavior patterns. Personality is the core of a person's personality, which directly affects people's behavior, and then affects interpersonal relationships and work efficiency. Therefore, in the process of management, it is an important means to improve the management level by adopting different management methods according to people's different personalities. As the saying goes, "people have different minds and different faces", and there are great differences in personality between people. Generally speaking, there are several kinds of people who are more prominent and difficult to manage. The following are introduced separately for managers' reference.

A person who has a bad temper and often makes enemies with others.

A gentleman was born in a family with low social status and had a heavy sense of inferiority. He is conscientious and persistent in his work, but when he meets something unsatisfactory, he always thinks that others deliberately make things difficult for him, so he often breaks into a furious rage and even "complains" to the leader, which leads to a strong sense of gunpowder in the office and tense interpersonal relationships, which directly affects the working mood of others.

When such emotional and angry employees come to your office to "complain", you should let them sit down first, then listen to their conversation carefully and don't talk, because what they say when they are excited is often chaotic and disorganized. Let them finish what happened, or to some extent, let them vent their anger and be relatively calm, and then show your handling method.

You don't have to try to change a grumpy person, don't perfunctory them, and you can't change the subject from them. Although the discipline of any company will not require changing the bad personality of employees, you must tell them that people who are prone to losing their temper are usually emotionally immature, teach them to learn to control their emotions, and emphasize that the company does not approve of solving problems by losing their temper. You can also try to arrange some jobs with more documents and fewer people for them, encourage them to participate in the activities of colleagues more, and let them know that they are on the same side as everyone else, and no one wants to or can interfere with their work.

2. People with high self-esteem and fragile feelings.

Most of these people are young women with lower positions. Most of them have just left school and can't adapt to the complex competitive society. Leading a few reminders is like being scolded by a teacher in public. I am extremely uneasy, which invisibly produces a kind of pressure, loses confidence and interest in my work, and even produces the idea and behavior of job-hopping.

Employees with this personality tend to be more restrained in their behavior. They always like to work nervously with their eyelids stretched, and they are afraid when they encounter difficulties, and their tone is always trembling when they talk to their superiors.

When dealing with such employees, we must be careful in wording, try to avoid starting from a personal point of view and emphasize "we" and "company". Pay more attention to their self-esteem when criticizing their work problems. A gentle smile and a caring greeting will increase their sense of security and self-confidence. In our daily work, we might as well seize the opportunity to praise their performance. Repeated encouragement may make you feel nagging, but it is very useful to them and has a feeling of being valued. At the same time, we should make them understand that mistakes in work may be caused by many reasons, not necessarily related to personal ability. Therefore, there is no need to feel depressed and lose confidence.

3. People who are pessimistic and lack self-confidence.

When the company has a meeting to discuss a new proposal, it is normal for someone to raise objections. However, you may find that there are such people in your company, no matter what their suggestions are, they never think deeply and always obstruct and oppose them blindly, which will not only hinder the reform of the company, but also destroy the atmosphere of innovation in the company. Therefore, you must deeply analyze the real reasons for their opposition.

Some people oppose all kinds of suggestions simply because they are pessimistic, lack confidence and are afraid of failure. If you find that an employee has been working hard, is loyal to the company and has great achievements, but lacks self-confidence, you can give him a chance to cultivate his self-confidence. For example, you can talk to him about your new plan and put him in charge of implementing it. At first, he may hesitate and look reluctant, trying to persuade you to cancel the plan. At this time, you can ask him not to take a negative attitude towards anything, but to put forward positive and constructive opinions. If he doubts the feasibility of the plan, you should encourage him to find a feasible method and help him to implement it with all your strength, so that he can feel the joy of change and the sense of accomplishment gained from it.

Of course, you should not try to make negative and pessimistic people become positive and optimistic at once. You have neither time nor ability to cope with a busy day. You can only let him know that you are an optimistic and enterprising person and take a positive attitude towards everything, especially when approaching a difficult job, you should treat it with affirmation and optimism. If he always respects you, he will be infected by you and have confidence.

4. Flatterer.

In many offices, you can often see flatterers. They often praise you and echo everything you say. With such employees, there must be a boss who loves to wear a top hat. Although all managers will show their wisdom and self-knowledge and don't mind the criticism of their subordinates, people always prefer to be praised.

Some managers think that they can continue to flatter as long as they are not confused by their flattery and their performance is not bad. But in fact, your appeasement will make them feel that you acquiesce in this flattery, which will not only strengthen their behavior, but also make them despise you and reduce their respect for you.

When dealing with such subordinates and communicating with them, you don't need to refuse their flattery too seriously, and don't let them exaggerate at will. When they show off their flattery skills to you, you can lightly respond: "Don't exaggerate". If they go along with your plan again and again, you can say, "You'd better leave some time for yourself to think about new plans and suggestions, and we'll talk about our opinions at the next meeting." In this way, they are afraid and embarrassed to be "yes-men".

5. People who are eager for quick success and instant benefit.

There are always ambitious and enterprising people among subordinates, and even you can feel that the goals of subordinates are all directed at your position, so many managers avoid talents. Whenever you feel that your position is threatened, you will use various means to suppress your subordinates, which will not only affect their enthusiasm, but also greatly reduce their respect for you.

But we can't ignore those who are eager for quick success and instant benefit. Because people who are eager for quick success and instant benefit often resort to unscrupulous means for their own interests, which affects the work mood and progress of other employees and causes interpersonal tension.

Communicate with subordinates who are eager to show themselves, and don't use direct methods, so as not to make them have the illusion that you are jealous of talents and won't accept any suggestions you make. You can listen to his advice carefully and praise his performance appropriately to show that you appreciate him to some extent. With your praise, he will definitely show himself further. At this time, you can casually tell him: "Everything should be done step by step, which will be fairer to other employees. If others are more aggressive than you, can you tolerate leading others by the nose like you are now? " Your tone should be as relaxed as usual, don't hurt his self-esteem, and put yourself in others' shoes.

6. People who are unhappy and think they are incompetent.

Such subordinates often sigh all day because their talents are not valued, and they lack enthusiasm and enthusiasm for their work.

Don't treat such employees with offensive language: "How many people do you need to be like this? You can look for them at will. " This language will make them feel despised and even more unhappy. Be warm to them on weekdays, which will make them feel respected and valued. The tasks assigned to them must be carefully reviewed afterwards, and if they are done well, don't forget to praise them. Although they are only small players in the company, they are occasionally invited to major meetings, encouraged to speak boldly and often given the opportunity to participate. If they feel the attention of managers, their morale will be high. If they also feel that everyone is equal before opportunities, they will work harder.

Although it will be difficult to communicate with subordinates with "problems", as a manager, you should try your best to understand their personalities and manage them differently. It must be remembered that a leopard cannot change his spots. Don't expect you to change their behavior in a day or two.