11/06/2022
BEING A BOSS IS LEARNING HOW TO WIN THEIR RESPECT, NOT BEING GOSSIPED BEHIND YOUR BACK
What to do when employees disobey?
Each person has a solution, but how to solve it so that the same problem does not come back again is a skill not everyone can do it. Especially for new businesses (startups), the disobedience of employees is a daily affair that makes the boss "lose his rag and blow his top" to find a suitable solution.
Disobedience has many different manifestations. Some people accept the tasks but decide not to lift a finger to do them. Some people with high egos immediately had to argue with the leader to express opposing views. But, despite being formatted in different situations, they all have a common denominator: the boss gets angry, and employees have to swallow the bitter pill, which can lead to a tense working atmosphere.
This situation causes a consequence that no boss wants: The boss-employee relationship is chipped, and work efficiency plummets because of the employee's lack of passion, creativity, and self-discipline. Also, employees are in danger of getting kicked out or being "disgraced".
There is an opinion that employees who do not know how to obey are best dismissed. This is a measure that is too short-sighted and petty because it is like a boss who wants to "leave no stone unturned", and if one day, obedient employees also become disobedient employees, what should they do?
The view "There are no bad employees, only bad bosses":
1. Principle 1: KEEP IT COOL - SELF-RESTRAINT IS NOT DOWNGRADING YOUR VALUE
When someone's actions blow your fuse, don't make decisions. In all situations, your business will have to suffer the most.
The higher the disobedience from the employees, the higher the boss has "psychological changes". Some situations make the boss unable to sit still, unable to keep his lips touching but have to vent it all out.
At this point, if you express your anger, then:
- You can get:
- Satisfy
- Breathe out
- Nothing else
You can lose:
- An employee
- An opportunity to solve the problem
- The opportunity to understand employees so that there is no next time
- Respect from staff
- Contracts
- ….
What is better than venting anger? We're the boss. We have the right to yell at employees, right?
I don't think the same.
We all know that "Spare the rod and spoil the child", but it depends on the time and place. Losing your head in critical situations is not a good action. When the employee disobeys, and you cannot control your temper anymore, you can find some ways to distract yourself from it, such as:
- Close your eyes (you can grip your hands, but not for a punch)
- Take a deep breath
- Turn away in silence
- Get yourself some water. Water is always a good choice to calm yourself down.
- Take a short walk
- ...
Everything mentioned above is for us to "calm down" so as not to lose things that are difficult to get back, as listed above. Those actions also give us more time to think about things. Who dares to say 100% that they are right?
Control of your temper in any situation is the best key to solving any problems. Also, don't think it's shameful to self-restraint before your employees. Many bosses always think of themselves as the best, the most crucial factor in the companies, so they are free to scold and do not have to keep it cool with the employees, which is a big red flag for your career.
I believe that if we can control our emotions and handle them smoothly, in the eyes of employees, we will have a new level of respect and reverence.
2. Principle 2: GIVING EVERYONE THE CHANCE TO FIX THE PROBLEM
There is no need to overthink a solution. To solve the problem most thoroughly, we first need to investigate the cause, avoid only cracking the surface of the problem, and leave its root. If you do that, the problem is still there and just waiting for the opportunity to recur. With the generosity and warmth of a boss, calling on employees to cooperate, having constructive discussions and looking into the cause of the problem is never a bad idea.
Allow your employees to express themselves. Even if they can recognize their own mistakes, it also means that you are giving yourself a chance to look back at the problem, enrich your experience, and learn how to mend the broken relationships.
In particular, it is an opportunity to realize which employees can stick with you in the fierce market and which need to stop having them in the business. By considering the attitude of cooperation and advancement of employees, you will easily find out.
Because of those, first of all, the bosses should do work with themselves, keep their heads cool in all situations, and find the best solution for both them and the employees.
3. Principle 3: IS THE BOSS ALWAYS RIGHT?
Sometimes, even the boss needs to question himself straightforward. In the employer-employee relationship, the boss is the one who spends money to buy the employee's labour. Still, on the other hand, the employee also has to work to receive the boss's salary. This is a complementary, supportive relationship, not an aggressive connection.
Therefore, "The boss is always right and the employee is always wrong and must always have a submissive attitude" is not logical. Bosses also have "absent-minded" at times, and employees cannot always keep everything right. If the boss is wrong but decides to hide it, it will naturally cause disobedience, anger, and frustration from employees. At this point, it seems that the reason for the employee's noncompliance will need further discussion.
Therefore, to strengthen the relationship and develop together, the boss must also look at himself and not forget to try to put himself in the employee's shoes.
4. Principle 4: WIN THE EMPLOYEES' ADMIRATION, NOT THEIR FEAR
When employees do not obey, the method of scolding, making strict rules, and severely punishing can make employees afraid to comply. But at the same time, employees will work to fulfil their tasks, not try to make them perfect, because there is no desire to contribute.
And because of that, a new problem arises that is equally serious: Employees cannot promote their work capacity. On the contrary, if you want employees to obey and work responsibly and because of the desire to be dedicated and passionate, the boss has to win employees' respect, not their fear. To do that, the boss has to be a person with a vision and a heart. Put yourself in an employee's position, consider the employee's interests to be your own, and handle all problems for logical reasons.
Rules and sanctions must be present, but they are only tools to maintain order, not force employees to do as the boss' pleases. With that approach, no matter how stubborn the employee is, they must submit.
5. Principle 5: COMPANY IS THE SECOND FAMILY
Don't forget that, in addition to the boss-employee relationship, the boss and employee are also brothers, sisters, and friends. Putting work aside, the boss can also be like a generous brother and sister who loves, shares, and show their knowledge to others.
Work inherently carries too much pressure with so many things: Sales, deadlines, development strategies, etc. Let a good and pleasant relationship in everyday life resolve those strains, like a football match after work, a beer party on a hot summer day, or a walk. Such simple actions can change the environment and strengthen the bonds.
When employees disobey, winning their respect or getting harsher disobedience depends on the boss's choice of behaviour. Before an incident, we have many ways to solve it: Ignore it, cope with it, and each method will bring different consequences. Finding the best way is how you prove to yourself and your employees that you are suitable to be a leader.
