Excellent managers personalized management

The so-called character refers to the objective reality of attitude and corresponding habitually behaviours in psychological characteristics. Personality is a core of human personality, which directly affect people's behaviour, which in turn affect interpersonal relationships and work efficiency. Therefore, in the management process, according to people of different personalities with different management is improving the management of an important means. As the saying goes, "people's different, such as its surface", and character varies greatly. Generally speaking, there are several categories of one's character is more prominent, and also more difficult to manage, make the following respectively, as managers.

L. temper, often with grudges. I pray was born into a humble family, loss of self-esteem is very heavy. His work in performance of the very serious, very rigid, but not smooth, he always considered to be other people deliberately he went through the roof for this often, even to the leadership there "complaints", resulting in a strong, personal relationships Office charged were nervous, directly affect the work of others.

When such emotional and angry employee ran to your Office "complaints", the first thing you should let them sit down and listen carefully to their conversation, not to speak, because they were excited when often chaotic, organizations, allowing them to put things in words, or to a certain extent, let them vent out of anger, in a relatively calm, then to represent you.

You don't have to try to change a bad-tempered person, nor brought to them, nor can convert topic. Although any one discipline of the company will not be required to change their bad character, but you must tell them who temper often emotionally immature, Church they learn to control her own feelings, and stressed that the company does not approve of the way to throw tantrums to resolve the issue. You can also try to give them some more to see the work of the rare human documents, encourage them to participate in the activities of the colleagues, to let them know that they are the same with everyone, nobody nobody can hinder his work.

2. self-esteem very heavy, feeling vulnerable. Such people are some of the posts lower young women, they mostly just step out of the gate, complicated, competitive society are not comfortable with. Leader in few words remind them, to listen to in their ears, just like being a teacher in public scolding, extremely disturbing, a unit of pressure, loss of confidence and interest in, or even the idea of generating job hopping and behavior.

With this type of personality, behavior is often tied tightly, they always like to stretch the eyelid, nervously, encounter difficulties scrupulous intonation for superior spoke always scared.

Treat this kind of staff that speaks the language must be careful to avoid from a personal perspective, the more stressed, "we" and "company". In the criticism of their work in question, must take into account their self-esteem. A gentle smile, a concern about the greetings, increases their sense of security and self-confidence. In the usual routine of work, may wish to take the opportunity to praise their performance. Repeated encouragement might make you feel yourself nagging, but is a very useful but it is, and has a sense of being valued. At the same time, you should let them know that an error occurred in the work, may be a number of reasons, not necessarily and personal capacity. Therefore, no need for this frustration and loss of confidence.

3. negative and pessimistic, lack of self-confidence. The company held a meeting, to discuss a new proposal, there are objections is normal. But you may find that your company has such a class, no matter what recommendations, never thought of in depth, always trying to thwart and oppose, not only impede the company's transformation, and destroyed the company innovative atmosphere. Therefore, you must have an in-depth analysis of the real reason they oppose.

Some people are opposed to the various recommendations, only because of their negative and pessimistic, lack of confidence, fear of failure. If you find that an employee has consistently worked on company loyalty, but also some performance, but some lack of confidence, you can give him the opportunity to cultivate his confidence. For example, you can get him to talk about your new project, make him responsible for implementation. At first, he might be hesitant to face difficult color in an attempt to persuade you to cancel the plan. At this point, you can ask him not to take on anything negative, should make a positive and constructive comments. If he suspects that the feasibility of the project, you encourage him to find a workable method, and to help him implement his experience the fun of change and the resulting sense of accomplishment.