Being able to refuse your subordinates is one of the most valuable qualities of a successful leader. How to refuse an employee so that after this a conflict situation does not arise? The existing science of conflicts, conflictology, offers several ways of refusal. Such methods include: refusal with an explanation of the reasons, an alternative option for satisfying the request, delaying the resolution of the issue and replacing the employee.
Instructions
Step 1
If an employee claims to deserve additional pay for their work, find out what the claim is based on. Study in detail and in detail with the employee the system of remuneration of his labor and explain how his performance is assessed. Inform the applicant about the reasons for the increase in salary to other employees, while maintaining a friendly and respectful tone. Your arguments must be objective and convincing, and subsequent actions must not contradict what was said. Talk to a coworker in a non-intrusive environment.
Step 2
In case of objectivity of the presented requirements, offer an alternative version of the question that has arisen. Give the employee the opportunity to choose flexible or free working hours, offer to take paid time off or additional leave. Analyze the situation, perhaps the introduction of any additional non-material benefits will help solve the problem. You should not neglect measures of encouragement such as rewarding gratitude or a valuable gift. If you have no other choice, and you are forced to refuse an employee, do it as gently as possible, focusing on his importance to the company.
Step 3
An excellent way to turn down an employee is to delay the resolution of the issue until it is possible to grant the request. This behavior must be meaningful and appropriate. Do not move away from resolving the requirements, ask the employee to wait until certain circumstances occur in the future. However, this method is a temporary solution and cannot be used permanently.
Step 4
If your employee does not want to listen to arguments, does not give in to persuasion and outright speculates about his importance, try to find a replacement for him. Use the most effective method - invite the employee to educate the younger generation. Do not voice that the trainees are candidates for the position occupied by the "blackmailer" himself.
Step 5
When refusing an employee, consider the reasons for the situation, perhaps you should pay attention to the work of the incentive system or raise the awareness of employees.
