The various manifestations of tartar are actually dissatisfaction with you as a manager. You must be careful in your work arrangement and personal behavior, and don't let him seize the weakness, and don't become your weakness in front of your superiors.
When there is a head-on conflict between the superior and the subordinate, the subordinate is unscrupulous, loses the face of the superior, and is in an embarrassing situation, so it is difficult to establish prestige.
What you need to do at this time is to wait for the opportunity. It is not difficult to grasp the shortcomings and mistakes of superiors in selecting subordinates. First, seize his mistakes and fight arrogance.
If you catch the other person's aphasia, you should make full use of this opportunity, criticize or correct him in public, and show him some color to let him know that he is not incompetent in this position. Second, give a big reward and see how your boss reacts.
For subordinates who report with pay, as their boss, you must understand the attitude of the boss. If your boss recognizes this super appeal, subordinates will do well and continue to report you. If your boss hates this behavior, let him hit a nail and he won't open the door on his own initiative next time.
Judging from this matter, your behavior of reporting to your subordinates beyond your authority is acquiesced or recognized by your boss, so you should communicate with your boss so as not to misunderstand you. Third, arrange the position of the scrappy head.
The heads of departments have the right to dispose of the staff under their leadership. For employees who do not obey the leadership, they can use their power to alienate them at work and have a sense of crisis. If the contradiction does not intensify and he doesn't want to make enemies, he can be sent to other departments by lowering the scenic spots.
? If you are the boss and your subordinates exceed their authority, you can talk to him alone instead of thinking about how to deal with it. When communicating, you can directly ask him why or what shortcomings he has. These can be mentioned. If it is his own fault, he should be corrected. If it's the other person's fault, you can tell him it's wrong, which is not only bad for interpersonal communication, but also can't achieve a good result at work. Just ask him to correct it later, thinker.
In short, as a leader, there are many ways to judge employees' prickliness, but the way for top managers is to solve problems and keep silent.