In modern society, working with people is the key to a person's career advancement and a decent income. In the workplace, although the identities of grassroots employees and leaders are different, there is consistency in interests. However, how to manage subordinates is a science. Compared to the leaders of the past, there is a huge gap in the attitude and behavior of modern leaders towards employees. This article will analyze the differences between modern leadership and past leadership, and analyze the reasons why modern leaders struggle to satisfy their subordinates.
Past leaders treated motivated and capable employees with attention and appropriate salary increases to serve as role models for other employees. Employees also have the opportunity to be promoted and take on more important work after getting a certain amount of exercise. For example, I have a relative who runs a business in the South, and one of the female employees is very hardworking and of good character. Relatives valued her hard-working qualities and introduced her to another boss, and as a result, the two got married, and both parties fulfilled and cherished each other. However, the workplace has changed, and many leaders see serious and hard-working employees, but instead of giving them a raise, they think that these people are afraid of losing their jobs, so they are squeezed.
Additional Expansion: The indifference and disapproval of modern leaders in their treatment of employees is an important reason for employee dissatisfaction. When employees put in the effort and donate their time and energy, they expect to be recognized and rewarded. Past leaders focused on developing outstanding employees, giving them honor and motivation through salary increases and promotions. This kind of management can stimulate the motivation and enthusiasm of employees, which in turn improves the efficiency of the whole team. However, modern leaders focus more on self-interest and lack adequate recognition and rewards for employees' efforts and contributions. This neglect of employees makes employees feel that their efforts are ignored, so they are dissatisfied and unconvinced.
In the past, when leaders managed their subordinates and formulated rules, they usually experienced the training of grass-roots positions, were familiar with the working conditions and working patterns of front-line employees, and understood the cooperation and operation between departments. As a result, they are able to deal with problems in a specific way and take reasonable and effective measures on a case-by-case basis. When managing subordinates, they are able to set appropriate rules in a persuasive way and humbly ask for advice on unfamiliar things. However, many managers today lack this Xi attitude, and even leaders who are transferred from the outside are reluctant to take the time to learn Xi basics. They dare to be arrogant, make decisions at will, and act entirely on imagination based on their position alone.
Extra: Lack of learning Xi and adaptability is another reason why modern leaders struggle to convince their subordinates. In modern society, information is updated quickly, and all walks of life are unpredictable. If a leader does not have the ability to learn and adapt to Xi and adapt to changes, it is difficult to understand the latest developments in the industry and the actual needs of employees. In the past, leaders were not only familiar with the working conditions of employees, but also able to understand the changes in employees' mentality and emotions, and better communicate and coordinate with employees. This understanding and Xi attitude of employee needs enabled past leaders to manage their subordinates in a convincing manner and develop reasonable and effective rules and decisions. However, modern leaders often lack this learning Xi and adaptability, and do not understand the needs of their employees, making it difficult for employees to be persuaded and accepted by their management style.
In the past, companies often took on the responsibility of taking care of employees' families, especially when employees encountered special circumstances, they would provide help and care. For example, if an employee is injured at work, the company will send someone to comfort and give some compensation. For old employees, if there is a happy event or change in the family, the leader will also personally come forward or show care with gifts. However, many modern leaders lack care and support for the special circumstances of their employees. Even if it is a work-related injury, the first thing that comes to many leaders' minds is to shirk responsibility. Faced with the special situation of employees, they are reluctant to give the opportunity to ask for leave, and even require employees to show proof before leaving. This neglect and lack of concern for the rights and interests of employees leads to employees feeling that they are being treated unfairly.
Additional expansion: Modern leaders' neglect and indifference to the special situation of employees is an important reason for employee dissatisfaction and dissatisfaction. Employees will inevitably encounter various special situations in work and life, such as family emergencies and personal health problems. Past leaders were able to care about employees' lives and family situations, and gave some support and help. This kind of care makes employees feel that the company cares about and respects them, which in turn generates a sense of belonging and loyalty to the company. However, modern leaders think more only of their own interests and show indifference to the particular circumstances of their employees. Even when it comes to work-related injuries, they often find ways to shirk responsibility. This way of treating employees makes them feel that they are just a tool in the company, lacking a sense of belonging and trust in their leaders, so it is difficult to be convinced and loyal.
Strictly speaking, the so-called difference between "before and now" is not only reflected in the difference in leadership, but more in the difference between good leaders and poor leaders. Good leaders are empathetic, motivate employees in an effective way, and know how to manage their subordinates and set appropriate rules. They respect the efforts and contributions of their employees, give recognition and appropriate returns, and care for their families and special circumstances. Poor leaders, on the other hand, simply rely on status to restrain employees, lacking real care and understanding. They can't control all kinds of situations, and they can't manage their subordinates and make rules in a rational way. This kind of indifference and poor handling of problems to employees makes it difficult for employees to convince and accept their leadership.
Extra: The difference between good leaders and bad leaders is not only reflected in the attitude and way of treating employees, but more importantly, in management ability and leadership wisdom. Excellent leaders have high management skills and strategic thinking, they can accurately judge the needs of the team, are good at communicating and cooperating with employees, and know how to use the strengths of each employee to promote the development of the team. They are able to set clear goals and plans, allocate tasks and resources, and manage workflows to ensure that teams run efficiently. They are also flexible in a variety of situations, providing guidance and support when the team faces challenges. On the contrary, poor leaders often lack management skills and leadership wisdom, and are prone to fall into self-centered thinking, ignoring the needs of the team and the contributions of employees. Their attitude towards employees is often indifferent and inadequate, and it is difficult to earn the trust and respect of employees.
There is a huge gap between modern leaders and past leaders in terms of attitudes and behaviors towards employees. Modern leaders often lack attention and recognition for employees, and lack adequate rewards and incentives for employees' efforts and contributions. They also lack Xi the ability to learn and adapt, and do not understand the needs of their employees enough, which makes it difficult for employees to be persuaded and accepted by their management style. At the same time, the modern leadership's lack of care and support for the special circumstances of employees makes employees feel unfair. Compared with good leaders, poor leaders often lack management ability and leadership wisdom, cannot accurately judge the needs of the team, and lack the ability to deal with problems. Therefore, the reason why modern leaders struggle to satisfy their subordinates is their lack of care, Xi and adaptability to employees, as well as their mishandling of employees' special situations. In order to improve leadership effectiveness, modern leaders need to focus on cultivating learning Xi and adaptability, caring for the needs and special circumstances of employees, and establishing good communication and collaboration relationships to better manage subordinates.