How to improve the enthusiasm and sense of responsibility of middle-level managers?

1. It is necessary to analyze what advantages he has that allow him to act in a arrogant manner and procrastinate on his work, before taking targeted measures. 2. Is the compensation too low? 3. Why can’t he be fired? People like this pose a huge threat to the strength of a team; instead of firing them, it’s better to transfer them from their current position and assign them an irrelevant, low-impact role.

If he truly has talent, one can have a serious talk with him; if he still doesn’t change, some difficulties can be created to test him. (Try every means to fix it.) ) If there is no real skill or competence, then there’s no need to keep a tumor around.

The deputy manager doesn’t have ultimate authority over the equipment manager, right? ! It will harm both parties; whether you take no action or leave it to the senior manager to handle it, it’s better to do that. If the higher-ups act as mere bystanders, it becomes very difficult for those below them to get things done :L

To be honest, such a person will not be liked by either his superiors or subordinates; in fact, they may even look down on him. But the more this is the case, the more he will act in a demonstrative manner. In fact, I believe that colleagues should enhance communication and improve their relationships; they shouldn’t constantly exclude others or treat them coldly. Being able to unite such people shows that the team has greater cohesion. There are many such people around us; I think their intentions are not bad. Perhaps they feel that something is unfair, or maybe they fail to understand what others mean, which leads to various misunderstandings in the workplace. Being transferred is one option, but since he hasn’t opened up mentally, he won’t be a competent employee wherever he goes.

Most people here are involved in production and don’t know much about political tactics; I assume you hold the highest position here. So the quality of the answers is not high. I suggest you check out Tianya Forum; it’s full of smart people there.

I am in charge of production as well. How well do you know him? Is he a business expert? Does he, as a god or demon, have emotions? Have you had an open heart-to-heart talk with him? People from Shandong are generally generous; a true friend will die for those they care about. As long as you show concern for them, avoid being condescending, and always think of their interests, they will surely become your reliable assistant. For those who are good for nothing, eliminate the cancerous elements as soon as possible.

Unity is strength. The right solution should be applied according to the specific problem. Analyze the reasons, identify the key points, and everything will be easy. If it’s someone with such a personality, some “troubles” should be found to temper them.

I’ll try to take everyone’s suggestions into account. Thank you! :)

By putting oneself in his shoes and understanding why he acts that way, it is possible to address the issue properly； Find out why he can’t be removed from his position – is it due to interpersonal issues or your authority. If it’s interpersonal issues, I’m sorry; try to improve those relationships. Assigning him tasks that aren’t crucial won’t affect the team’s work. Consider giving him a strong assistant to handle those tasks, thereby reducing his influence. If it’s a permissions issue, talk to the level of authority that can manage him. If one is arrogant because of their talents, sorry – it depends on whether they are indispensable. If so, one must endure it; if not, leave.

Many people have spoken a lot about this issue, and basically the most crucial thing is to apply the right solution to the problem. The original poster didn’t phrase the question clearly enough, so it’s not possible to help you. But it is clear that you are in charge of production, so any problems that arise in production should be your responsibility; that goes without saying. The proper operation and maintenance of the equipment are essential to ensure the normal functioning of the system. So his work is very important to you; after all, you are the one who bears primary responsibility in case of production problems, while he is just your subordinate. Daring to act in a arrogant manner – I guess you work for a state-owned enterprise, and this person has some connections. The reason he acts so arrogantly is that he’s upset about having been demoted. If you know the reason for his demotion, you can pay attention to guiding him. If he is still young and capable, it would be a good idea to give him another chance; everyone wants to be respected. It is common practice among the Chinese to only promote officials and never demote them, unless they commit serious mistakes. As a result, it is frequent to see situations where an official appears to be promoted but is actually given a position with fewer responsibilities. This is why other people might suggest that you assign such a person to a less demanding role without real power, though you may not have the authority to make such appointments. What was said upstairs is too difficult; I suggest the original poster avoid using it, as it will harm both parties and only result in ridicule. If it’s not a production issue, it can easily give others a bad impression; when problems arise that are not the subordinates’ own fault, it indicates a problem with your ability to manage people.

In my opinion, each situation should be analyzed on its own merits. Deciding to remove someone from their position might stem from a one-sided view or perspective of just one person regarding a particular matter. It’s better for superiors and subordinates to communicate more and understand each other better. Reaching for dismissal so easily is not the behavior of a good leader; rather, it’s a sign of an incompetent leader (I don’t mean to insult anyone here; I’m just discussing the matter objectively). What a leader truly strives for is to have strong professional skills, the ability to interact properly with others, and the capability to handle situations effectively. Someone mentioned above that passing this \"ball\" on to a superior or someone else is even worse; it’s also a sign of incompetence (I don’t mean to insult anyone here, it’s just a matter of analyzing the situation). When faced with such situations, it’s necessary to analyze the reasons behind them – whether it’s an issue with work attitude or a lack of skill. If one lacks the necessary skills to perform the job, they should leave that position ； If it’s a matter of attitude, communication in private can help. The original poster also mentioned that the person in question has been demoted; this could affect their motivation at work, so communication is even more necessary, and support is needed. Often, those who are demoted aren’t necessarily less competent; it might be due to problems in handling relationships.