How to deal with arrogant senior employees in production
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This article is taken from the Internet, but it shares some of my views: First of all, as a long-time employee, he is naturally more arrogant than others. Again, in terms of age, he’s almost 20 years older than me; he feels uncomfortable when you try to interfere in his affairs – so why should you try to control him or talk to him? They said, \"Don’t tell us those big theories. Just think about it – how can someone who hasn’t even finished elementary school achieve anything good?\" Third, senior employees prefer to stick to old methods; it’s difficult for them to make changes even when those methods are wrong. In their minds, they just do their work and let others check it later. If they do a good job, it wastes their time (since they’re paid per task), and they won’t earn much money in a day, so they either refuse to cooperate or act on their own. You’re really pushing me too far; here’s something: I didn’t want to do it in the first place. If you see that one is done well, replace the person. The production manager is just a figurehead; when problems are identified, no matter what kind of defects they are, he always says it’s fine, that there are no customer complaints or anything like that. If I say no and the customer complains, he immediately finds someone to take the blame. If a problem is detected during production, he refuses to have the work redone; when the boss finds out and insists on redoing it, he goes around saying that someone from the quality control department claims that their work is not good enough, which makes all the workers think that it’s the quality control department causing problems. He never bothers to check whether the people under him have done something wrong; if things go wrong, he just finds someone else to take the blame. His own subordinates may not agree with him, but since they have worked for him for many years as his employees, they think they are better than anyone else. What are everyone's thoughts?
Let the boss see the losses that these scumbags have caused to the company.
Use diplomacy first and resort to institutional measures only after giving due respect
Reply to 3# zhongliang2006: Is it really that simple? The boss trusts the people around him. He is a veteran who has worked for three administrations, and he knows the boss very well. You’re just a teenager who’s been here for two days – will the boss listen to you? My approach is to get the boss on my side so that I can direct production, haha
This is indeed a tricky issue. Let’s phrase it more gently; most Chinese companies are like this
I think when encountering such people, the first thing to keep in mind is: never complain. When you complain about them, it affects your own work mood. New employees should first adopt an attitude: you are not working for them, but for the boss. Only by doing more things can one learn more skills. Only by mastering more skills can one gain more opportunities. Only working hard is true intelligence; it is the best way to improve one’s abilities. You can’t possibly become one of those self-righteous people after N years, can you? Those whose hearts are filled with bitterness and resentment will become increasingly narrow-minded, unable to be tolerant or kind; they will get along poorly with their colleagues, and in the end it will harm themselves. Don’t stop working hard and building your skills because of their shortcomings, so as not to bury your talents and ruin your future. One must learn to communicate with such people, seek their approval, and resolve the conflicts and issues that arise at work through negotiation. Anyway, it won’t take a few years before you become an experienced member.
Reply to 6# Sea Fisherman: Well, I think so too; I saw this post on the Internet. Respecting, caring for, and honoring the elderly is a traditional virtue of the Chinese nation. In fact, during the production process, experienced employees may inevitably be overconfident and rely on their seniority, but after all, they do have certain qualifications. On matters that are not principled, we will endure if possible; on principled issues, we will argue our case firmly, but we also need to preserve their face.
Just passing by, saw some nice posts.......
Firstly, the quality control department must have its own product quality control procedures, quality control criteria, as well as documents regarding the identification and handling of defective products； It’s not the case that, as per what your quality control department says, a product is considered qualified just because they say so. If the necessary documents are not available yet, then they should be prepared promptly and submitted to the general manager for approval before implementation. Once in place, things must be handled in accordance with the established standards and rules, so that no one can act arbitrarily
Reply to 9# pengsky: In China, just having a system in place isn’t enough for it to work. China is simply too hard to understand. . .
Reply to 10# peck_peng 1: Long-time employees often have strong networks of connections; offending one of them can have an impact on many people. Second: It’s difficult for companies these days to retain employees, and experienced workers certainly possess certain technical skills; therefore, as long as they aren’t a problem, companies are more tolerant of them. Third: In production, experienced workers often bully newer employees, but when it comes to taking leadership roles, they step up to do so, after all, they are familiar with the relevant procedures.