{"id":22789,"date":"2020-10-15T13:28:29","date_gmt":"2020-10-15T10:28:29","guid":{"rendered":"https:\/\/www.ibtdi.com\/?p=22789"},"modified":"2020-10-15T13:28:29","modified_gmt":"2020-10-15T10:28:29","slug":"how-to-oblige-your-subordinates-to-implement-your-decision","status":"publish","type":"post","link":"https:\/\/www.ibtdi.com\/en\/how-to-oblige-your-subordinates-to-implement-your-decision\/","title":{"rendered":"Have You Made New Decisions? How to Get Your Subordinates to Implement Them"},"content":{"rendered":"

\"Android<\/p>\n

 <\/p>\n

Every company is now in a state of constant change, driven by many factors, including slow growth, <\/span><\/p>\n

emerging technologies, shifts in the competitive landscape, figuring out how best to lead new generations, cultural gaps, and communication <\/span><\/p>\n

challenges, and so on. All these factors drive new and radical changes. As a manager, you need to know how to get your employees to implement <\/span><\/p>\n

your new decisions, even when they find them difficult.<\/span><\/p>\n

Not only that, but you also need to encourage them to help bring about the change you want. This is no easy task.<\/span> \u0625\u0630 <\/span><\/p>\n

It requires the combined efforts of several departments, but it\u2019s ultimately possible.<\/span><\/p>\n

Here are the key things that can help you, as a manager, get your team to implement your new decisions and embrace change: <\/span><\/p>\n

\u0627\u0644\u0646\u062d\u0648 \u0627\u0644\u062a\u0627\u0644\u064a..<\/span><\/p>\n

.<\/p>\n

Read also:<\/span>5 Easy Steps for Making Successful Decisions<\/a><\/p>\n

.<\/p>\n

\u0645\u0627\u0647\u064a\u0629 \u0627\u0644\u062a\u063a\u064a\u064a\u0631<\/span><\/strong><\/span><\/h2>\n

How can employees accept a change if they don\u2019t understand it properly? Leaders must therefore be able to <\/span><\/p>\n

Clearly explain what the change is, why it matters, and what positive outcomes it will bring, among other things.<\/span><\/p>\n

The important thing to recognize here is that, in this case, change comes from the top down. Therefore, managers and those in <\/span><\/p>\n

senior management positions must set an example for the people they lead and adopt the new changes and decisions themselves before <\/span><\/p>\n

requiring their employees to do so. Convincing people of the need for change and its importance is the first step toward commitment and acceptance.<\/span><\/p>\n

.<\/p>\n

Listen to feedback<\/span><\/strong><\/span><\/h2>\n

The team\u2019s voice must be heard. Many people on the team may have been calling for change and know what is <\/span><\/p>\n

needed. Getting their feedback will help ensure a smooth implementation of the new decisions and win their support as well.<\/span><\/p>\n

There are many types of change, and some may be misinterpreted or have a negative impact on some people. Getting <\/span><\/p>\n

Commenting throughout the change process will hold everyone accountable, help maintain alignment, and clear up some misconceptions <\/span><\/p>\n

or things that may seem illogical.<\/span><\/p>\n

.<\/p>\n

Read also:<\/span>Four Fundamental Principles to Help You Make the Right Decisions<\/a><\/p>\n

.<\/p>\n

\u0625\u0638\u0647\u0627\u0631 \u0627\u0644\u062a\u0639\u0627\u0637\u0641<\/span><\/strong><\/span><\/h2>\n

Ultimately, the consequences of change fall only on employees at the lowest levels of the organization, so managers must <\/span><\/p>\n

show empathy and understand their perspectives.<\/span><\/p>\n

They should also lead by example in using emotional intelligence, which is more than just a soft leadership strategy. Leaders who <\/span><\/p>\n

actively work to improve their emotional intelligence are better equipped to drive positive change and guide their teams through the obstacles that<\/span><\/p>\n

\u0644\u0627 \u0645\u0641\u0631 \u0645\u0646\u0647\u0627.<\/span><\/p>\n

.<\/p>\n

\u0634\u0631\u062d \u0627\u0644\u0633\u0628\u0628<\/span><\/strong><\/span><\/h2>\n

If you want to know how to get your direct reports to implement your new decisions, explain the reasons behind making them in the first place. <\/span><\/p>\n

Understanding and believing in those reasons will motivate them to take action and work hard to achieve the new goals <\/span><\/p>\n

that come with this change.<\/span><\/p>\n

.<\/p>\n

\n

Read also:<\/span>Four lessons you can learn about making tough decisions in your business<\/a><\/p>\n

.<\/p>\n

Define roles clearly<\/span><\/strong><\/span><\/h2>\n

Everyone involved in the change should clearly understand their role and what is expected of them, and know who is authorized <\/span><\/p>\n

\u0628\u062a\u0642\u064a\u064a\u0645\u0647.<\/span><\/p>\n

Defining roles and goals helps put everyone on the right track and makes their tasks easier. Each <\/span><\/p>\n

employee only needs to carry out these tasks; achieving a positive outcome from the change is a collective responsibility, not that of any one individual.<\/span><\/p>\n

.<\/p>\n

\"Why<\/p>\n

\u0633\u064a\u0627\u0633\u0629 \u0627\u0644\u0645\u0643\u0627\u0641\u0623\u0629<\/span><\/strong><\/span><\/h2>\n

Some team members will commit to the change and carry out what\u2019s asked of them to the best of their ability. It\u2019s important to have a plan to reward those <\/span><\/p>\n

who invest time and effort in openly embracing the change\u2014especially those who do so with a positive attitude and help other team <\/span><\/p>\n

members.<\/span><\/p>\n

This will help keep the team motivated to adopt and embrace the changes, and encourage those <\/span><\/p>\n

who are reluctant or resistant to change to get on board.<\/span><\/p>","protected":false},"excerpt":{"rendered":"

  \u062a\u0634\u0647\u062f \u0643\u0644 \u0627\u0644\u0634\u0631\u0643\u0627\u062a\u060c \u0627\u0644\u0622\u0646\u060c \u062d\u0627\u0644\u0629 \u062a\u063a\u064a\u0631 \u0645\u0633\u062a\u0645\u0631\u060c \u0648\u0647\u0646\u0627\u0643 \u0627\u0644\u0643\u062b\u064a\u0631 \u0645\u0646 \u0627\u0644\u0639\u0648\u0627\u0645\u0644 \u0627\u0644\u062a\u064a \u062a\u062f\u0639\u0648 \u0644\u0630\u0644\u0643\u061b \u0645\u0646\u0647\u0627 \u0639\u0644\u0649 \u0633\u0628\u064a\u0644 \u0627\u0644\u0645\u062b\u0627\u0644: \u0646\u0642\u0635 \u0627\u0644\u0646\u0645\u0648\u060c \u0627\u0644\u062a\u0642\u0646\u064a\u0627\u062a \u0627\u0644\u0646\u0627\u0634\u0626\u0629\u060c \u0627\u0644\u062a\u062d\u0648\u0644\u0627\u062a \u0641\u064a \u0627\u0644\u0645\u0634\u0647\u062f [\u2026]<\/span><\/p>\n","protected":false},"author":3,"featured_media":22790,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_ibtdi_aa_focus_keyword":"","_ibtdi_aa_secondary_keywords":"","_ibtdi_aa_audience":"","_ibtdi_aa_tone":"","_ibtdi_aa_summary":"","_ibtdi_aa_reviewer_name":"","_ibtdi_aa_reviewer_bio":"","_ibtdi_aa_reviewer_url":"","_ibtdi_aa_reviewed_date":"","_ibtdi_aa_service_id":"","_ibtdi_aa_related_ids":"","_ibtdi_aa_human_reviewed":"","_ibtdi_aa_disable":"","_ibtdi_aa_disable_links":"","_ibtdi_aa_sources":"","_ibtdi_aa_update_notes":"","footnotes":""},"categories":[491],"tags":[22562,22563,22564,22565,22566,22567,22568,22217,22569,22570],"class_list":["post-22789","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-491","tag-22562","tag-22563","tag-22564","tag-22565","tag-22566","tag-22567","tag-22568","tag-22217","tag-22569","tag-22570"],"_links":{"self":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/22789","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/comments?post=22789"}],"version-history":[{"count":0,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/22789\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media\/22790"}],"wp:attachment":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media?parent=22789"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/categories?post=22789"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/tags?post=22789"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}