Just as there will be problem students in the school, there will be some problems in the park staff, sometimes the park manager will have a headache. Like seeing a doctor, medication is key to the problem, and different types of problem employees need to adopt different treatment techniques.

First, talkative employees

The employee's fascination with the world of thought can easily bring his personality a defect, that is, exaggerated delusion, just want to do not do, out of touch with reality. They often know why they do it, why they can't do it, how to do it, how to do it, and so on, and pragmatic issues that are not the scope of their study. Although they have a wealth of theoretical knowledge, they often lack basic skills.

So what should park managers do to turn those rhetorical employees into good employees?

1. Let them learn to reflect on themselves

Park managers can ask themselves often, "Is this my performance?" Do I like that? Can I do better? "It also helps that employees who talk about their personality will become more aware of their image and will look at the problem from a practical point of view."

2. Help them establish the right view of work

Park managers can give them simple jobs and then ask them to show the standard they deserve. Because the language skills of employees who talk about personality are usually good, they say they can't. So action is the most important thing for him. To let them learn to accumulate their contribution for a long time, do not use a short-sighted attitude to see the work, results are to work hard and patiently wait to get.

3. Ask them to learn not to complain about heavenly people

To make them understand that the work you are doing for him is to train him, you have not deliberately suppressed him, you can not blame the cause of failure on the environment, but to always introspection, timely advice to others. Park managers also want him to see his lack of ability and mentality.

4. Let them set up a point of view that there is no small matter in their work

Park managers in the actual work to let the rhetorical personality of the staff understand that only ideal is not enough, if there is no action will only stay at the starting point forever, although sometimes action will not necessarily bring about the ideal results, do not let the so-called ideals bind their hands and feet, in the work of everything, no matter how big or small is worth doing seriously, especially for those small things should be so.

Second, reckless and impulsive employees

A man with a reckless impulsive personality is decisive and powerful. They always like to show their strong side, depending on all kinds of resistance to nothing, even in the face of difficulties, they can make strong decisions, and the problem as a challenge to themselves, to overcome the difficulties as a challenge to their own fun. The external expression of reckless impulse type personality is full of self-confidence, strong action, energetic, dare to act, dare to take responsibility.

Internally, employees with reckless and impulsive personalities are more likely to give park managers headaches. They may sometimes not tolerate being appointed to the people and always like to hit the park manager. Of course, sometimes this kind of head-on collision is just another way of suggesting, but more often, their head-on collision is simply an unreasonable discharge of their emotions. Therefore, many of the "hedgehogs" in the park are people who belong to the reckless and impulsive personality.

For reckless and impulsive employees, park managers can guide them correctly in the following ways:

1. Cultivate a pragmatic spirit

Reckless and impulsive employees are aggressive and competitive. However, enthusiasm alone is not enough. Therefore, park managers should cultivate their pragmatic spirit in practice.

2. Make them fully aware of their strength

Park managers may wish to compare them with other employees in front of reckless and impulsive employees and use this as a basis for making fair comments about them. "There is a comparison to identify", in the comparison, park managers from their knowledge, skills, ability, mentality and other aspects of comprehensive, reasonable comparison, frank analysis of their strengths and weaknesses.

3. Guide them in detail

Reckless and impulsive employees are mostly able to grasp the big picture, but they are very weak in terms of detail. Park managers need to remind them more about the details so that they can think carefully and thoughtfully.

In short, when reckless and impulsive problem employees go through life's ordeal, they believe that their personalities will become less acute, be able to accept situations that are contrary to their way of life, and be able to learn some ways to live their lives.

Third, passive-type problem employees

Passive personality of man-made and kind, it is easy to see the advantages of others, and agree with other people's opinions and feelings, people are very good. They are so inclusive that they rarely reject the demands of others directly and rarely lose their temper. They are less likely to argue with others for sticking to their views, and if the other side is very firm, they would rather compromise to accommodate the other side. But people with passive personalities can't handle conflict properly, and often choose to keep one eye closed and pretend not to see it.

A successful park manager should not only eliminate the negative impact of passive employees on the organization, but also help them to become negative to positive, passive to active, to achieve self-improvement.

Park managers can guide them correctly in several ways:

1. Give them a chance to succeed

Passive people tend to be insensed with everything. If park managers can give them a chance to succeed quickly, it can obviously stimulate their nerves and make them emotional and enthusiastic.

2.Help them build up their confidence in success

Park managers can give passive people more and easier confidence to succeed, so that they can fully enjoy the joy of success. It's not hard for park managers because you always have a lot of easy and difficult tasks. In this way, you can give some simple, near-successful tasks to the passive. Although some people are born negative and pessimistic, but active, optimistic can also be developed the day after, you do not lose confidence in them.

3. Tell them your judgment

When employees with passive personalities think they are at a disadvantage, park managers should tell them exactly what they think based on their own judgment. If park managers think their work is going well, let them know they're doing a good job. Otherwise, the park manager has to tell them directly, "You're wrong." "

On the other hand, if their disadvantage is possible, park managers can also point them out and do their best to identify problems, these issues for detailed, specific pros and cons of both sides of the analysis.

In short, park managers must direct passive negatives to better emotional responses, rather than their instinctive responses, and use optimistic methods to dispel their pessimism.

Fourth, the character of the isolated problem staff

An isolated employee is a group of people with unique charms. They are full of fantasy, creative and sensitive to their surroundings. They are stubborn in their creativity and personal preferences and never compromise easily.

Managing the character of the isolated, park managers should pay attention to a certain degree of skill:

1. Criticism should pay attention to skill

In general, park managers in the criticism of their mistakes, to sound simple and clear, easy to understand, but in fact profound meaning, intriguing language, so that the fault of the staff after thinking, from which to get the information of criticism, and quickly wake up, accept criticism, correct mistakes, learn lessons, and continue to move forward.

Because the character of the isolated employees are quick-thinking, self-esteem is very strong, therefore, the park managers to take silent rebuke or point to the end of the criticism method, in order to receive good results.

2. Give full recognition to their achievements

Lonely employees attach great importance to others, especially park managers to their own evaluation. As a park manager, if you can give them positive affirmation, you can certainly encourage them to deal with the difficulties of courage.

3. Warm them up

Don't show indifference to lonely employees at any time, treat them like any other employee. As a forward-looking park manager, tolerance and patience are necessary character. When you put these employees who turn a blind eye to you out of employee activities because of your vanity or your own face, and erase their work performance from your heart, other employees will re-score you in your heart.

4. Don't have preconsconsive ideas and think they are difficult to get along with

The character of isolated employees belong to the self-type personality, they are very nostalgic for the personal inner world of thought, therefore, they are easy to get lost. They have a rich inner world, very sensitive to people, they can clearly identify hypocrisy and sincerity, so as long as you sincerely get along with them, they will not reject people thousands of miles away. Of course, once the park managers put down their difficult to get along with this kind of ideological baggage, they can also be relaxed mood, sincere state of mind to communicate with them.