Führungsprobleme lösen: Der ultimative Guide für Führungskräfte

Employees publicly question your instructions, go directly to your supervisor with complaints, or ignore deadlines with the excuse, "I see it differently." They endlessly debate every decision, speak disparagingly about you to colleagues, and act as if they are on the same level rather than in a leadership position. You notice your credibility diminishing, and other team members become uncertain about which rules still apply. The challenge: to regain authority without becoming a tyrant.

Your team member has been going through the motions for weeks, showing no initiative and leaving the office promptly at 5 PM. This individual used to be your most dedicated performer. Meetings are now marked by awkward silence, with ideas and enthusiasm having vanished. This demotivation is slowly affecting the entire team.

Experienced employees print out all emails, seek daily assistance with computer tasks, and exhibit visible panic before every software update. Their decades of professional experience are invaluable, but their fear of technology is holding the entire team back. You face the dilemma of driving digital transformation without losing these essential colleagues or burdening their teammates with constant requests for help.

As soon as you say, "This could be improved," a team member breaks down in tears or becomes defensive. Objective criticism is interpreted as a personal attack, and constructive feedback triggers emotional outbursts. You face the challenge of delivering important feedback without hurting your employees or poisoning the work atmosphere.

Young employees question every process regardless of hierarchy, leave promptly at 5 PM even during critical deadlines, and constantly check their smartphones during meetings. They expect continuous feedback, seek purpose beyond just salary, and view rules as a basis for discussion. You face the challenge of harnessing their fresh ideas without compromising established structures and collaboration with experienced colleagues.

A new employee is highly motivated and brings fresh perspectives, but takes twice as long to complete standard tasks compared to the experienced team. They constantly ask questions, doubt their decisions, and apologize for their lack of industry knowledge. You face the challenge of maintaining their motivation while providing the necessary expertise, without overwhelming them or slowing down the team with constant explanations.

Your team member has been delivering below-average results for months, repeatedly missing deadlines and making the same mistakes despite multiple discussions. "I'm doing my best" is the standard response—meanwhile, the team has to compensate for the workload, and overall quality suffers. You face the challenge of communicating clear performance expectations without demotivating them, while also determining whether the issues stem from unwillingness, inability, or other factors.

A popular colleague is late for the fifth time this week, charmingly offering creative excuses while failing to recognize the disrespectfulness of his behavior. His tardiness disrupts meetings, burdens the team, and undermines your authority as a leader. You face the challenge of addressing this behavior without alienating the valued employee or coming across as petty.

Established team members respond to every suggestion for improvement with "We've always done it this way" and quickly find three reasons why any new initiative won't work. Their passive resistance and skeptical comments spread change fatigue throughout the entire team. You face the challenge of implementing necessary adjustments while influential colleagues block every advancement and undermine your authority.

Your top performer works until 10 PM, responds to emails on weekends, and misses critical details in important meetings. "I've got everything under control," she says—while the first signs of burnout are already evident. You face the challenge of intervening before it's too late, without undermining her performance or patronizing her.