Damfonik

I'm usually off down the tunnel chasing the player that got sent off I'll opt for a 4-3-2. I feel it keeps the opposition CBs honest and stops them from pushing up as high as they'd like to. It gives me a way out, with the 2 up top if the opposition try to camp in my half and press my back line. I tend to place both FBs on support to avoid us being passive on the flanks and my midfield 3 can be placed on support. Although, I like to have a CM on attack just to try and grab something on the break. As Delboy said: "He who dares, wins!" When you're down to 10 men I find it takes the pressure off a little bit. Strangely I find it calms me and allows me to make better decisions. Therefore I'd be a little more aggressive with 1 midfielder and possibly both strikers. Nothing to lose now lads, type of scenario.

For me it depends on a few factors. As @Hilly1979 said, the opposition do play a part. For example if I'm managing Ludogorets and I'm away to PSG, there is no way I'm going to berate the team if we're losing. Morale is already going to take a hit if we lose and lose heavily. I don't want to compound it further by losing it with the players and potentially running into a poor run of form in the next few games. New signings: If I have made a few new signings and they're in the line-up, I won't be too hard on those players. I will individually talk to them (encourage mostly, occasional demand more) and then give the others a kick up the arse. Youngsters: It's the same with youngsters. I like to build them up and allow them to play without added pressure. If I have a youngster with good determination and a positive personality I may test the waters if he has a poor game by giving him a rocket but he would have to be playing really poor for this to happen (6.0 for instance). He would also have to have been generating poor match ratings for 2, 3 or maybe even 4 games for me to want to crack the whip. Time in the job: I also like to take into account how long I've been in the job; my reputation and level of support from players. If I've just come through the door and the managerial support isn't great then I'd be wary of gobbing off at the players. It would disrupt things early on and possibly make my job harder. Player personalities: Considering the hierachy and dynamics is another thing I take into account. For example in my previous job at AC Sparta Praha I was playing away against FK Teplice. According to the betting odds we were being touted as comfortable favourites. I noticed before the game that several players were complacent. I tried to rectify it with a stern pre-match team talk. We were winning 2-1 by the hour mark and playing reasonably well but still a few players were showing signs of complacency. We eventually won 3-1. I berated the team at full-time. After the match, Bořek Dočkal (Team Leader & Icon) informed me that he wasn't happy with the team-talk and felt it was too harsh. I thought "here we go" I was ready to let him have it until I realised that 14 players agreed with him. Our relationship soon fell apart after that lol. Now I have no idea if any of the things I like to do actually make that much of a difference or how long morale would stay low after games if I gave the team a verbal volley. It's just how I like to approach shouts and the fragile subject that is morale.