First, team awareness building.
People's thinking consciousness determines people's behavior mode, so the construction of employees' thinking mode is the basis of management, watering trees and roots, and managing people and hearts. If managers can't judge what employees are thinking well, it is estimated that this employee will be difficult to manage.
What affects people's thinking consciousness is employees' values. Employees' three views are correct and there are basically no major problems at work. If you have a negative outlook, you will slack off in your work.
In the team, there are basically three types of employees: the first type is active employees, who are basically unaffected by others and can work actively; The second category is passive employees, who work along; The third category is middle school, which side is strong and which side is backward. There are few employees in the first and second categories, and there are many employees in the third category, so it is easy to be assimilated by the second category.
The construction of team consciousness is to strengthen the education of employees' values, transmit and practice corporate culture, and transform corporate culture into employees' actions and working methods. In this way, culture can be deeply rooted in people's hearts and values can be accepted by employees. The second kind of employees will have no living space and the team atmosphere will be better.
Second, team work construction
Work style directly reflects the corporate culture. The corporate culture of many enterprises can't be decided because the work style can't support the culture advocated by enterprises. Since the two conflict, they cannot be understood and accepted by employees.
Proactively report the work and state the results: report the work to the superior and upstream customers in time and report the results. Only when the work is done well can you get credit.
Take the initiative to ask for instructions and have a plan: ask for instructions more, communicate with superiors more, and understand the strategic intention of the enterprise and the work arrangement intention of the leaders. When asking for instructions for uncertain work, you need to have your own plans. It's better to let your superiors do multiple-choice questions, not application questions.
Work arrangements should be orderly and standardized: work arrangements should be planned, tasks should be clear, responsible persons should be clear, and work results should be standardized.
Work summary should be timely, and there should be a process: work summary should be made, and experience and lessons should be summarized according to the progress of work.
Work handover should be comprehensive, with responsibilities: job adjustment or resignation should be comprehensive, without obstacles, so as to facilitate successors to quickly enter the role.
Third, team capacity building.
Capacity-building refers to the construction process of individuals or teams to improve their own abilities. Team capacity building is a process aimed at improving the overall ability of the team.
Team ability includes many abilities, including strategic planning ability, group control ability, organization and management ability, human resource ability, business management ability, research and development technology ability, financial management ability, production and operation ability, financing ability and so on. The ultimate goal is to realize the implementation of enterprise strategy.
Team capacity building, it is necessary to build the ability of each member of the team, but also to build the ability of team members to form a joint force.
Fourth, team ownership construction.
When I provide management consulting services for enterprises, I often mention the sense of belonging. Personally, if employees lack a sense of belonging to the enterprise, they basically have no way to manage it, which will weaken the team's synergy in the team.
Suggestions on the construction of team members' sense of belonging are as follows:
Establish an atmosphere of respecting employees: respecting employees is the most basic requirement of enterprises. Respect is not only a courtesy to employees, but also impossible to criticize employees. Respect should be to acknowledge employees' work achievements, recognize employees' personal beliefs, respect employees' personal personality, correct employees' work mistakes and protect employees' post rights.
Establish a mechanism for employees to participate in the company's operation: employees' sense of participation is a principle that I have always emphasized in the consultation process. Only when employees participate in the operation process of the enterprise, participate in the process of operation improvement, and have a sense of accomplishment, natural employees will have a sense of belonging to the company.
Empower employees in their posts and encourage them to use their own power: employees have the power stipulated in their own job responsibilities, can judge the quality of upstream and downstream work within their own power, and can judge their own work, which can stimulate employees' enthusiasm and make them more likely to have a sense of ownership.
Strengthen the integration of team members and eliminate the strangeness of employees: team members are familiar with each other and trust each other, and establish a harmonious team atmosphere, so that new employees and old employees can directly feel the cultural atmosphere of the enterprise.
Dismiss employees who do not meet the requirements of the team: learn to slim down the team, mobilize or dismiss inappropriate employees in time, and ensure the integrity of the team atmosphere, so that the team will have cohesion and members will have a sense of belonging.
Maintain the stability of the enterprise system: the changing enterprise system will only make employees distrust the enterprise. Maintain the stability of the enterprise system and let employees believe in the commitment and trust of the enterprise.
Fifth, teamwork.
In many groups, the IQ of each member is above 120, but the overall IQ of the group is only 62. Why? In fact, teamwork is not in place. A team with strong individual ability will cause such problems if it can't cooperate effectively, work hard in one direction and form a joint force.
The basis of teamwork is trust, and team members trust each other. In the process of collaboration, you don't have to worry about other members "digging holes" for themselves, the work results being "buried" or "occupied" by other members, too much work will cause losses, and mistakes caused by incompetent factors in the work process will bring blame and punishment, and so on.
The foundation of team building trust is firstly the justice, generosity and tolerance of team leaders; Secondly, the intimacy of team members; Finally, the relaxed and rigorous team work style.
Sixth, team communication construction.
Not being able to talk well seems to be a major reason why the cooperation between enterprise teams is not smooth. Many times, due to the improper choice of communication methods and attitudes, personal emotions replace teamwork, and the opposition of personal emotions becomes the opposition of business cooperation, which harms people and enterprises.
Team communication construction is suggested from several aspects:
Team communication: the flexible use of formal communication and informal communication is the key to solve communication obstacles. The way of meeting is effective, but it is also rigid; E-mail is formal, but not direct; Chatting is simple, but sometimes it is more effective, and so on.
Team communication attitude: Treating things rather than people is the first principle of team communication attitude construction. Teams need to learn how to describe problems, how to promote and solve problems, and how to remove obstacles to solving problems. Instead of complaining and accusing, you lose the purpose of communication.
Team communication skills: the ultimate goal of communication is to make the other party accept your opinions or suggestions, and solving problems is the true meaning of communication. Therefore, we should use communication skills flexibly, such as affirming before asking questions, praising before criticizing, which are all skills to eliminate communication obstacles.
Seventh, team structure construction.
The team is all "Zhuge Liang", and it is difficult to reconcile various opinions; It is not good for the team that "three heads are better than one", and the direction without leadership is prone to deviation.
A reasonable team structure should be a team composed of excellent people, experts, experienced people and novices. Only when people with planning ability, management ability, execution ability and transaction handlers perform their respective duties, and Qi Xin works together and works closely together, can the team work together effectively.
Enterprises need to pay attention to the construction of team structure, open up channels for employees' promotion, and establish a "pyramid" talent structure system according to outstanding, experts, experienced and novices. Avoid more and more senior personnel, more and more managers, and fewer and fewer people do things.
Eighth, team development and construction
"Running water does not rot, family members do not rot", and only a constantly developing team is a dynamic team. The large team of an enterprise needs to develop continuously, as do all the teams within the enterprise. The enterprise team should be an open organic system, which can constantly absorb the "nutrition" from the outside world and constantly "metabolize", so that the team will be a healthy team.