What are the problems in team management? First, the leadership has not paid enough attention.
There are still some defects in management, education, training, guidance and guidance, and some difficult problems in the process of continuous implementation of team building can not be effectively solved and helped, and there is a phenomenon of "much talk and little rain";
Second, employees' knowledge and understanding of team building management is not fully in place.
It is difficult to change ideas and viewpoints for a while, resulting in resistance, and it is difficult to actively integrate into team building management;
Third, management methods lack innovative management concepts.
Pay attention to form, surface and slogan, and it is difficult for follow-up management to keep up. In addition, the team leader's comprehensive quality is not comprehensive, and there is a gap in finding problems, analyzing problems and dealing with problems. The effectiveness of management is difficult to get the support and understanding of employees, and the participation is not high.
Fourth, the system is not perfect and the system execution is not enough.
The team management system lacks scientificity, rationality, norms and standards, is not practical enough, and the system implementation lacks fairness and justice, so it is difficult to implement;
Fifth, the incentive and restraint mechanism is not perfect.
The education, training, authority, restraint, treatment and encouragement of class Committee members are difficult to reflect in practical work, and the enthusiasm of class Committee is not high.
What are the problems in team management? 2 1. The comprehensive quality and working ability of the team leader do not meet the requirements of team building.
Team leadership plays a key and decisive role in the quality of team building. Team leaders should have high political quality, good technical skills, strong organizational ability, good mass base and work enthusiasm, but the actual situation is that it is difficult to select fully qualified team leaders in some teams. In the past, team leaders were mainly equipped with professional ability and work experience. These team leaders are hard-working, conscientious and hard-working, and can accomplish the task of workshop layout well, but they are unable to manage and innovate.
2. The treatment of the team leader is also the direct reason that affects the level of team building.
With the continuous development of the enterprise, the team is responsible for the heavy production and safety work, and all the work needs to be implemented by the team. Without achieving the target, the monitor will have no performance; If there is a problem with safety, the monitor has the responsibility; The employee violates discipline and the monitor is implicated; The monitor should be responsible for the failure of management. Especially since the restructuring of Guizhou Branch, the assessment of the team has been increasing, and the squad leader is under great psychological pressure. At work, they need to lead by example, take the lead in setting an example, pay more than others, and assume more responsibilities than others, but the return is not much, so it is difficult to mobilize and give play to the enthusiasm of the monitor.
3. The concept of employees can't keep up with the present situation and the development of Guizhou Branch.
Most workers' thoughts are still in the stage of eating from the same pot in the early 1990s, and their working environment is relatively relaxed. Their sense of responsibility, risk and competition is not strong, which seriously affects the quality of team building.
What are the problems in team management? 3 1. Lack of understanding of the importance of team building.
Most teams and groups have not deeply understood the important connotation, guiding ideology, basic content and basic principles of team building. Only attach importance to the completion of production tasks, production indicators and safety production, and ignore the establishment of team management and basic accounting. Especially when the production task is heavy, this problem is particularly prominent.
2. The management method of team building is not advanced.
A considerable number of people are older and less educated in the post of team leader. These comrades have been squad leaders for more than ten years, even decades, with rich experience and strong professional ability, but their management methods are still traditional and experienced. Due to the limitation of their own quality, it is difficult to implement modern management knowledge, microcomputer application and the activities of creating learning teams and groups.
3, failed to establish effective institutionalized management, assessment system is not implemented.
The team leader failed to manage well according to the system, and the mechanism of rewarding diligence and punishing laziness, openness and transparency, distribution according to work, and more work and more pay was not really formed and implemented within the team. Some team leaders save trouble in their work, are afraid of offending others, are afraid of taking responsibility, and are unwilling to criticize and assess. Bonuses are distributed from the same pot, which has dampened the enthusiasm of employees to some extent.
4. The team's innovation ability is not strong.
Performance in the work encountered problems, do not study, do not tackle key problems, do not think, can not come up with specific solutions. The lack of innovation ability is essentially the lack of consciousness of striving for the first place, which leads to passive work.
5. Lack of funds directly or indirectly affected the smooth progress of team building.
The performance is that when the employees on duty are sick and hospitalized or their family members suffer from illness and death, the team has no conditions for material condolences, and the team can't afford some learning materials, so that employees can't feel the warmth of the team.
6. The atmosphere of creating a harmonious team is not strong.
People-oriented management concept has not really been established in many teams and groups; Team leaders are not good at doing ideological work for employees and solving problems in work, study and life; The democratic consciousness of the team is not strong, the affinity is not high, and the cohesion is not strong; The cultural quality of employees is uneven.