group
Starting from today's name, we must first understand the concept of team. What is a team? According to the explanation of pictographic characters, it is an organization composed of people with "mouth" and "talent" and a group of "people" with "ears".
There is also a saying that a team is a task-oriented organizational unit, composed of many people with different but complementary knowledge and skills.
From the word organization, we can see that the team is not a person, so what is the core of the team? Or in other words, what determines the ultimate development height of the enterprise?
Maybe we will say talent, so what is talent? Maybe this person will have a lot of experience, maybe this person has some novel ideas, maybe this person can manage himself and work hard … and so on. We can also call it "talent". Will the enterprise develop with more people like this? The answer is no.
There is a saying: catch the thief first, catch the king first. There is another saying: soldier bears, one bear and one nest, the train runs fast, all by the front belt! Such things are too numerous to mention! If you want to make a team vulnerable, you must kill the boss first. Visible the importance of leadership! The core of a team is the leader. In other words, the leader's ideological height directly determines the development height of the enterprise.
How to cultivate a passionate, energetic, professional, quality and dedicated team?
This problem now plagues too many enterprises, which is fascinating and puzzling. Many enterprises have spent a lot of money to improve the enthusiasm and loyalty of their employees, but the results have been minimal.
Research on team cooperation based on barrel theory
The company is like a wooden barrel-you must know the famous wooden barrel theory: how much water a wooden barrel can hold depends on the length of the shortest board, not the longest one-and this metaphor seems to have been extended. How much water a barrel can hold depends not only on the length of each board, but also on whether the combination between boards is close. If there is a gap between plates or there is a big gap, it can't be filled with water. You may think that a person's comprehensive ability is excellent, but the combat effectiveness of a team depends not only on the ability of each member, but also on the mutual cooperation and cooperation among members, thus forming a strong whole in a balanced and close way.
Through the barrel theory, we clearly see the importance of teamwork, so what are the characteristics of a high cohesive team should also be recognized. Here are some things that cohesive teams can intuitively feel.
(1) Communication channels within the team are relatively smooth, and information exchange is frequent. Everyone thinks that communication is a part of work and there will be no obstacles.
(2) Team members have a strong sense of participation, harmonious interpersonal relationships and no sense of oppression among members.
(3) Team members have a strong sense of belonging and are proud to be a member of the team. Willing to put yourself forward as a member of this team, the phenomenon of job-hopping is correspondingly less.
(4) Team members will care and respect each other.
(5) Team members have a strong sense of professionalism and responsibility, are willing to undertake team tasks, and the spirit of collectivism prevails.
(6) The team provides convenient conditions for the growth and development of members and the realization of self-worth. Leaders, the environment around the team and other members are willing to contribute to the development of themselves and others.
A clear understanding of the characteristics of a cohesive team, how to improve team cohesion must be clear about what factors will affect it.
(1) From the outside, when the team encounters threats, no matter what problems, difficulties and contradictions have occurred or are occurring within the team, team members will temporarily put aside their differences and respond to external threats in unison.
(2) Internally, there are some factors that affect the level of cohesion:
① Style and type of team leader
Leadership is a kind of guidance and core of team behavior, and what kind of leadership style is adopted directly affects the level of cohesion. Democracy, autocracy, dictatorship, arbitrariness and laissez-faire leadership have different final results.
② the scale of the team
The larger the scale, the more likely it is to hinder the communication of the team, and the greater the possibility of disagreement.
③ the goal of the team
If team goals are consistent with individual goals, attractive and infectious, then team members are willing to cooperate to complete the task, and cohesion will be enhanced; On the other hand, if the personal goal has nothing to do with the team goal, then the personal idea is to make more money and the team goal is to win honor. At this time, there will be less cooperation, feelings will tend to be cold and cohesion will be reduced.
④ Reward mode or incentive mechanism.
Individual rewards and collective rewards have different functions: collective rewards will enhance the cohesion of the team and make members realize that personal interests and honors are inseparable from their team; Individual rewards may enhance the competitiveness of team members, but this way will lead to individual care for individuals, create pressure within the team, and cooperation and cohesion may be weakened. It is suggested to give consideration to both and recognize the contribution of the team and individual achievements. That is, let every employee have his cake and eat it.
⑤ The status of the team's previous goals.
If the team has been performing well, it can run well according to the past team goals. At this time, team members will feel that this is a heroic team, and there will be a sense of honor in such a team, so it will motivate team members to do better. Generally speaking, compared with unsuccessful enterprises, successful enterprises are more likely to attract excellent employees and stand the test of the market for a long time.
3. The influence of team cohesion
(1) The relationship between cohesion and productivity.
There is a complex relationship between cohesion and productivity. High cohesion may lead to high productivity, but sometimes high cohesion leads to low productivity. Only in the right direction can cohesion help the productivity of the team.
(2) Improve the job satisfaction of team members.
Team members with strong cohesion have a strong sense of responsibility for their work. The same interests and values make them get a certain job satisfaction after achieving their goals, and members can easily accept each other, thus enhancing friendship and attraction.
(3) It is very helpful for personal growth and development.
The personal growth of high cohesion teams has two characteristics: on the one hand, high cohesion groups can improve interpersonal attraction, improve productivity on the basis of sharing and give individuals opportunities for growth; On the other hand, high cohesion has strong team constraints. Due to the formation of certain norms and codes of conduct, everyone can only work within this framework, and personal potential is sometimes not easy to play.
Let's go back to the topic of the paper. How to cultivate a passionate, energetic, professional, quality and dedicated team, combined with many factors, the plan is as follows:
1. Create a favorable human resources environment
In order to build a high-performance team, the management should strive to create a supportive human resources environment, including: advocating members to think collectively, leaving enough time for everyone to communicate, and expressing confidence in members' ability to achieve results.
2. The pride of team members
Every member wants to have a glorious team, and a glorious team often has its own unique logo. If this logo is missing or damaged, the pride of employees as team members will disappear. Many ignorant managers don't know that the pride of team members is the spiritual motivation for members to contribute to the team.
3. Match each member's talents with their roles.
Team members must have the ability to perform their duties and be good at cooperating with other team members. Only in this way can each member be clear about his role, his working position in each functional process, and the previous process and the next process.
Therefore, an efficient team needs each member's talents to match their roles, and everyone needs to go all out.
4. Set challenging team goals
The supervisor's duty is to motivate the whole team to work towards the overall goal, rather than emphasizing the individual workload. If it is done well, a good representative may take the lead; However, in different working environments, this method is likely to undermine teamwork.
The correct way is to set a challenging goal for the team and encourage the teamwork spirit of each member. When people realize that this goal can only be achieved if all members go all out, this goal will focus the attention of employees, and some small internal contradictions will often disappear. At this point, if someone is selfish, others will accuse him of ignoring the overall situation. In this way, we can form a more United team.
5. Correct performance evaluation
An effective performance evaluation system usually includes two forms: formal evaluation and timely evaluation in daily management. The reason why enterprises want to carry out performance appraisal is to judge whether they are competent or not through the examination of employees, so as to ensure the scientificity and rationality of their matching with positions, salaries and training, which is the evaluation of performance appraisal; Secondly, it is hoped that through performance evaluation, employees can find out the real reasons for their poor performance and stimulate their potential, which is the development of performance evaluation.
The work closely related to performance appraisal is how to pay salaries scientifically. As a form of recognition of the performance of all employees in the team, these compensation systems should first show the characteristics of "internal fairness and external competitiveness". Whether monetary reward or non-monetary reward, its purpose should be to stimulate employees' creativity and teamwork spirit.
When a project team or employee performs well, we need to reward them through performance evaluation. Many times, we will find that it is not enough to just issue money or issue certificates. We must issue money and issue certificates at the same time. For example, when awarding bonuses, trophies and certificates such as "Team of the Month" or "Employee of the Month" will also be awarded. In this way, the bonuses paid to employees will become emotional and exciting.
In informal daily evaluation, the ways to make rewards emotional can often be more creative, including all kinds of ingenious gifts and inviting guests to dinner. In Romance of the Three Kingdoms, Luo Guanzhong often mentioned that I like to win people's hearts with small favors, which really works.
Please do it as soon as possible for the development of the company!