Team management refers to the use of members' expertise, encouraging members to participate and cooperate with each other, devoting themselves to organizational development and achieving organizational goals.
Team management elements
First, unity of purpose means unity of thought.
People who have no goals are people who help others achieve their goals. Those who are not prepared are those who are prepared to fail; People who don't make plans are those who are prepared to fail. As long as the parties' thoughts are not unified and their consciousness can't keep up (they don't take the initiative and don't want to do it), the assessment is not in place. No matter how good the measures are, they will not be implemented well. "Unity of Thought" is not only a slogan, but also a guarantee of not flinching or hesitating when encountering problems and the greatest guarantee of improving execution. Therefore, in order to bring a good team, we must first closely combine the departmental goals with the company (organization) goals and implement them on every member of the team. That is, all employees of Ruichi must break through 500 pieces (qualified products) around the central goal of an annual output value of 460 million, and work without doubt. Managers at all levels must decompose, publicize, inspect and dispose at all levels. Only in this way can they form a joint force. Only in this way can they form a joint force. A team without goals can only be a group of stragglers, and management without goals is "the chanting of the old monk!"
Second, stimulate people's potential
1, be respectful, don't do to others what you don't want others to do to you. Managers should learn to respect your subordinates, help them enthusiastically, give you praise, and take the initiative to care about their work and life. For example, all team members should take the initiative to send greeting cards or other gifts, so that everyone in the team can feel a sense of belonging and love ... 2. Be good at listening. Managers should always listen carefully to their opinions and ideas, be good at positive guidance and make friends with subordinates. Understand subordinates' plans for future personal development through communication, try to meet their needs, listen to their depression, be an object of venting, and actively comfort and enlighten subordinates when they feel hopeless about their work and future, and help them eliminate their worries and pressures ...; 3, good at authorization, managers should make subordinates have the ability and power to do things under the requirements of clear goals, and be responsible for the results, but authorization should pay attention to monitoring, when subordinates lack professional knowledge and business ability, they should set an example to improve their ability to operate and manage the market ... 4, good at motivation, motivation can be strength, motivation can be inducement, but it can also be fear of harm, but the most powerful incentive is to change their mentality. The key to a person's continuous growth is transformation. Always adjust your mentality and change your negative state. To be result-oriented, attention is to be good at guiding subordinates to focus their thoughts and attention on a better future (result). 5. Set a benchmark. The quality and ability of members in a team are uneven. Managers should not only help the "short board" members with weak ability and poor performance to improve the performance of the whole team, but also pay attention to cultivating subordinates with outstanding comprehensive performance such as work performance and learning awareness. Take them as the benchmark, introduce and promote their outstanding performance and successful experience at regular meetings, and drive the whole team to better morale. 6. Create a learning atmosphere. The most important thing in learning is to calm down and get rid of impetuousness. How can a person be wise if he can never calm down? People often make wrong decisions when they are anxious. Leaders who don't want to grow up have no future. Mao Zedong, a great man, let his secretary study in the last 24 hours of his death and spent the last 24 hours studying. Deng Xiaoping said that it is never too old to learn, so as to be "new, new and new" and be a new citizen.
Third, stimulate the potential of the team.
The team is made up of people. To stimulate the internal motivation of the team, we should first pay attention to every member of the team. This puts high demands on managers, but there are also ideas and methods to follow.
Matters needing attention in team management
Formulate good rules and regulations
Small leaders manage people, and big supervisors manage people. When the project scale is small, the project director should not only be a technical expert, but also be good at solving various technical problems, and realize the management of people through the mentoring system; When the project scale is large, the project supervisor must establish rules and standards to realize system management. The so-called strong generals have no weak soldiers, no unqualified soldiers, only unqualified marshals. A strong manager is first and foremost a rule maker. Rules and regulations also include many levels: disciplinary regulations, organizational regulations, financial regulations, confidentiality regulations and reward and punishment systems. Good rules and regulations may be reflected in the fact that executives can feel the existence of rules and regulations, but they will not feel that rules and regulations will be a constraint. There are also some demanding rules and regulations. I remember a popular broken window theory on the Internet: If someone breaks the window glass of a building, but the window can't be repaired in time, then others may be connived by some hints to break more window glass. Over time, these broken windows will give people a sense of disorder. This theory shows that violations of rules and regulations should be stopped in time, otherwise, some bad habits and violations will breed, spread and prosper for a long time in the insensitive atmosphere of the public. Although the project supervisor is the maker or supervisor of rules and regulations, he should be an example of observing rules and regulations. If it is difficult for the project manager to abide by it himself, how can he ask the team members to do it?
Establish clear * * * goals.
Let's tell a story first: a hunting dog drove the rabbit out of its nest and chased it all the time, but it didn't catch it for a long time. A shepherd stopped to see this scene and said to the hounds with a sneer, "The little one between you two runs much faster." The hound replied, "you don't know that we run completely differently!" " I just ran to eat, but he was running for his life. "This fable reveals that rabbits and hounds do the same thing and both run hard. But if their goals are inconsistent, they will have different motivations. In team management, members of different roles have different goals. The project supervisor directly faces the customer and needs to complete the project objectives on time according to the promised quality and quantity. Project members may be migrant workers. Every day I work, you have to pay me a day's salary and give me a bonus for overtime. Of course, it is better to learn new knowledge and skills while doing projects. It is not surprising that different roles in the team have different goals and expectations for the project because of their different positions and perspectives. A good project manager is good at capturing different mentalities among members, understanding their needs and helping them set the same goals. Strive for a position, so that the team's efforts form a joint force. Of course, there may be some problems in the specific implementation. For example, the issue of employee stock ownership is originally a problem that binds the interests of employees and the interests of the company, but it may go out of shape in operation. A is the R&D manager of a high-tech enterprise, and his company implements the employee stock ownership system. He said: Employee stock ownership in China is not attractive at all, so it is impossible to go public. There is no difference between the stocks in our hands and rubbish. If the boss engages in employee stock ownership, these key employees can't be caught. The project supervisor may not have the right to distribute employees' shares, but he can plan a good development prospect and personal development plan for employees and coordinate it with the project objectives.
Create a positive working atmosphere
If the project lacks a positive, enterprising, United and upward working atmosphere, it will be difficult for the project members to unite and everyone will blame each other, and the project will not succeed. Anyone who has fished crabs may know that there are a group of crabs in the basket, so there is no need to cover them. Crabs can't climb out, because as long as one wants to climb up, other crabs will hug it one by one, and as a result, it will be pulled down, and finally no one can get out. There are often some people in enterprises who are jealous of other people's achievements and excellent performance and try their best to destroy and suppress them every day. If it is not removed, over time, only a group of crabs will remain in the organization that contain each other and are unproductive. The unrepentant crabs in the project team should be cleared out as soon as possible. For the company, the history may be relatively short, and the mature corporate culture and entrepreneurial spirit have not yet formed, resulting in a bad atmosphere in the big environment. However, within the project team, through the concerted efforts of everyone in Qi Xin, we can create a positive, enterprising, United and upward working atmosphere. In order to create this kind of atmosphere, the project supervisor needs to make these efforts: the rewards and punishments are clear, fair and just, those who have made outstanding achievements in their work must be given both spiritual and material harvest, and those who have not contributed to their work should be punished accordingly; Let each member bear some pressure. The project manager should not be a typical example of "all the hardships and all the tiredness are borne by me". The more relaxed the project manager is, the better the management will be. In the discussion of academic issues, we should be democratic and equal, not arrogant and centralized, and fully mobilize the enthusiasm of each member. In life, the project supervisor needs to care more about the members of the project team so that everyone can feel the warmth of the team.
Good communication
Because of the difference of everyone's knowledge structure and ability, the understanding of the same problem is likely to appear corresponding deviation, so good communication skills are the golden key to solving complex problems, which is also a common saying of the general manager of Fiberhome Hunting. For a simple example, in software design, there is an interface between B and C. The project supervisor may have talked about this interface when assigning tasks to B and C, but B and C have different understandings, which leads to problems in debugging. At this time, the project supervisor needs to have good communication skills, be able to quickly judge who has a problem with understanding, and raise the understanding of B and C to the same level. In actual R&D, interface problems often occur. In actual engineering projects, customers often request to change project requirements, which is estimated to be a headache for every project manager. In the final stage of the project, the customer found that the actual demand has changed and the project team needs to make substantial adjustments. If the project manager ignores it, the project may be meaningless; If the project manager adjusts the project objectives according to the needs of customers, the project may be delayed and exceed the budget. At this time, the communication between the project director and the company's top management and customers is extremely important. Good communication skills will help to solve such a complicated problem. Another way to solve this headache is to enjoy the document. Through the documents shared by * * *, we can know each other's progress, and there will be no interface problems. If external customers can be added to enjoy the project, customers will always know the progress of the project. Even if there are individual changes, the project team members will know at the first time and adjust the strategy and work direction in time, which will not cause great losses. At present, the software to solve this problem has been released one after another, from IBM's Lotus? Quickr, HFS(Http file server), DOC-search, TeamOffice and Microsoft Office SharePoint Server 2007 are all software that can enjoy documents, making it easier to cooperate with customers, partners, supplier teams or internal departments.