Adults have many characteristics. For example, adults don't just complain about problems, but solve them themselves. When you encounter a problem, you only complain. That's a child's behavior.

Adults understand the importance of discipline.

"A great team is that every member knows where he is going and is willing to work hard for it. Building a great team is not based on incentives, procedures and benefits. It relies on recruiting adults who are eager to accept challenges, and then communicating with them clearly and continuously what challenges they face. "

Second, let everyone know about the company's business.

Try to tell the employee all the information about his environment, and then let him judge how to take the most reasonable action, instead of just telling him what you think he needs and asking him to follow the instructions strictly.

Third, be absolutely honest, and then get really efficient feedback.

As an adult, you should be able to listen to the truth.

Fourth, only facts can defend opinions.

Former Federal Reserve Chairman alan greenspan famously said: Gentlemen, you can have your own opinions, but you can't have your own facts. The meaning of this sentence is that, of course, everyone can have an opinion, but in most cases, the facts are not so diverse, and they are what they are.

Fifth, from now on, form the team needed in the future.

We should face the future and think about what kind of team members we need, not what kind of people we need now. Netflix attaches great importance to recruitment. Interviews are more important than any given meeting. Interview is also the only reason why Netflix executives miss executive meetings or leave early. This is respect for talents. "Candidates are evaluating you just as you are evaluating them."

The growth of employees can only be taken care of by themselves, and managers should not regard themselves as career planners of employees.

For managers, the most important thing is to ensure that the company can produce good products and serve customers well. She believes that the company does not owe employees an opportunity to engage in the work they are not prepared for and have no talent to complete; The company does not owe its employees a new position to reward their efforts.

The most important job of managers is to ensure the success of the company, so it is necessary to constantly search for talents and reconfigure the team.

Sixth, employees and positions should be highly matched, not just matched.

The responsibility of recruiting outstanding talents and deciding whether employees should leave their existing posts lies mainly with managers; Every position should recruit a person with high matching, not just a matching person; If a person's skills no longer meet the job requirements, even very good people should say goodbye to him.

The best companies are similar to the best people. The best companies are constantly actively introducing new people; The best people are always looking for challenging opportunities. "You never know when they decide to leave, and usually you can't stop them."

Therefore, retaining talents is not an indicator to measure the success of team building. The correct indicator is whether a highly matched and future-oriented team can be established.

It is also a trend for technology companies to provide generous office benefits. For example, providing food and various drinks in the office, providing sports venues and so on. McCord doesn't agree with this either. In her view, the happiness of work should come from solving problems with excellent colleagues and creating products or services that satisfy users, not from sleeping bags, billiards and beer in the office.

Seventh, the standard is related to salary.

Paying the highest salary in the market is the core of high-performance corporate culture. If your employees are excellent, they should be well paid. Mccord here calls this principle "pay according to the value brought by employees"

Eighth, say goodbye when you leave.

Employees who leave their jobs must be made aware that they just don't match the needs of the company and have nothing to do with failure or not. Some employees who leave their jobs can actually achieve better results in other companies. Sometimes it is more in everyone's interest for employees to leave quickly and change jobs than to stay and force each other.