How to improve the team's execution (1) Team leaders should have a good attitude and correct attitude. Team leaders should have persistent pursuit and desire, accumulate management methods and means through solid and orderly work, and form a set of effective management concepts and practices through comprehensive analysis and improvement.
(2) The team leader shall unconditionally carry out the work arranged by the superior without any excuse. "No excuses" embodies a responsible professionalism, an attitude of abiding by integrity and a perfect execution ability. Team leaders should have this quality and spirit. After receiving the task, their first thought should be how to complete the task, not to find any excuses. At the same time, they should work creatively according to the requirements of the task and strive for perfection.
(3) The team leader should have a good mental state. Spirit determines the style of work, and a healthy spirit is full of fighting spirit, which can make people more courageous. The team leader is the most basic executor, and his work style should be down-to-earth and conscientious, not sloppy and superficial; It should be hard work and Excellence, not to be a treasure, but to be defeated; What is needed is to be down-to-earth, realistic and pragmatic, not to talk big and go with the flow. Team leaders should pay attention to pragmatism, start from details and trivial matters, and pay attention to the control of details.
(4) Team leaders should pay attention to communication. Communicate with superiors, understand the working ideas, work priorities and implementation steps, and obtain the latest management information; Communicate with other team leaders to exchange needed items, work experience and views and practices on each task; Communicate with team members to understand their difficulties and needs in work, life and family, as well as constructive opinions on the team. Through three kinds of effective communication, combined with work practice and work experience, find out the best starting point and combining point of team management.
(5) The team leader should pay attention to the process control of each job and effectively control every link in the process.
(6) Team leaders should be innovative. Team leaders should base themselves on their posts, explore and analyze the shortcomings of existing management means and methods, put forward new ideas, and verify their advancement and effectiveness in practical application.
(7) Team leaders should be good at using "winner thinking". "Winner thinking" means actively looking for solutions and actively creating unconditional conditions instead of complaining; It is perseverance, trying our best to find hope from despair, rather than being discouraged and giving up easily when encountering setbacks; Is to appreciate people who are stronger than themselves and expect to be stronger than the strong one day.
How to improve the team's execution? 2. Clear responsibilities
There are no rules, Fiona Fang. On the basis of scientific post setting, teams and groups should appoint people according to their posts, assign responsibilities according to their posts, and assign responsibilities to people. Job responsibilities should be clear, detailed and quantitative, and its objectives, requirements, assessment, rewards and punishments should be clear at a glance. Its directivity and pertinence should be clearly in place. When the post responsibilities are clear, the scope and content of subordinates' work, as well as the time and quality requirements for completing this work, are generally stipulated, so that there are rules to follow and clear goals.
Diligent communication
Team leaders should pay attention to communication. Communicate with superiors, understand the working ideas, work priorities and implementation steps, and obtain the latest management information; Communicate with other team leaders to exchange needed items, work experience and views and practices on each task; Communicate with team members to understand their difficulties and needs in work, life and family, as well as constructive opinions on the team. Through three kinds of effective communication, combined with work practice and work experience, find out the best starting point and combining point of team management. In the process of communication, the team leader can find the achievements or defects in all aspects of his subordinates' work in time. Affirm the good, remind the wrong in time, and truly reflect the care and love of the team leader for his subordinates. In addition, we should do a good job in ideological education according to different people, skillfully unlock the mind of each subordinate, and let each subordinate lay down their burdens and work comfortably, efficiently and with high quality.
Reward and punish severely
Each team carries out the reward and punishment system in their work, and the team leader should carry out this system to the letter, resolutely honor it and never perfunctory it. Rewards and punishments should be multi-form, multi-level and focused. For example, it can be reflected in many aspects, such as advanced selection, joining the league, job adjustment, job promotion, bonus distribution, promotion and salary increase, vacation and recuperation, etc. And rewards and punishments are clear.
Importance of expanding team execution
First, the reasons for team building goals
Clear and effective goals are the starting point of all development and the cornerstone of success. "A clear goal is the starting point of success." This famous saying comes from Napoleon Hill. It can be seen that goals play a guiding role in the development of our enterprises or individuals. So, why manage by objectives?
First, by setting goals, people can have a clear direction and avoid wasting time because of detours. Second, the goal is like a sieve, which can filter out what is to be done and what is irrelevant and improve work efficiency. Therefore, a clear purpose will make the work more orderly. Third, through continuous goal realization, it can give people a sense of accomplishment, and then stimulate the great potential of employees and pursue higher goals. Therefore, management by objectives is to motivate employees with goals, not to control employees for the purpose of control. It should be noted that objectives and management by objectives are different. "goal" is the result of expectation or design; "Management by objectives" is a method of setting goals in different aspects and levels; Guide the executors to pursue a management method that can make them feel a sense of accomplishment, stimulate their potential and achieve the ultimate goal quickly and effectively. This is a process to achieve the goal. The difference between the two will be explained in the following article.
The goal is the direction we should take in our life and work, and the ultimate goal we should achieve. It is a platform that reflects people's needs and clearly reflects our inner true thoughts and desires. For example, at work, we should try our best to do everything well, be diligent in positive thinking, and strive to innovate spandex products. The goal is to develop new products, and then we will have our priorities. At work, we always pay attention to every production link and process problem, and often conduct positioning experiments and research on products. The above is just a small example to illustrate the importance of goals to us. Goals can bring us four benefits.
First, improve morale. Under the guidance of strategic objectives, enterprises can gradually enhance the cohesion of the team. Huafeng's development is inseparable from effective strategic goals and the silent efforts of all employees. The strategic objectives are decomposed by various departments and finally reach the grassroots team. The team leader will position the annual work to achieve the superior goals, and then formulate corresponding development goals suitable for the actual situation of the team. I believe that in a team, employees communicate and understand each other in a harmonious and relaxed atmosphere. Therefore, once the team development goal is implemented, employees will supervise each other and work together, which provides a strong impetus for the realization of the goal. Only when the goal is in the interests of all team members can we focus on the goal and carry it through to the end.
Second, develop your own abilities. Ability is forced out, and it is also stimulated by interest desire. For example, in the spinning workshop, employee A lacks the ability to operate correctly because his own operating skills are not up to standard. If the team has set the goal of reaching the standard of personal work skills, then a staff member will consciously learn the standard skill operation method under the supervision of other team members, improve his personal skills and realize the goal set by the team. Goals can develop personal abilities and tap personal potential.
Third, pay attention to resources. In enterprises, the work objectives of various departments are often inconsistent with the annual development objectives of enterprises, and they are in a state of fragmentation. No matter how good the performance of such a department is, it is also futile. Because the responsibility of the department is to combine the goals of the enterprise with the key points of the department and work hard to achieve the goals. Therefore, under the guidance of enterprise goals, all departments of the enterprise will establish departmental tasks and development goals, and focus on effective resources, so as to better serve the work and enterprise goals.
Fourth, achieve performance. In 2009, enterprises began to implement the reform of salary system, and looked at the production results with performance. Within the enterprise factory, the responsibilities of each department are clearly distinguished respectively. Adhering to the general direction of the company's strategic objectives, each department's annual objectives are achieved in small units, and * * * Qi Xin works together to do a good job in testing and management to achieve performance and company objectives. For example, the annual first-class rate of spandex yarn produced by the spinning department is 98.5%. Then, the goal of this department is decomposed into each team and each employee. Whether the objectives of the department can be successfully achieved directly affects the performance of the department, and the performance of the department is directly linked to the bonuses of employees. Therefore, the existence of enterprise goals, as a kind of motivation to motivate employees to work, urges employees to work hard for performance.
Goals can bring many benefits to employees, develop employees' ability, expand the scale of enterprises and enhance the overall competitive strength to achieve a win-win situation. So, what kind of goal is effective? In my opinion, it is possible to achieve the goal only if it is effectively managed. Namely management by objectives. Management by objectives means that the top managers of an organization work out the general objectives to be achieved in a certain period of time according to the needs of the internal and external situations faced by the organization, and then all departments and employees in the organization determine their own sub-objectives according to the general objectives, and actively strive for their own sub-objectives under the premise of obtaining appropriate resource allocation and authorization, so as to realize the overall objectives of the organization, and take the completion of the objectives as the basis for assessment. The characteristics of target management are participation-oriented, system-oriented, control-oriented, authorization-oriented and result-oriented Its characteristics fully illustrate the scientific and reasonable management by objectives. Any effective goal must follow the SMART principle. First of all, management by objectives must be clear and specific. Experts call it the SMART principle, that is, the goal is concrete, measurable, achievable, realistic and time. It should be said that the more you go to the grassroots level, the more specific the task will be. In field management, we must pay attention to the application of this principle. It can be said that without SMART, the connotation of management by objectives will be lost. Why do you say that? The biggest feature of MBO is to quantify all kinds of indicators, which requires all kinds of indicators to be completely operable and evaluable. We sometimes see some big slogans hanging on the construction site: "Safety is more important than Mount Tai!" "Be sure to improve the quality!" But when you ask employees: What are the specific standards of safety? The answer is: nothing happens! What about the standard of quality? Just a few defective products! This won't work. The standards must be specific, or our goals must be quantified. Even if it is difficult to quantify, we must describe the results.
Secondly, goal setting should be advanced, challenging and feasible. Without progress and challenges, it will lose its incentive function, which is equal to no goal; But we can't set goals indefinitely, and we can't achieve them. Also consider whether it is feasible. We call this principle "let the children jump enough peaches", which is neither too high nor too low, and everyone should work hard to achieve it. Therefore, we should not only emphasize that the team can fight hard, but also force subordinates to do impossible things! Because this will cause serious frustration among subordinates. Note: Strictly speaking, the goal of MBO is not imposed by superiors, but formulated by employees and their subordinate leaders, and the achievement of the goal is the result of employees' self-management. The core of management by objectives is to let employees manage themselves and give full play to their enthusiasm.
Third, we should objectively analyze the boundary conditions to achieve the goal. What are the boundary conditions? It is the basic condition that must be met to achieve the goal, including possible risks. For example, personnel, equipment, materials, technical ability and energy are calculated according to the requirements of the production task list. Any problem that can't meet the production needs should be solved by communicating with relevant departments as far as possible before the start of construction, so as not to delay the construction period. We also call the boundary condition the bottom line principle, which is the basic premise for us to achieve our goal, otherwise we will act recklessly regardless of the conditions. For example, the so-called gift-giving project in some places now, in order to complete the gift-giving before a certain date, the result is that the work is completed, but it has become a "project". Therefore, principles are more important than goals. This has been proved by countless practices, because principle is our most basic goal.
Second, the status of team management by objectives
First, as a team leader, do you realize the importance of team development?
The development potential and space of an enterprise lies in the far-sighted decision-making of senior leaders, and the development of enterprise teams and groups is the vanguard to tap the development potential. Therefore, the development of the team directly affects the overall strength of the enterprise. So do team leaders realize that developing teams is a human factor? According to the conclusion of my investigation and analysis, nearly 96% of the team leaders in the enterprise can clearly know the importance of developing teams and groups. Under the leadership of the superior, all members of the team work hard, abide by the rules and regulations of the enterprise, and adhere to the four innovative mechanisms, so that everyone can strive for an advanced working atmosphere within the team, especially the title of "excellent team" in the factory. At present, various departments within the factory have gradually formed the scene of internal struggle. Many employees take advantage of the company's downtime to take the initiative to go to other departments to learn various equipment operation knowledge.
In my opinion, thought determines action. With the awareness of team development, there must be a policy of action.
Second, whether to establish appropriate team development goals according to superior goals.
Having a goal does not mean success. First, in the enterprise, the team leader decomposes related tasks according to the annual development goal and superior goal of the enterprise, and determines the production goal of the team. Everything must have a clear direction, so that in the future work, we will not be unable to adapt to our own work focus and personal value consciousness. Second, fully understand the situation of your class group. Have a deep understanding of all aspects of employees' skills, and have good communication skills, get along well with employees and respond when necessary. Third, negotiate with employees * * * and the executor of team goals is employees, so team development goals must be fully supported by employees. Set goals suitable for team members' desires, but the direction should be consistent with the strategic direction of the enterprise. The survey shows that 100% team leaders actively set relevant development goals suitable for the team according to the annual goals and superior goals of the enterprise. This shows that the team leaders of our enterprise have their own development requirements and make constant efforts for this.
Third, whether the goal takes effect after the unanimous approval of the team members, and whether the team leaders set an example and play a leading role.
An effective goal must be unanimously recognized by the executors before it can take effect, because the result is the brilliant cooperation of Qi Xin. If some employees don't recognize the goal, there will be great hidden dangers in the realization of the goal. Because the harm caused by disapproval affects the overall situation and there are few people in the team, it may be that a team employee has destroyed the development goal of the whole team and needs the team leaders to communicate fully. This phenomenon exists in enterprises. Some teams verbally promise to set goals without making plans and standards to follow, which leads them to fail to meet the predetermined standards. I think that in the team, the team leader should hold an annual plan contract meeting. For the goals set by the team, it is necessary to adapt to the development tendency of all members and meet the relevant desires of members. For example, the desire for benefits and promotion, when all members agree with the team goals, the team leader should first set an example, which is manifested in formulating the target responsibility into the contract. A target responsibility contract will represent whether his team can perform its job duties, achieve its goals, achieve achievements and get rewards; If you can't achieve the goal, you will reduce your performance, deduct the corresponding rewards, make a contract, and encourage everyone to work together to achieve the goal. The team leader must set an example in his work, abide by the rules and regulations of the enterprise, perform the production management duties of the enterprise, take care of his subordinates, actively communicate with employees, and make unremitting efforts to achieve the goal.
Fourth, whether to establish a system to test the progress of the target, even if the development trend of the target is tracked and improved.
The most important thing of PDCA cycle in target management is target tracking and improvement. However, what enterprises lack most is tracking and improving their goals. After investigation, only 45% of team leaders will track and improve team goals and make continuous efforts to achieve them. For example, in 2008, the global financial crisis brought a serious impact on enterprises and also affected the realization of the goals of various departments and teams. This year's goal is to strive for excellent teams and groups, plan to strive for the star of the month, and actively participate in various activities organized by enterprises. However, due to the financial crisis, some series of spinning departments stopped production and related employees left their jobs, which affected the confidence of team members to achieve their goals. Therefore, this is an emergency, and all targets should be tracked and improved. Since there is a crisis, it is necessary to adjust the target content, affirm some implemented targets, analyze the crisis, and then make a decision. The goal of an excellent team should also be adjusted according to the actual situation of the enterprise. During the financial crisis, enterprises increased energy conservation and emission reduction, saved production costs, strengthened product quality management, gave new guidance to product research and development, and strived for product quality and specification innovation and better development. This is the development goal of the enterprise, so our team must change the development direction of the team in time according to the development direction of the enterprise and strengthen the awareness of energy saving and emission reduction of team members. In the process of work, team members are always required to improve product quality, and each piece of spandex cake reaches the first-class standard. During the financial crisis, the team leader should actively encourage employees to establish confidence and actively participate in energy conservation and product quality management according to the current situation of the enterprise. The last obstacle to success is to resist the financial crisis and improve management by objectives. Only by constantly tracking and dynamically controlling the target in the work, and then making favorable adjustments in time according to the changes in the actual situation, can we not only achieve the overall goal of enterprise development, but also enhance personal value and achieve a win-win situation, which is more in line with the cultural connotation of * * * common interests and * * common development of enterprises.