The split of the entrepreneurial team is always something that everyone pays attention to but is helpless in regret. It seems that they can only sigh "* * * through thick and thin, we share weal and woe". However, when everyone is lost in countless cases, few people have summed up this regular fate, summed up the essence of * * *, and come up with a prescription after further analysis-although everyone hopes to have such a prescription. This paper not only summarizes the 12 actions of the entrepreneurial team from generation to division, but also gives the 10 coup to prevent the entrepreneurial team from breaking up, which is believed to be of great benefit to entrepreneurs.

The above describes the 12 steps of breaking up the entrepreneurial team. This paper gives 10 measures to prevent team breaking up as follows.

First of all, be correct in concept. We should firmly believe that the organization can develop healthily, and don't think about failure from the beginning, especially don't use the classic theory that "only * * * can suffer, and no * * * can be sweet", thinking that everything has an end and kicking down the ladder. We shouldn't have this idea in our minds. This idea itself has sown the seeds of failure, just like just learning to ride a bike, we found an obstacle in the middle of our way forward, so because your focus is on failure, you are doomed to fail.

Second, continuous communication. We should communicate from the beginning. When we encounter problems, solve problems and have contradictions, we should communicate more and think more about things that are beneficial to the development of the organization. Have different views, do not argue in public, and do not show contradictions to subordinates.

Third, I found that the villain took advantage of the loophole and resolutely shot. Contradictions between leaders should not be solved by subordinates.

If the two sides have difficulties in communication, take the initiative to seek the strength of the foreign side, especially the good friends that both sides can trust to solve the problem, but don't show too obvious traces. If it is found that the villains in the organization use the contradictions and differences between leaders to achieve their personal goals and harm the interests of the organization, no matter who they are, they will not hesitate to dismiss them.

Fourth, talk about things. When the contradictions between the two sides conflict with those between the two camps, and external forces cannot solve them, we should stop arguing, stop personnel fluctuations, solve problems on the basis of problems, and do not discuss them on the basis of people.

Fifth, change the environment and mood. Both sides should go out for an outing, have fun, and don't dwell on contradictions. After all, the two sides are friends who never turn against each other. After all, they are related by blood and by marriage, which is the closest relationship in the world. Let's put aside the contradiction between work and career, go out and discuss the topic of life and leisure, and look down on the interests.

Sixth, let me tell the truth. I said what I should have said at the beginning, and the written evidence must be established. Explain the most basic rights and responsibilities, especially the distribution of equity and interests, including capital increase and share expansion, financing, divestment, personnel arrangement, dissolution and so on.

Seventh, coordinate the evidence in time. Nothing can be planned at the beginning, and things may change at any time. In the process of cooperative operation, when you encounter new problems and contradictions, you must make it clear before you act, and never start work first, because after things happen, you will always think in your own direction. Just for the record, it seems to be coming soon. In fact, the future is not a matter of speed, but the root of the subversive movement of enterprises.

Eighth, don't care too much about trifles. It's hard to be confused. It is the chicken soup of all partners and the lubricant of enterprise organization and operation. This seems to be contradictory to the ugly words mentioned above, but it is not contradictory. The former is to go ahead without forming a fact, and the latter is that the fact has been formed, so don't care too much. Forgetting it won't help. In fact, it is often discovered later that the dispute between the two sides is meaningless.

Ninth, don't test each other easily. Teamwork is not an easy task, and accidents will happen without testing. Moreover, when you intentionally test the other party, the other party will definitely not stand the test, because when you test the other party, the other party doesn't know that you can only run according to the scene you set, and the result will definitely be the same as you imagined-can't stand the test. If the other person knows that you are testing him, then you can't test him, because he has been strengthened physically and behaviorally. This is not only a waste of wax for the blind to light a lamp, but also hurts harmony and psychologically cracks. Therefore, since it is cooperation, don't test each other at will. Testing is based on distrust.

Tenth, keep looking forward. In the process of cooperation, we should look forward to problems and contradictions, and look forward to the same interests, because success will bring more rich gains to everyone; Staring at what is in front of you can only be the more you stare at contradictions, the more complicated you stare at contradictions, and finally you get stuck; Looking back on the unpleasantness in cooperation will make you sad and make you lose your fighting spirit and motivation. Only by looking forward, the hope of success can inspire all parties to put aside their differences, forge ahead and reach the other side of success. ;