Methods to improve the efficiency of team work
1, core leaders are not willful (leaders should obey organizational efficiency)
? Company? What is the first word? Public? , not? Private? . Although many organizations are designed around the leader himself, the leader is only a part of the organization, and the individual belongs to the organization, not the individual owns the organization. Therefore, to improve the efficiency of the organization, first of all, leaders should obey the organization, individuals should obey the overall situation, and can not override the organizational rules. Organizational development has its own laws to follow. Sometimes, if we abandon the authority and identity of managers, we will find that the law of organizational development is clearly visible.
Case: In the 1970s, the computer industry experienced revolutionary development due to the continuous innovation of Intel's memory chips. However, in the 1980s, Japanese enterprises sprang up suddenly, and with the advantage of being late-comer, they quickly swallowed up the market share of Intel memory chips with huge investment and amazing efficiency.
One day in 1985, Andy Grove discussed the company's difficulties with Moore, the company's chairman and CEO. He asked: What do you think he will do if we step down and elect a new president?
Moore hesitated and answered:? He will give up the memory business? .
Andy Grove said: Then why don't we do it ourselves?
2. The organization level is not complicated (the level is simplified and the information is symmetrical)
For an organization, multi-level will bring about the attenuation of information layer by layer, and at the same time, it will form a gap between the decision-making layer and the implementation layer. Insulation? . To maintain the high efficiency from decision-making to implementation, it is necessary to cut unnecessary levels, always keep the information symmetry between the top and the front line, improve the efficiency of decision-making and ensure the accuracy of implementation.
Case: The army is an organization with strict hierarchical information reporting rules, but in the process of front-line operations, it often needs instant information transmission. For example, US special forces in Afghanistan and front-line special forces can make a communication call, planes can take off and blow up from aircraft carriers, artillery can be fired, and missiles can be launched.
During the task of killing bin Laden, each member's right headset can monitor the information of the whole mobile army network. This means that the information has been updated synchronously, because it is impossible for the front-line combat team to agree to its own operational plan by obeying the bureaucrats from the platoon leader to the division headquarters in two-thirds of the time at a critical moment.
3. The management team is not stubborn (* * * same working methods and habits)
Enterprise management team members and experts from all walks of life, because of their rich experience and professional knowledge, are bound to stick to their work habits for many years and hope others can adapt. If all members of the management team insist on their own working methods and are unwilling to compromise, the communication and coordination efficiency of the team will be greatly reduced.
Case: In the process of expanding the international market and acquiring IBM business, Lenovo encountered the problem of cultural integration between Chinese and western senior management teams, so Lenovo started internal communication? Cultural cocktail? For the project, the Chinese and western senior management teams compromised the original working methods after discussion and empathy. For example, western executives promised to reduce the speaking speed by half at the meeting with China executives present, and automatically double the speaking time for China executives, so as to ensure that both sides can understand the content of the speech.
For another example, in the past, western executives would hold laptops and handle emails at the same time, but China executives thought that this would affect the efficiency of the meeting. Finally, western executives promised not to use laptops for any meeting. With a series of changes in their working methods and habits, the overall efficiency has finally improved.
4. Employees' incentives are not dormant (incentives for benefit distribution)
Interest determines behavior, and behavior determines efficiency. The only value of motivation is to stimulate the initiative of employees, from Mao Zedong? Fight local tyrants and divide fields? Stimulate the enthusiasm of the national peasant revolution for Liu Chuanzhi? Lenovo everyone is an engine? The 30th anniversary of the founding of the People's Republic of China proves that the better the employee motivation, the more it can greatly improve the operational efficiency of the organization and ultimately improve the organizational performance.
Case: Handu Yishe has been the number one clothing brand in Taobao for four consecutive years. At the beginning of its business, it had a hard choice about what kind of organizational model to establish. One model is the traditional organizational structure, and enterprises have product design, research and development, procurement, manufacturing, sales and other departments.
Another mode is to group each brand and each style. Each group consists of three people, and both models will be tried for three months. Therefore, the office is divided into two areas: north and south. In the three months of operation, an interesting phenomenon happened: every night after work, employees in the southern district basically leave in the middle of the night, but the northern district is brightly lit, and many times they are even driven out of the office by the property management. so this is it？ Contract production to households? The incentive mode makes the employees in the North District devote themselves wholeheartedly. Three months later, the performance of North District surpassed that of South District.
In the Internet age, the simple concept of salary has evolved into a richer comprehensive salary. In addition to providing short-term cash and performance bonuses, enterprises should also consider perfect welfare, long-term development of stock options and soft environment for employees. For example, for employees, even working with their idols has become an important reason to join this company, which may be the reason why more and more Internet companies BOSS are good at speaking and have outstanding personal charm.
Therefore, when they put aside the identity of managers and made a decision suitable for this enterprise, Intel changed from a second-rate memory manufacturer to a monopoly CPU manufacturer.
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