The method of forming a team, many enterprises feel very headache about how to form a team, because many people can't manage the team, so the formed team has no passion and cohesion, and can't get efficient returns. Let me give you a brief understanding of the methods of team building.
Team building method 1 First, make a thorough investigation of the team. It is very important to conduct a thorough investigation of the team, that is, to solicit the opinions of the team members on the overall goals of the team. On the one hand, it can involve members and make them feel that this is their own goal, not others'. On the other hand, we can get members' understanding of the goal, that is, what contribution the team goal can make to the organization that others can't, what the team members should pay attention to in the future, what the team members can get from the team, and whether the team members' personal specialties are fully exerted in the process of realizing the team goal. Through it, we can get a wide range of information about team goals from members.
Secondly, the obtained information is further processed. After collecting relevant information from the team, don't immediately determine the team's goals, but think about all kinds of opinions put forward by members and leave a space-give the team and yourself an opportunity to recall these opinions to reduce the adverse effects brought by hasty decision-making; Just like the famous management saying-doing the right thing is always better than doing the right thing!
Third, discuss the goal statement with the team members. Like other goals, setting team goals needs to conform to the SMART principle: specific, measurable, achievable, relevant and time-based. To discuss the goal statement with team members is to take this as a starting point and form the final draft with the participation of members, so as to gain the commitment of team members to the goal. Although it is difficult, this step cannot be omitted. Therefore, team leaders should use certain methods and skills-such as brainstorming: to ensure that all members' views are spoken out; Find out the similarities of different opinions; Find out the reasonable suggestions hidden behind the dispute; So as to achieve a win-win situation for the team goals.
Fourth, determine the team goals. Through the full investigation and discussion of the team, modify the content of the team's goal expression to reflect the team's sense of responsibility for the goal; Although it is difficult for 100% members to agree with the contents of the goal statement, it is important to seek common ground while reserving differences and form acceptable goals recognized by members, so as to gain the real commitment of members to the team goals.
Finally, because the team will inevitably encounter some obstacles in the process of operation, such as: lack of trust in the operation of the team in the organizational environment, lack of sufficient confidence in the team's goals. After the team goal is determined, it is necessary to decompose the team goal in stages as much as possible, and set some milestone goals in the process, so that every step of the team can bring surprises to the organization and members, thus enhancing the team members' sense of accomplishment and laying a solid confidence foundation for completing the overall goal of the team step by step.
In a word, it is the key to the success of the team to reach an agreement and get a commitment to the team's goals and establish the responsibility for the goals. We can also look at the consequences of team members chasing individual small goals that are inconsistent with the overall goals of the team through the following fables. It is said that three mice went to steal oil to drink. When they got to the oil tank, they saw that there was only a little oil left at the bottom of the tank, and the cylinder was too high for anyone to drink. So they came up with a way: one bit the other's tail, hung it down to drink, the first one was full, came up and hung the second one down to drink. The first mouse hangs down to drink water first. It thought below, "There is only so little oil. I am lucky to be full today. " The second mouse thought in the middle, "the oil below is limited." What can I drink if I finish it? " Let it go and jump down and drink! The third mouse thought about it, but there was no oil. When they are full, is there anything for me? "It is better to let them leave early and jump down to drink!" So, the second one released the first one's tail, and the third one released the second one's tail, all jumping first. As a result, they all fell into the oil tank and starved to death because they could never escape.
The method of building a team 2 1. Teamwork and mutual trust
The goal without cooperation is always a fantasy, and cooperation without goal can only be futile labor. Cooperation and unity with goals are the hope of a successful team. There is no team that will not encounter difficulties. When encountering difficulties, let every member of the team fully participate, let everyone understand and agree, so as to give full play to everyone's action. This is the only magic weapon to overcome difficulties. Let's look at a classic case:
There was a priest who preached and taught people to be kind every day. One day, a man sang against the priest: "Father, you talk about heaven and hell every day. Have you been there? " You say heaven is better than hell, and I think hell is better than heaven. What did you say?/Sorry? You haven't been there anyway! "The priest has never been to heaven and hell, and I don't know how to answer. I had to pray to God: "God, please tell me the difference between heaven and hell, otherwise I can't help you preach!" " "
Seeing that his salesman (priest) was in trouble, God appeared and said, "The difference between heaven and hell cannot be revealed. So, I'll show you and feel for yourself. " Wow, I went to hell, only to see them all sallow and emaciated, with a long face. It turned out that they wanted to drink soup around a big pot, but the spoon was too long for them to drink. I went to heaven with a bang, only to see everyone beaming, talking and laughing. It turns out that they are also eating soup around a big pot. Although it is also a long spoon, you give me a spoon and I will give you a spoon. This is a great pleasure. The priest suddenly realized that the difference between heaven and hell lies in whether he can, will, and is willing to give, help others and form a team.
Second, the team is spontaneous.
Most jobs seem simple, and some are even humble jobs. However, these works will subtly give us a lot of valuable teaching and experience. No matter what kind of working environment and working level, we can learn from it, increase our talents and keep growing. If we go to work with a passive attitude and step on the tail of time to get to and from work on time, our work is likely to be dead. In this case, it is difficult to stimulate our passion and creativity for work to the maximum extent. We just "live" or "muddle along"!
A team that advocates spontaneous corporate culture must be a cohesive, effective and competitive team. In practice, Mr. Tan Xiaofang found that employees with spontaneous work thinking have first-class task execution ability. They will consciously work overtime and try their best to finish the work. They are always thinking about how to finish the work perfectly. They will not only successfully complete the task, but also consider the boss and consciously provide as much advice and information as possible.
When a task is automatically and spontaneously carried out effectively, the task will suddenly become simple and clear, and the mood when performing the task will be happy and relaxed. Obviously, once an organization forms this corporate culture of automatic and spontaneous execution, there will be no strategies that cannot be effectively implemented and no achievements that cannot be achieved!
Third, team motivation.
William james, a professor at Harvard University in the United States, found that in the absence of a scientific and effective incentive mechanism, people's potential can only be played by 20-30%, while a scientific and effective incentive mechanism can enable employees to play another 70-80% of their potential. Therefore, whether the team can establish a systematic, perfect and multi-angle incentive mechanism will directly affect its survival and development. Incentive mechanism is a sharp weapon to build an excellent and stable team.
The role of team motivation is reflected in the reinforcement of specific behaviors, which can improve the probability of achieving better results. For example, if the company rewards the best salesman, on the one hand, it will make the salesman work harder (strengthen the sales behavior), on the other hand, it may also make other salesmen hope to get the same reward, so they work harder (strengthen the sales behavior) and finally make the company achieve better sales performance (improve the probability of achieving better results).
In practice, the basic incentive methods for team members are summarized as: humanized communication, public praise, private praise, criticism and education, praise, recognition and recognition, care, welfare, reward, example comparison, ranking and promotion to encourage team progress and growth. It aims to encourage employees to cultivate healthy mentality and self-confidence, dare to accept the psychological state of constantly challenging high standards and strict requirements, and show team spirit. * * * line, * * * honor and * * * achievement are meaningful incentives to motivate the team, so as to build a high-quality team that is resistant to blows, capable of fighting, United enough and self-motivated.
Fourth, team spirit.
There is no shortage of capable people in modern society, but what every enterprise really needs is people with both ability and team spirit! There are no perfect individuals, only perfect teams. The era of single-handedness has passed, and only teamwork can win. Teacher Tan hopes that all enterprises can create a team spirit of Qi Xin to work together and make progress! To understand what team spirit is, we must first know what is not some manifestations of team spirit. I tell two stories to illustrate my point:
The first story goes like this: "Once upon a time, there was a horse and a donkey working together. Once when they went out, the owner gave the donkey more goods when arranging the task, and only arranged a little for Ma 'an. On the way, the donkey felt at a loss and said to the horse,' Can you give me some goods I carried? This is nothing to you, but it can relieve me of a lot of burden. "When Ma heard this, he was very disdainful:' Why, why should I carry your goods?' Soon, the donkey was exhausted by overload, and the owner put all the goods originally carried by the donkey on the horse's back. The horse was at a loss, then remembered the donkey's words and regretted it. "
The second story goes like this: "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. " These two stories vividly illustrate the characteristics of people who lack team spirit. First, they are selfish, short-sighted and unwilling to help others and share the burden. Finally, they become lonely and have to bear all the burdens alone, just like the horses in the story.
Second, I don't want to see others succeed, and I don't want to learn from others' success. Instead, I concentrate on how to play tricks behind others, drag others into the water together, and finally contain each other, making the team a mess, just like a crab holding me back. So we can say for sure that if there are these two kinds of people in the team, it will never be a successful team.
Verb (abbreviation of verb) team consciousness
When a reporter interviewed Jack Welch, he said, "I owe 10% of my success to my strong enterprise and 90% to my strong team." Robert Kelly, the author of Thinking Against Leadership, also said something similar: "When it comes to following and leading, the average contribution of leaders to the success of most organizations is less than 20%." This is an absolute fact. The success of an organization depends not only on the wisdom and talent of the leader, but also on the followers around the leader and their perfect performance.
William Dale, a management guru who defined the team as "a united and cohesive group", pointedly pointed out in his book "Building a Team" that the role of leading cadres in the organization has changed greatly in the past fifteen years. He explained: "A tough manager who was once regarded as a legendary hero and could rewrite an organization or department with one hand has been replaced by another new type of leading cadre under an increasingly complex organization. This kind of leading cadre can organize people with different backgrounds, different trainings and different experiences into an efficient work team. "
6. Cohesion determines the rise and fall of an enterprise.
The cohesion of enterprises in practical work can be measured from two aspects: one is employee satisfaction, and the other is employee turnover rate. These two indicators are intrinsically linked. In general, high employee satisfaction leads to low turnover rate; Low satisfaction leads to high turnover rate. However, we should also see that the loss of employees is divided into explicit loss and implicit loss. Employees resign because of low satisfaction, which is an obvious loss; However, when employees are dissatisfied, they do not choose to leave, but continue to stay and muddle along passively. This is the hidden drain. The employee turnover rate in some enterprises is extremely low, but it does not necessarily mean that the enterprise has strong cohesion.
Because of lax management and no performance requirements, these enterprises also attract Mr. Nan Guo. Therefore, when we examine the satisfaction and turnover rate, we should grasp two main points: the satisfaction of core employees and the vicious turnover rate of core employees. Only when the satisfaction of core employees is high and the vicious turnover rate is low can the cohesion of enterprises be positive. If it is the other way around, it is necessary to reflect and be vigilant. Running a business is the operator, and the operator is the operating popularity, and the operating popularity is the feelings of employees. The interaction of employees' feelings produces a special energy-cohesion. The quality of feeling determines the strength of cohesion, and the strength of cohesion determines the development and decline of enterprises.
Cohesion is the vitality of an enterprise. To improve and enhance this internal cohesion, there is no shortcut, no panacea and no panacea. Only by starting from bit by bit in a down-to-earth manner, we will work hard on objectives, management, mechanism and environment to improve employee satisfaction. Only sincerity can bring true feelings. As long as all aspects of the work are done well, the satisfaction will naturally improve. If the satisfaction is improved, the cohesion will inevitably be enhanced; Cohesion is enhanced, and enterprises will surely develop rapidly and healthily.
Enterprises need to put forward various methods to ignite employees' work passion from the aspects of their working status, psychological problems and how to enhance their work passion. Ignite work passion and achieve great dreams. This resounding inspirational slogan will inspire countless employees to work and create great miracles! Igniting work passion will help enterprises to reactivate employees and glow with a new mental outlook!