From the first time I came to Beijing and finished what I wanted to do, I talked about the construction of team culture. No matter how busy we are, we have never neglected the team culture from beginning to end. Because we want to gather a large number of people in a short time, you can get material and work skills outside, and you can experience the significance of doing this thing and enjoy a team battle process inside.

H and a are in charge of personnel. This module includes the construction of team culture, which was confusing at first. Team culture is an invisible force that infects more people. The deeper the "poisoning", the stronger the sense of belonging and mission.

At the dinner table, we discussed the role of team culture construction and concluded that there are three aspects:

I think this is a very important prerequisite for the establishment of an organization. If two people disagree on the value orientation of different things, how can they always work in the same direction? Therefore, unifying values means bringing people with the same frequency together, who can keep the same value distinction/orientation in key matters, and letting them walk together, because this is the basis of trust.

Back in the organization, everyone highly agrees with the significance of what they have done, and thus has a strong will to realize the organizational vision and work goals. And make personal goals consistent with organizational goals, and achieving organizational goals helps to achieve personal goals.

Keywords: values, significance, goals

All indoctrination is meaningless if it only stays in the mind and is not directly reflected in the action. If you just want to do it, you can't talk about it. So we need to leverage the team culture. Can directly stimulate the strength to drive everyone to act, act immediately, and do their best to complete the task. ?

Therefore, we need what kind of work attitude, work motivation and work results team members should have, so we can use the principle of benchmarking to design a set of incentive measures that affect execution, that is, by finding out the relationship between variables and adjusting a small variable that we can control in our hands to generate (obtain) the corresponding large variable results.

Keywords: driving force and exciting force results

Team culture and team atmosphere are bad words for enterprises, but how many enterprises really spend their minds on them? First of all, what kind of team atmosphere should we create for everyone? A few friends say this: it is easy to get along in a team, do one thing wholeheartedly, cooperate with each other, understand each other, tolerate each other, have a sense of belonging and have cohesion. ...

Team atmosphere does not exist at first, but it is difficult to create an ideal team atmosphere if people are not selected according to the principle of unified values. Based on the convergence of values, a group of people are gathered together, and then in the process of things, a positive, relaxed and energetic atmosphere, tacit cooperation, mutual tolerance and contribution spirit are created. Team building in the past two months, we have accumulated a team spirit in this process: courage and determination to overcome all difficulties, courage to try, responsibility for the results, mutual understanding and trust, openly pointing out problems, strong cohesion and team honor, and getting along easily and simply ... Are these helpful for us to better help create work results?

Do passionate and energetic teams perform better at work? Is it possible for a cohesive, dedicated and courageous team to undertake more arduous tasks? Is it more efficient to work in a selfless and simple team?

Keywords: atmosphere

In this process, establish a team culture. No matter what method you use, everything you do to build a team culture is to achieve one of the above three points. If so, do it, if not, don't do it. What "means" have we used in less than two months?

This is a point of great concern to me. If you don't grasp this foundation at first, the whole tone will be wrong and the follow-up work will be out of tune. * * * People with the same magnetic field can activate each other.

This is like the study of our party. We need to clearly define our core concepts and establish organizational goals. Emphasize the continuous transmission of organizational core concepts and organizational goals to everyone. Before the action, we will explain to you the significance of this action and emphasize what it means to the whole big organization, to our present organization and to everyone. What are organizational goals and personal goals, and the close relationship between them.

Fortunately, everyone is expecting to achieve something meaningful and achieve personal breakthrough growth, so everyone starts with "expectation".

It is also unintentional to give the current team the name of the eagle. The name itself exudes a kind of power, so it naturally has the code name of Operation Eagle. In order to let everyone intuitively experience the charming team consciousness, we asked the designer to design the Logo of "Eagle Action" for us, and the prototype came from Hulk's creativity. So it seems that everyone from organizations to individuals has the identity symbol * * *, and our own words and deeds are defining the meaning of this symbol. With this code name and symbol, I branded a strong sense of team and mission in my heart.

What is the purpose of the training? In addition to helping members of the organization to take up their posts quickly and be competent for their work; At the same time, it is also an opportunity to "instill ideas" constantly. Take us as an example, in the process of sharing skills and experience, we can simultaneously transmit positive energy, infect passion and inspire fighting spirit. We are responsible for the results, that is, we are responsible for the results completed by everyone, so we need to train as many elite interns as possible in a very short time. At present, 65,438+10,000+people have been recruited and interviewed, and the number of people we have trained has reached 300+ people.

Some people will say such a simple thing, which need such complicated training, anyway, just teach how to do it on the spot. We have to say no, it's not easy here, because our goal is to build an operating system that can be quickly replicated and scaled up. We all operate and manage all people, things and things according to standard procedures. Through training, we will ensure that the operation of the activity site is standardized, and all people, things and things can carry out the activity according to the required time, place and rules. Everyone clearly knows the purpose of our activities, what we want to do, how to do it and the results to be achieved before and during the work. In addition, we want every boy who joins us to know what kind of organization this is and what kind of temperature this organization has. During the whole period, we didn't regard any part-time job as an outsider, but as a member of our team, forming the concept and experience of a big family and giving everyone a sense of organizational belonging.

So our training is aimed at everyone, including company, project and team introduction; Introduction of work content; Work flow and operating standards; Work problems and optimization summary. We will also provide team management training for grassroots managers (that is, team leaders, 30+ people). For students who have no work experience, through our systematic training and practical work, it is definitely a breakthrough opportunity for self-growth. Of course, this is what we expect. Through systematic training, we can quickly cultivate the needed talents. In this process, we did establish our own dynamic talent pool.

In personnel management, we divide all the people who come to us into three types: self-driven, driven and passive. We will delete the third kind of people, leaving the self-driven and driven people. We like self-motivated people very much, because they have faith and pursuit, and they can have their own enthusiasm without external drive. They are enthusiastic and proactive in their work, good at learning and self-discipline, and self-motivated people also play a driving role, but there are very few self-motivated people, so we should be more eager to find talents. For those who are driven, besides being driven by self-driven, there should be a systematic system to motivate everyone to move forward in training and work: first, there must be "food" to lead everyone to move in our preset direction, and there must be a "whip" to urge everyone to synchronize with the same frequency and avoid foul. The lever principle must be well used here to play a great role in promoting it.

We will evaluate the training, on-site work and work results every cycle, and each evaluation will select outstanding members and teams in each period with comprehensive results. In this process, we are telling everyone how to do our best, because all the work is standardized, so we use evaluation to guide everyone to work towards our expected goals. Every assessment will select the best team, excellent supervisor and excellent executive, and reward certificates and prizes, including small gifts, core members' cultural shirts, Mid-Autumn Festival dinner and group building activities. We also set up the final full-time outstanding intern award, with the highest interests and honors as the reward for the best people. Therefore, it is not as good as an automatic assessment and incentive system in place, because it is well-meaning.

Positive motivation alone is not enough, because people make mistakes. In order to prevent everyone from making some mistakes that can't be made, we make rules and regulations to avoid more small mistakes and big mistakes. For small mistakes such as being late, we always insist on small punishment. Whoever is late will be punished in front of dozens of people. For the mistakes of high-voltage lines, we will also formally and seriously emphasize them to you in the training. Those who commit the most serious high-voltage lines will be fired directly and never employed.

Therefore, one hand is a good incentive, the other hand is to avoid bad punishment measures, and both hands should be grasped, both soft and hard. The key is that the rules of the game are reasonable and interesting.

It should be an incentive, but I will take it out separately, because this part is really important and can play an excellent role if used well. The example with soul function is that natural existence does not need to be deliberately carved, and we need the example of grounding gas more because it works quickly.

Facing all temporary interns, we also set an example from several levels. 1. First, we should set an example and set an example first. 2. We have set up a hierarchical position of inspector-supervisor-executive, and all personnel must start from the executive, because from the executive to the supervisor, both the salary and the job challenge are very attractive, and the face-to-face supervisor must also set an example in his work. 3. We have strengthened the role of role models in evaluating the rules of the game. We will select the best in each training assessment, and we will evaluate and select the best team, the best supervisor and the best execution in each cycle. All the selected excellent teams and members are role models for all employees, and they can clearly let everyone know what is right and do better. 4. From the aspect of work, we will find a model from the performance and on-site work standards to share with you, so that you can know how to do the best.

"Learn from Lei Feng as a good example" has been leading us to follow suit since childhood. Example is an invisible force, the more real, the more attractive and the more obvious the effect.

Ritual sense can convey the spirit, feelings, attitude and event meaning we want through effective forms. Just like a wedding, a special ceremony is to enhance the significance of this event. We don't do much in creating a sense of ceremony, but we still use ritual means to strengthen some key events. Each team and individual with the best performance during the assessment period has a commendation ceremony. We not only produced a decent certificate with the company seal, but also held a commendation meeting in the training after each activity.

This is a very, very important part, because the core idea and all meaningful actions are presented in a condensed form of expression. So how to judge which content should be presented in the form of material? First of all, judge whether the content of the material to be done is infectious and employee experience. For example, we have produced inspiring and infectious materials such as team flag, slogan, training theme banner, commendation certificate and project content Yi Labao, as well as training instruction cards, training manuals and other materials with employee experience. For example, our training manual has a practical role in promoting everyone to listen carefully in training. It not only explains the training content and rules, but also includes the notes page, assessment page, feeling page and organization call page, which has a direct and effective driving force for 80% of the students to listen carefully. Everyone will unconsciously take notes and listen carefully. During the resumption of work, we will also formulate activity information, activity content, work flow and work report requirements. It becomes everyone's execution manual, and through the presentation of materials, all the action orders are directly, effectively and directly executed, creating a team atmosphere.

We have regular brainstorming sessions to discuss some sporadic topics. We have dinner together every night, which can be regarded as a small team activity, because in this process, eating together is a special home atmosphere. The occasional dinner is also a process of getting to know each other again and again. Because of the fast pace of work, our team activities are not much. We have been looking forward to taking everyone to climb the mountain one day ... to create a good team atmosphere depends on the coordination of usual work and interactive activities outside work.

But what can really enhance feelings is not activities, but mutual help in the face of difficulties.

No matter what we do, we can't ignore the details. Grasping details can better enhance the sense of experience, and attaching importance to employee experience is also an effective measure of team culture.

10 or above, can everything we do effectively implement the unified values of team culture &; Goals, promote implementation, and create a team atmosphere. If there is, you can do it freely. If not, don't waste energy and material resources to do it.

Team culture cannot be achieved overnight, and it needs to be carefully built and polished on the initial tone. It is meaningful when all experiences, attitudes and actions in the face of all difficulties are gradually condensed into a spirit and a culture and passed on in an effective way.

Real? From 2016.10.10 team culture summary meeting?

Thank you for coming all the way, creating together, facing the wind and rain together, and gradually having the meaning of our team.