Lead: As a manager of an enterprise, we must look at talents with a strategic vision, use talents, do our best to provide a good working environment for talents, build a fair and just employment mechanism, and retain talents with our own unique enterprise resources. Only with talents can we go further and do better! One of the seven points can't be less, telling you how to lead a team well.
First: learning atmosphere
A person who loves learning is active;
a team loves to learn, and this team is easy to manage.
advocate within the team? A threesome for employees? Activities, mutual learning, collective participation, * * * with ascension.
second: construction steps
team building requires only three steps: emotional cohesion, alliance in goals, and enjoyment in interests.
first, the atmosphere, then talk about the goal, and finally solve the problem of interest distribution. The order can't be reversed, and you can't rush for success.
Third: development direction: good teamwork
Professor Ken Bulanjia advocates that we should learn from three kinds of animals: learn from squirrels, plan ahead and work for the future; Learn from beavers, everyone has a clear goal in mind and can control the process of achieving it; Learn from the geese, help each other, and achieve the goal!
fourth: basic characteristics:
people are attracted by the same (* * * the same vision), grow up by differences (complementary skills), and sublimate by integration (consistent commitment).
fifth: behavioral requirements
standardization, responsibility and cooperation are professional requirements and behavioral requirements for team members.
what is the highest state of specification? Conscious? ;
what is the highest level of responsibility? Prevention? ;
what is the highest level of cooperation? Familiar with initiative? .
sixth: role assignment
there are nine roles in the team, none of which can be less. Usually, each team member has two or three prominent roles, and team leaders should take countermeasures according to the comprehensiveness and balance of roles, and make up for what is missing.
Seventh: communication mode
Always take the initiative in upward communication,
Always follow up in downward communication, and
Always pursue win-win in horizontal communication.
the quality of communication determines the quality of management,
the effect of communication determines the effect of management. How to lead a team well
Be brave in taking responsibility
I think that leading a team must be brave in taking responsibility. Only the team leader is brave enough to take responsibility, and the people below can rest assured and boldly move forward.
Take heart for heart
For many young people now, everything in life may be too smooth, so it is easy for them to stand a little frustration. So as a team manager, you must learn to care about them. Nowadays, many post-8s and post-9s people have a particularly high demand for value recognition, so they may not be able to retain people with high salaries. Sometimes it doesn't matter whether they have more money or less, but the atmosphere is very important, especially for developing small and medium-sized enterprises.
Don't complain to subordinates
In fact, the heads of every department in an enterprise are inevitably territorial, and they can't help but safeguard their own departmental interests, so things like striking a table with me are always inevitable. For example, the international department of my former enterprise had few personnel and relatively weak technical strength. As soon as I received a big project, I had to find people from other departments to cooperate. At this time, the borrower's department will be unhappy and complain openly. Especially when everyone is rushing for performance, it is even more difficult to coordinate. Sometimes when the department of the borrower is questioned about its performance, it will find an excuse to say? I have been borrowed by you, what else can I do? Something like that. Generally, at this time, I will pay attention to handling it well, try to understand their emotions, avoid their grievances, find the right time, and patiently persuade and communicate.
Be wary of being opinionated and headstrong
You don't have to do great things when leading a team, or you must do small things well and pay attention to details when doing big things. Speaking of small things, I have been doing marketing and management for many years, and I usually have a lot of entertainment in the evening, but as long as I don't go on business trips, even if it is late at night, I always insist on arriving at the company before 9 o'clock the next morning and set an example. As a team leader, I never worry about others digging up team members. Someone digging up proves that your team members are excellent. I am confident that I and the company have the ability to create a better and bigger platform for team members than anywhere else, which will make everyone reluctant to leave. Of course, self-confidence returns to self-confidence. In business society, the flow of talents is always inevitable. Every time someone wants to leave, as long as they are above the middle level, I will talk to them in detail. I will try my best to retain those who can, and those who can't, will also get together and break up. I will try my best to make my superiors and subordinates end up with brotherhood. How should we select and appoint talents?
first, the mentality is the first.
as the boss of an enterprise, the employer must break a misunderstanding, that is, not to be too short-sighted, but to have a long-term strategic vision. ? Ten years of trees, a hundred years of people? Therefore, don't expect people to come in and work immediately according to the requirements of the enterprise, which will produce benefits soon.
after all, no matter what kind of talents, they must go through the enterprise after they arrive at the enterprise. Carve? And? Baptism? Let him become a useful talent in the enterprise, so as to make better use of people. The reason why small and medium-sized enterprises can't keep the people they recruit is that they often don't have the right talents with enterprises. Wood? Proceed? Trim? Has a lot to do with it.
second, small and medium-sized enterprises should choose their own talents.
many enterprises exist when selecting and employing people? Greedy for perfection? The misunderstanding of pursuing vanity always lists education, experience, age, gender and even appearance as the first choice or a must. This is actually a strange circle.
many small and medium-sized enterprises often go to the talent market to recruit regardless of their own reality. Graduated from a national key university, bachelor's degree or postgraduate degree, worked for more than X years, and waited until the enterprise qualified the so-called? Talent? After recruiting to the enterprise, it was discovered that those with high academic qualifications may not have high level, and those with good looks may not have strong ability.
but I paid a high price to recruit these talents, so many talents have become enterprises? Vase? And, due to various factors, these? Vase? Will it gradually decrease, so that the enterprise will be hurt? Spent money, but didn't play its due role.
third, create an open, fair and just employment environment.
many small and medium-sized enterprises can't keep people, which has a lot to do with the lack of a comfortable and pleasant good employment environment. Some small and medium-sized enterprises also know the important role of talents for enterprises, but because of ignoring the details, new employees are psychologically unbalanced and finally have to go to? Break up? To the point where all the talents have left, many bosses are often puzzled. My salary is not low in the industry. Why did he leave? As everyone knows, unfair treatment leads to managers and enterprises? Divorce? The root cause.
fourth, build? Do your best? The employment platform.
compared with large enterprises, the attraction of platforms and opportunities for small and medium-sized enterprises is slightly inferior. Therefore, it is very important to build a platform for them to display their talents and talents in order to better retain them. In fact, for small and medium-sized enterprises, the boss should play more? Director? The role, you put all kinds of stage props, venues, role distribution and other preparations, as for how to sing and perform, that is a matter for professional managers.