How to do a good job of team management for enterprise managers;

1. The position and responsibilities of each member should be clearly defined. This can avoid the confusion of functions among team members, cross-interference of work and repeated construction. It's best to quantify the positioning and responsibilities as much as possible, specifically to personal work, so although it will take some effort, the effect will definitely be seen. In particular, some enterprises with complex organizational structure have vague responsibilities and functions, which are prone to kicking the ball and duplicating work. For example, in a team, there are both planning and planning, as well as strategy and copywriting. The job content of these positions is somewhat similar. If enterprise managers do not clearly define their responsibilities and functions, there may be situations such as low enthusiasm of members, blind work direction and serious redundant construction.

2. To understand each member's personality and talents, and to make good use of a person, we must know what this person can do, what his specialties are, and what his behavioral characteristics are. Business managers can learn from life and work. Life is, of course, chatting, entertainment and eating, and work can be reflected in members' past work experience, conversation and work performance. An experienced enterprise manager, after a short period of contact and communication, can quickly understand the personality and talents of team members.

3. Team goal guidance. When a team is operating, the team should have a clear positioning, what the team exists for and what it runs around. If it is a team composed of a single project, the enterprise manager should clearly explain the project objectives to the team.

There should be a set of management system and workflow. As the saying goes, there is no Fiona Fang without rules, and a team should also have a rule that everyone should abide by. Many enterprise managers hate the construction of management system and feel a little heavy and redundant. Actually, it is not. Enterprise management system is an auxiliary judgment standard and a guarantee system for orderly work. Intelligent machines will handle themselves without anyone's operation. This is because a boot system for fixed program operation is implanted. Therefore, a systematic team is the same.

5. To manage the team well, we need a suitable performance incentive system. The management mode of each enterprise is different, but it needs motivation to drive each team member forward, but it is worth noting that the performance incentive system is personalized. From the market point of view, it means that every team member is regarded as a consumer of enterprise managers. In fact, the needs of each consumer are different. Therefore, it is also necessary to formulate an incentive system to understand the needs of members.

Matters needing attention in team management

rules and regulations

Small leaders manage people, and big supervisors manage people. When the project scale is small, the project director should not only be a technical expert, but also be good at solving various technical problems, and realize the management of people through the mentoring system; When the project scale is large, the project supervisor must establish rules and standards to realize system management.

The so-called strong generals have no weak soldiers, no unqualified soldiers, only unqualified marshals. A strong manager is first and foremost a rule maker. Rules and regulations also include many levels: disciplinary regulations, organizational regulations, financial regulations, confidentiality regulations and reward and punishment systems. Good rules and regulations may be reflected in the fact that executives can feel the existence of rules and regulations, but they will not feel that rules and regulations will be a constraint.

There are also some demanding rules and regulations. I remember a popular broken window theory on the Internet: If someone breaks the window glass of a building, but the window can't be repaired in time, then others may be connived by some hints to break more window glass. Over time, these broken windows will give people a sense of disorder. This theory shows that violations of rules and regulations should be stopped in time, otherwise, some bad habits and violations will breed, spread and prosper for a long time in the insensitive atmosphere of the public.

Although the project supervisor is the maker or supervisor of rules and regulations, he should be an example of observing rules and regulations. If it is difficult for the project manager to abide by it himself, how can he ask the team members to do it?

target setting

Let's tell a story first: a hunting dog drove the rabbit out of its nest and chased it all the time, but it didn't catch it for a long time. A shepherd stopped to see this scene and said to the hounds with a sneer, "The little one between you two runs much faster." The hound replied, "you don't know that we run completely differently!" " I just ran to eat, but he was running for his life. "

This fable reveals that rabbits and hounds do the same thing and both run like hell. But if their goals are inconsistent, they will have different motivations. In team management, members of different roles have different goals. The project supervisor directly faces the customer and needs to complete the project objectives on time according to the promised quality and quantity. Project members may be migrant workers. Every day I work, you have to pay me a day's salary and give me a bonus for overtime. Of course, it is better to learn new knowledge and skills while doing projects.

It is not surprising that different roles in the team have different goals and expectations for the project because of their different positions and perspectives. A good project manager is good at capturing different mentalities among members, understanding their needs and helping them set the same goals. Strive for a position, so that the team's efforts form a joint force.

Of course, there may be some problems in the specific implementation. For example, the issue of employee stock ownership is originally a problem that binds the interests of employees and the interests of the company, but it may go out of shape in operation. A is the R&D manager of a high-tech enterprise, and his company implements the employee stock ownership system. He said: Employee stock ownership in China is not attractive at all, so it is impossible to go public. There is no difference between the stocks in our hands and rubbish. If the boss engages in employee stock ownership, these key employees can't be caught.

The project supervisor may not have the right to distribute employees' shares, but he can plan a good development prospect and personal development plan for employees and coordinate it with the project objectives.

working environment

If the project lacks a positive, enterprising, United and upward working atmosphere, it will be difficult for the project members to unite and everyone will blame each other, and the project will not succeed.

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. There are often some people in enterprises who are jealous of other people's achievements and excellent performance and try their best to destroy and suppress them every day. If it is not removed, over time, only a group of crabs will remain in the organization that contain each other and are unproductive.

The unrepentant crabs in the project team should be cleared out as soon as possible. For the company, the history may be relatively short, and the mature corporate culture and entrepreneurial spirit have not yet formed, resulting in a bad atmosphere in the big environment. However, within the project team, through the concerted efforts of everyone in Qi Xin, we can create a positive, enterprising, United and upward working atmosphere.

In order to create this kind of atmosphere, the project supervisor needs to make these efforts: the rewards and punishments are clear, fair and just, those who have made outstanding achievements in their work must be given both spiritual and material harvest, and those who have not contributed to their work should be punished accordingly; Let each member bear some pressure. The project manager should not be a typical example of "all the hardships and all the tiredness are borne by me". The more relaxed the project manager is, the better the management will be. In the discussion of academic issues, we should be democratic and equal, not top students, nor centralized, so as to fully mobilize the enthusiasm of every member. In life, the project supervisor needs to care more about the members of the project team so that everyone can feel the warmth of the team.

Good communication

Because of the difference of everyone's knowledge structure and ability, there is probably a corresponding deviation in understanding the same problem, so good communication skills are the golden key to solving complex problems.