Stimulating employees' team consciousness is to continuously enhance the cohesion and combat effectiveness of enterprises and make employees have a sense of belonging to the company. Let every employee clearly realize that everyone is an indispensable member of the team. And can consciously work hard for the team's goals.
Cohesion is very important for a team, but how to enhance team cohesion is particularly important. I hope I can work hard for the enterprise and myself in the future!
Question 2: How to make your team more cohesive? Kangtai's trees come from Maolin. The tree comes from Maolin, and the wind will bend it. A healthy and tall tree must have grown out of the dense forest. If this tree leaves this forest, it will break its branches and leaves when the wind blows. In today's society, no one can be independent. Enterprise competition is not individual competition, but team competition. However, in an organization, it is difficult for people to achieve organizational goals efficiently because of the inconsistency of mentality, concept and ability. As the saying goes, a lot of work is progressing slowly. Leaders and managers often don't know whether employees can do it or not because of lack of resources, so it is difficult for employees to unite and achieve organizational goals efficiently.
Any successful enterprise has a cohesive team, so how to build a cohesive team is the dream of many entrepreneurs. What kind of team is a cohesive team? First of all, we must be able to operate freely, and whether the leaders are all the same; Secondly, I can make my own decisions, and I don't need to ask the leaders for instructions. Thirdly, there is innovation and learning ability; There is also the ability to constantly adjust their state to adapt to development.
Setting up a long-term plan for each employee will make employees feel that the company has his future in mind and is willing to help him grow and develop. Long-term planning is like a beacon, guiding the direction of employees.
Let every employee fully understand the goal of each task, clarify the importance of the goal, and let all members have a sense of identity and accomplishment.
Assign responsibilities and tasks to each employee. In this way, there will be no separation of powers and responsibilities, some things are wrangling, and some things are left unattended.
Encourage employees to make suggestions for achieving team goals and give full play to the enthusiasm of each employee. Employees are closest to customers and actual operations, and can put forward many practical and good suggestions.
Encourage employees to discuss with each other and listen to the opinions of others. Everyone gathers firewood, so if you want to finish the task faster and better, you must give full play to the creativity of the whole team and combine everyone's opinions to sum up the most suitable method.
To establish a culture of mutual trust and care among team members, it is difficult for Qi Xin and Qi Xin to work together to complete the task if there are bad feelings among team members.
You should fully authorize and supervise, and don't be afraid that your subordinates will do something wrong and ask you for advice on everything. Such a team will never grow up. Only with full authorization and proper supervision can the team thrive and remain independent.
It is necessary to establish a good corporate culture to strengthen the cohesion of the team.
The credit should be shared from the bottom employees and the responsibility should be borne by the top leaders.
Always encourage employees to cheer them up.
Question 3: How to build team cohesion 1. Institutionalization, clear rewards and punishments. When everyone knows the rules of the game and has the same goal, it is easier to unite everyone. Remember not to suffer from poverty and inequality. 2. Differentiated application. No one can do all the work. Some people like to be steady and careful, while others like to challenge novelty. They should arrange their work according to their own characteristics. Don't ask your subordinates to do what they can't do. He did it right away, and he wants to continue. What is cohesion? 3. Idealization, people are great because of dreams, give your team a dream. A country, a group, a group and a unit must be really strong, which is supported by ideological and cultural forces. Looking back on their growth and success, some successful entrepreneurs in the business world mostly say that they paid attention to economic benefits at first, then to various interpersonal relationships, and finally to culture.
Question 4: Ways to improve team cohesion. If a team wants to develop, it must have team spirit and team cohesion. This spirit of top-down, unity of purpose and concerted efforts is called team spirit. Team leaders should have a clear consciousness, help their subordinates to complete their growth at all stages after starting, let them know about the company's products, sales skills and marketing programs, set goals, improve their learning ability, create an environment, and let the team develop healthily in a warm atmosphere. Therefore, it is very important to strengthen team building.
1, understanding the team
◇ Organizational structure of the team
Team members come from different industries, and everyone's requirements, motivations and backgrounds are different, which is essentially different from traditional industries. The leadership position of this loose team is achieved by the strength and joint efforts of the team. Therefore, the position is determined by the market, and there is no limit. You won't just be a salesman instead of a leader because you are late. An excellent leader can cultivate more excellent teams. The emergence of an excellent team is not to lose but to gain more, and the career development is booming, forming a virtuous circle.
Team leadership style
Due to the loose team and the lack of strong organizational constraints, leaders are determined to be non-authoritative, which is essentially different from the authoritative leaders in traditional industries.
◇ Organizational objectives of the team
In traditional industries, organizational goals are collective goals, and the realization of individual goals is not advocated. The organizational goals of the team are achieved through the realization of all personal goals. Most team members are the most affected groups in social change. Everyone has a strong desire to change, gain and succeed. Therefore, leaders should take care of the overall situation of the team. Only when everyone's goals are achieved can the team goals be achieved.
2. Team is a special enterprise.
The sales team is a super-enterprise entity, and in a sense, it can also be regarded as an enterprise, which is equivalent to the sales department of the company. However, this kind of enterprise is essentially different from the traditional enterprise with management as the center and system as the criterion, and cannot fundamentally solve the relationship between employment, management and obedience, and system and freedom. Sales team, a special enterprise, has solved these contradictions well with its unique characteristics. The characteristics of this special enterprise are:
◇ Without a boss, everyone is the master of his own business, and everyone is a collaborator with the same concept of * * * *;
There are no managers, only leaders, and leaders are experienced team leaders;
There are no mandatory rules and regulations, but they follow the recognized organizational culture and consciously regulate their behavior.
The above characteristics make every dealer have an independent personality in this special enterprise and truly become an entrepreneur with modern characteristics, that is, independent operation, self-financing, self-development and self-restraint. The overall benefits and cohesion it brings are beyond the reach of traditional enterprises.
3, team building methods and skills
Team building is the fundamental guarantee of career development, and team operation is the summary of long-term practical experience of people in the industry. So far, no one has succeeded outside the team. The development of the team depends on the construction of the team. Team building should be carried out from the following aspects:
Form a core layer
The focus of team building is to cultivate the core members of the team. As the saying goes, a hero has three gangs, and the leader is the builder of the team. We should form the core layer of the team by forming a think tank or an executive team, give full play to the role of the core members, and turn the team's goals into action plans, so that the team's performance can grow rapidly. The core members of the team should have the basic qualities and abilities of leaders, not only know the planning of team development, but also participate in the formulation and implementation of team goals, so that team members can understand the direction of team development and keep consistent with the direction of team development in action. We are all one heart, connecting the preceding with the following, thinking together and working hard together.
Set team goals.
Team goals come from the development direction of the company and the common pursuit of team members. It is the direction and motivation of all members' struggle, and it is also the banner that inspires all members to cooperate sincerely. When making team goals, core members need to be clear about the current actual situation of the team, such as: What stage is the team in? Formation stage, rising stage or stable stage? What are the shortcomings of team members, what help they need and what is their fighting spirit? Wait a minute. When setting goals, we should follow the SMART principles of goals: S- clarity, M- measurability, A- acceptability, R- practicality and T- timeliness.
◇......& gt& gt
Question 5: How to improve the cohesion of the company team? Among the core competitiveness resources of enterprises, human resources are an important factor and one of the basic driving forces of the core competitiveness of enterprises. How to effectively allocate human resources and maximize the advantages of human resources has become a topic of concern to enterprises. With the arrival of the rational marketing era in the 2 1 century, the days when individual heroes can no longer play the leading role alone and dominate the situation by their own strength are gone forever. Team, a marketing fashion term, has been deeply studied by more and more enterprises. Team management is being introduced into the new field of enterprise human resource management. The reason why a fist hurts more than a finger or a slap is because when the fist is clenched, the strength of the whole hand is condensed in the heart of the fist, which is more powerful! If an army can attack the city and plunder the land in hundreds of battles, its greatest feature should be human harmony. In the field of marketing, an excellent economic team is the same, and its strong cohesion has become a magic weapon for them to achieve their dreams and create brilliance. Then, from the perspective of enterprises, how can we gather the scattered forces in the team, that is, how to improve the cohesion of the team? In my opinion, it should be discussed from the following aspects: first, plan a long-term vision for the employees of the enterprise. Corporate vision is the development and future of enterprises, the fundamental goal of enterprise behavior and the basic source of employees' confidence. Seeing the lights in the distance, the road under your feet began to be solid. When the fleet goes out to sea, without targeted navigation, all ships will lose their way and wander around. The so-called Tao is different, no common goal, no common goal, different expectations, no cohesion. Enterprises should rely on cultural construction to unify the values of employees and the core values of enterprises to ensure that the enthusiasm of employees is activated. Only in this way can employees truly realize their own future, unite as one and go all out to fight for the future of the enterprise! Second, running a business is like running a country. Sages prosper, but masters fail. The team has its core strength, and that is leadership. Tiger father nothing, a strong general and a good soldier, an excellent leader can form a perfect team. The leader is the pioneer of the team, the strategist of planning and the marshal of command. Everything a leader says and even a smile may have an impact on the team. Being a person in advance is not so much that a team can unite around a leader as a team gathered under a certain personality charm. As a team leader, in the process of team management, it is particularly important to pay attention to yourself first, constantly standardize, improve and surpass yourself, set an example, establish prestige and stress affinity. Third, create a sustainable environment for employees. While pursuing their own sustainable development, enterprises should also give consideration to the sustainable development of employees. The famous Maslow theory divides human needs into three levels: survival needs, relationship needs and growth needs. In order to control the loss of team strength, this requires enterprises to provide employees with a perfect incentive training mechanism, create a good learning and promotion atmosphere, and help employees achieve self-growth and value pursuit. Enterprise training should be linked with enterprise culture, pay attention to nuances, integrate into life, develop from being a person to doing things, from theory to practice, and develop from all angles to cultivate employees' sense of belonging and mission. The all-round growth of employees will also provide a strong follow-up power for the development of enterprises and push the modern management of enterprises into a virtuous circle. Fourth, deepen the internal division of labor and identify external strong enemies. Many enterprises overemphasize the promotion of authority to stimulate employees' self-motivation and catalyze their enthusiasm. However, if you are not careful, you will be misled, artificially creating internal contradictions and being unable to communicate and reconcile. They either reluctantly give up what they have given up, or sit back and watch the contradictions intensify. As a result, the team collapsed and the company cleaned up the embarrassing mess. It can be said that deliberate efforts fell short. In fact, rational enterprise guidance must make employees clear: real competition comes from the outside, and employees should strengthen their sense of crisis-if the enterprise itself does not develop steadily, it will not be able to meet employees' expectations; Only when the team works together and strives for the achievements of the enterprise can there be personal space. At the same time, enterprises should establish a fair and reasonable assessment system, fully evaluate employees' strengths and weaknesses, accurately divide their work, take everyone's interests as the principle, take equal cooperation as the concept, win people's hearts and build a tacit team. Fifth, keep the team clean. The most terrible thing about a tumor is its endless spread. We often see that some handsome teams have become cross-eyed and unrecognizable because of the existence of a few restless members. We call it "team garbage phenomenon". No team can guarantee to always choose only those with both ability and political integrity, which is "garbage" >>
Question 6: How to improve team cohesion? If a team wants to develop, it must have team spirit and team cohesion. This spirit of top-down, unity of purpose and concerted efforts is called team spirit. Team leaders should have a clear consciousness, help their subordinates to complete their growth at all stages after starting, let them know about the company's products, sales skills and marketing programs, set goals, improve their learning ability, create an environment, and let the team develop healthily in a warm atmosphere. Therefore, it is very important to strengthen team building. 1, understand the organizational structure of the team ◇ Team members come from different industries, and everyone has different requirements, motivations and backgrounds, which are essentially different from traditional industries. The leadership position of this loose team is achieved by the strength and joint efforts of the team. Therefore, the position is determined by the market, and there is no limit. You won't just be a salesman instead of a leader because you are late. An excellent leader can cultivate more excellent teams. The emergence of an excellent team is not to lose but to gain more, and the career development is booming, forming a virtuous circle. The leadership style of the team is characterized by loose team and lack of strong organizational constraints, which determines that the leader belongs to non-power type, which is essentially different from the power-based leadership in traditional industries. The organizational goal of the team is in the traditional industry. The organizational goal is a collective goal and does not advocate the realization of individual goals. The organizational goals of the team are achieved through the realization of all personal goals. Most team members are the most affected groups in social change. Everyone has a strong desire to change, gain and succeed. Therefore, leaders should take care of the overall situation of the team. Only when everyone's goals are achieved can the team goals be achieved. 2, the team is a special enterprise sales team is a super enterprise entity, in a sense, can also be regarded as an enterprise, equivalent to the company's sales department. However, this kind of enterprise is essentially different from the traditional enterprise with management as the center and system as the criterion, and cannot fundamentally solve the relationship between employment, management and obedience, and system and freedom. Sales team, a special enterprise, has solved these contradictions well with its unique characteristics. The characteristics of this special enterprise are: without a boss, everyone is the owner of his own enterprise, and everyone is together as a collaborator with the same idea; There are no managers, only leaders, and leaders are experienced team leaders; There are no mandatory rules and regulations, but they follow the recognized organizational culture and consciously regulate their behavior. The above characteristics make every dealer have an independent personality in this special enterprise and truly become an entrepreneur with modern characteristics, that is, independent operation, self-financing, self-development and self-restraint. The overall benefits and cohesion it brings are beyond the reach of traditional enterprises. 3. Team building methods and skills Team building is the fundamental guarantee for career development, and team operation is a long-term experience summary of the industry. So far, no one is a successful person outside the team. The development of the team depends on the construction of the team. Team building should be carried out from the following aspects: The key point of core team building is to train the core members of the team. As the saying goes, a hero has three gangs, and the leader is the builder of the team. We should form the core layer of the team by forming a think tank or an executive team, give full play to the role of the core members, and turn the team's goals into action plans, so that the team's performance can grow rapidly. The core members of the team should have the basic qualities and abilities of leaders, not only know the planning of team development, but also participate in the formulation and implementation of team goals, so that team members can understand the direction of team development and keep consistent with the direction of team development in action. We are all one heart, connecting the preceding with the following, thinking together and working hard together. ◇ Setting team goals Team goals come from the development direction of the company and the * * * pursuit of team members. It is the direction and motivation of all members' struggle, and it is also the banner that inspires all members to cooperate sincerely. When making team goals, core members need to be clear about the current actual situation of the team, such as: What stage is the team in? Formation stage, rising stage or stable stage? What are the shortcomings of team members, what help they need and what is their fighting spirit? Wait a minute. When setting goals, we should follow the SMART principles of goals: S- clarity, M- measurability, A- acceptability, R- practicality and T- timeliness. ◇ Training team elites Training elites is a very important link in team building. Establishing a well-trained sales team can bring great benefits to the team. > & gt
Question 7: How to correctly lead the team to improve cohesion? 1. Actively maintain good communication with team members. Actively communicate with team members, understand the working and living conditions of team members, understand their reasonable needs in detail and try their best to meet them, so as to create a good and harmonious communication atmosphere. Our managers often lack the initiative to communicate with team members and have deviations in understanding. They always think that employees should take the initiative to respond to their own problems without taking the initiative to communicate. In fact, as a manager, if you spend a little time actively communicating with employees every day, you will often find many problems solved in communication, and the team is always in a high fighting atmosphere.
2. Respect team members and fully trust them. As managers, we should give our team members full trust. Without trust, we can't do our work well.
Some of our managers believe in the so-called method of employing people, and the suspicious should use it. We don't criticize anything here. In fact, we sometimes seem to have a reasonable composition from the appearance. In fact, only managers know the bitter fruit. The premise of employing people is to choose the right person and choose the right person! The principle of "employing people with doubts, employing people with doubts" can only show that our managers lack the vision and ability to identify talents and give themselves a reason to be eliminated.
3. Constantly encourage team members, do not compete with members for power and gain, and give full authorization. The uniqueness of marketing team lies in that team members have to bear the pressure of clearer performance indicators of enterprises. We often find that so-called "old slick" will appear in the marketing team. As the leader of the marketing team, we should constantly encourage team members, tap their potential and inspire their fighting spirit. In the face of the struggle for profit, we must remember not to compete with employees for profit, otherwise the team will eventually lose the hearts of the people and will not be willing to work with such an unbearable leader. Secondly, in order to fully empower employees, you need to have enough knowledge and understanding of each member's ability and business skills, and give the team members moderate independent working space, thus mobilizing the initiative and enthusiasm of the team.
4. Let the team members feel the joy of growth. In a marketing team, it is necessary for team members to truly experience their own growth, and in the process of growth, they can realize the uniqueness of their achievements, thus shaping the centripetal force and sense of belonging of team members, because if a person does not grow in an organization, there are generally only two choices: one is to muddle along and eventually get out; First, I felt that my needs could not be met, and finally I chose to leave. It is suggested that our managers learn Maslow's hierarchy of needs theory in this respect.
Question 8: What can I do to make my team cohesive? Engaging in activities is not called cohesion, and people-oriented management cannot be regarded as cohesion. In order to build cohesion, the first key point is to change the way senior managers (especially bosses) look at employees.
After in-depth analysis, it is not difficult to find that cohesion is actually a kind of human heart transaction, but the two sides of the transaction are no longer bosses and employees, and the main body of the transaction has become enterprises and employees. The boss is just a pure receptionist in this transaction. In order to achieve a win-win situation, it is necessary for both sides to "heart to heart and heart to heart", rather than looking at the problem from their own interests, which requires looking at the development of the enterprise as a whole.
Therefore, the best way to solve the problem of people's heart-to-heart communication is to treat employees sincerely and kindly. Besides paying attention to their material interests, we should give them spiritual affirmation, encourage them, guide them, let them have a stage to perform, become the protagonists of the enterprise, feel respect and trust, treat them as a person, treat them with a good eye instead of a bad one, and treat the enterprise with a way of respecting humanity. Only in this way, they feel the warmth of the enterprise, feel the care and love of the enterprise for them, and they will return the favor, be willing to pay for the enterprise and follow the enterprise. This is the essence of cohesion and needs a love.
Tracing back to the source, cohesion is about the control of employees and teams, and control is about the control of things and employees' work behavior. One is to people, the other is to things, the other is to control the integration of people's hearts, and the other is to control the mechanism construction.
Question 9: How to improve the cohesion of the team, how to stimulate the enthusiasm of employees, enhance the cohesion of employees, and play the role of host are the problems faced by the company.
Here, in view of the characteristics and present situation of employees in our company, we should take corresponding measures to enhance the cohesion of employees under the conditions of market economy. I make the following suggestions:
First, create a relaxed and harmonious environment.
"In the past, Meng Mu chose its neighbors" and "those close to Zhu Zhechi and those close to Mexico are all black". These words are not explaining to people the important influence of "environment" on people! A harmonious environment can make people maintain a positive and happy attitude, and then maximize their moving * * * and intelligence. As an enterprise, creating a good environment is not conducive to ensuring employees' efficient and safe work and happy life, and is not conducive to promoting employees' physical and mental health. Therefore, it is most important to improve the cohesion of employees and create a comfortable, relaxed and harmonious environment.
1, create a good place to work and live.
Creating a clean and spacious production workshop can make the work orderly, efficient and relaxed; A beautiful and comfortable office can make employees feel comfortable and full of pride. Beautiful and convenient accommodation environment and supporting facilities will make employees' lives full of fun, get good rest and entertainment, and ensure their vitality. No one wants to face the dirty, chaotic and poor working and living environment, so 7S management activities are implemented.
2. Implement employee suggestion and participation system.
The success of enterprises depends more and more on the creativity of employees. Most employees dare to think and act, and often have many bold and creative ideas. Therefore, it is very effective to establish employee suggestion system. When employees' suggestions are taken seriously, they can be greatly satisfied, thus improving employees' enthusiasm and job satisfaction.
3. Actively promote the democratic management system of factory affairs.
Actively promoting the openness of factory affairs and democratic supervision and management is the only way for enterprises to survive and develop. Employees should know important things about the enterprise. Through holding meetings, factory affairs meetings and blackboard newspapers and other media, the important situation of the factory is reported in various forms, comprehensively and timely. Effective democratic supervision can not only effectively promote the improvement of managers' awareness of honesty and self-discipline, but also stimulate the enthusiasm of employees that "everyone is responsible for the rise and fall of enterprises", enhance their sense of responsibility and unite people.
4. Be fair and reasonable.
The so-called fairness means doing things reasonably and impartially, treating each other as fairly and equally as possible, making subordinates feel fair and encouraging employees to be proactive. At the same time, strengthen emotional management, improve affinity, extend the tentacles of management to the private sector, and enhance cohesion through interpersonal communication.
5. Enrich cultural life and cultivate employees' sentiment.
Carrying out colorful cultural and recreational activities is an indispensable content to enliven the spiritual life of employees.
Second, create good development opportunities.
Loving learning and pursuing personal development and success are the innate characteristics and advantages of every employee. Excellent talents are the source and motivation of enterprise development. Efforts to provide and create good personal development opportunities for employees can not only improve their professional level and quality, but also promote the development and innovation of enterprises, satisfy their sense of accomplishment and further strengthen their confidence and determination to contribute to enterprises.
1, make employee training plan.
To provide opportunities for personal development, we must first make a complete employee training plan. However, in the re-enterprise, employee training is always a dilemma for management: with less investment, the level of employees will not improve quickly; If the investment is too large, once the brain drain, it will not be worth the loss. Therefore, enterprise managers should respond with the attitude of fully trusting employees, overcome difficulties and cultivate talents at all costs. I admire what the founder of Hewlett-Packard Company said, "We are never particularly worried about this, because it is better for you to have technicians that others want than for you to have technicians that others don't want." It is not enough to understand its importance. The key is to work out a detailed employee training plan according to the company's own situation, and then ensure its implementation in terms of manpower and material resources.
2. Create a harmonious learning atmosphere
It is not enough to have a training plan for employees, and it is not enough to have a learning atmosphere without a training plan. The two are closely combined and can complement each other. Kong Ziyun: If you don't learn as soon as possible, you are afraid of losing. Learning shows its sense of urgency today, which requires enterprise managers to attach great importance to learning and provide all possible conditions and convenience for learning.
3. Know people and make good use of talents.
Provide good development opportunities for employees and let them learn. They can not learn enough, but also know how to make good use of people and create opportunities for employees to show themselves. The core of modern enterprise management is to choose the right person and do good deeds. To this end, the administrator ... >>
Question 10: How to make the team have love and make the team more cohesive? The elements of a high-performance team generally include two levels:
1. Good relationship among individuals, teams and enterprises;
This is related to what is usually called corporate culture, but not all of it. To put it bluntly, we want to have a high-performance team, that is, we need personal comfort, team attention and enterprise peace of mind, which can be interpreted as the following three points:
First of all, team members are United with the enterprise, United with the team and willing to work hard for the cause. This depends on the treatment, attitude and task arrangement skills of the team and the enterprise;
Secondly, the team cares, loves and relies on employees to keep pace with the enterprise and other teams. It depends on:
1, the team's attitude towards employees and the ability of target task decomposition management;
2. The degree of coordination between the team and other teams. This is a compulsory course for excellent team managers and management decision makers, and many cases of inefficiency or liability accidents are related to it;
3. The management level of the enterprise to the team, including team building, growth and training, responsibility and rights formulation, project planning and assessment level;
Third, in addition to the "external strength" such as the enterprise's ability to explore the market and profit level, how to treat employees, how to treat teams and how to manage projects is particularly important. These include:
1, the so-called "external work" depends on the ability of enterprise decision makers to observe the market and control opportunities, and is also the source of hope for teams and employees;
2. The so-called "internal strength" depends on the treatment, attitude, system and working methods of the decision-making management for employees and teams. This, like project formulation and evaluation, is also a compulsory course for excellent decision-making managers.
Second, good task management.
First of all, let's talk about target task management. This can refer to the clever principle of the famous management master Drucker, and it is detailed in Baidu. There is a lot of information. Let's briefly discuss it here, hoping to help you: