Liu wrote in "My Business Model": At the beginning of starting a business, what bothered me the most was actually to cultivate a team. This is the most time I spend, and it can be said that it is the most important thing in my heart. I owe my success to our team.

For campus entrepreneurs, team internal management is also a very important thing. But many campus makers don't know how to manage their own teams. Today, I will share with you the team management experience of an excellent webmaster on zero campus. In fact, when the webmaster first started to do take-out and express delivery, the team members were not so well managed, which led to poor operation and were ready to close down. Finally, they found the problem and did it so well!

I. Criteria for selecting and employing people for team building:

① Core members

As we all know, a company has shareholders, and these shareholders are the core figures in the team. The same is true for campus teams, which must have internal core members, and the selection of these core members must not be sloppy.

Criteria for selecting and employing people:

1, do more than say. First, don't talk to people who are very good and can only talk big. Second, down-to-earth work is the basis of joining the team;

2. Ability is also a major factor. It is best to choose cadres from departments and associations, regardless of other resources, that is, people will have more contacts than others.

Distribution of benefits:

It is suggested that the core members adopt the shareholding system. In this way, the enthusiasm of the team members will be very high, and everyone will take this as their own business.

② Other members

The selection of other personnel can be entrusted to the person in charge of this part, but it must not be done. Those who are not satisfied can continue to recruit. This kind of personnel directly adopts the salary system, which is settled by the campus webmaster himself on a weekly or monthly basis.

Second, build team cohesion.

Team cohesion is a necessary condition to maintain the existence of the team and plays an important role in bringing the team's potential into play. If a team loses its cohesion, it will not be able to complete the tasks entrusted by the organization, and it will also lose its conditions for existence. So how should we enhance the cohesion of the team?

1. Understand team members and make partners equal.

As a leader of a team, you should know every member of your team and try to blend in with them so that all partners are equal. Don't use a commanding tone to your team members. If you want him to do something, you can politely say that if your team members do something wrong, don't criticize in front of everyone. He is also very proud.

2. Keep in touch with team members frequently, and it is best to build a team once a month.

Always communicate with your own members and think of them from their point of view. The team spends one day or half a day every month going out to play, relaxing, communicating with members and enhancing feelings!

3. Give clear instructions to team members, and don't be vague.

Team members hate these two kinds of leaders most: one is unclear prior authorization. If subordinates don't do it, they will blame you for "not pushing"; If you do this, you will be criticized for acting without authorization. The other is to ask you to do something, without a clear request, "it's up to you." It is wrong and bad to blame afterwards.

4. Team members must have feedback on their work performance, and can't turn a blind eye.

When receiving compliments from customers or project stakeholders on team members, excellent members should be praised in public, even simple compliments are necessary. When the milestone progress of the project is completed, it is advisable to hold a party to thank the team members for their cooperation and commend the members who have made outstanding achievements.

A person, out of the team, his strength is limited, even if it is infinite. However, a team can radiate infinite power.