Several stages of team building

First, form the core strength of the team.

Managers with enough cohesion turn their management attention to themselves, constantly standardize themselves, improve themselves, surpass themselves, set an example, establish prestige and stress affinity. It is not so much that a team can unite around a "leader" as to gather under the authority of a certain personality charm. They are all team planners, commanding marshals and leaders in action, and they are all using their Excellence to achieve the perfection of the team. The establishment of an efficient team depends on whether it has a cohesive manager. To carry out modern production and operation management, we must have modern management consciousness, overcome the management concept of small enterprises, manage skillfully and effectively, straighten out all aspects of relations and win the support of superiors and subordinates. "Understanding" and "trust" are the cohesive charm of today's managers.

1, fully understand the advantages and disadvantages of employees.

For today's managers, the key step is to analyze the work from the perspective of resource responsibility. What resources did the company entrust me with? Always be clear about your management scope and authority. Most of the current management is responsible for people, which means that managers must have time to manage these employees well. Thinking from the perspective of managing available time can help managers make necessary decisions when necessary. What tasks can be postponed or cancelled in order to keep the progress of the department? Taking time as a resource can help managers to respond to problems and take necessary remedial measures. If managers want to manage employees effectively, they must first know what they can do and what their abilities are, that is, they must understand their strengths and weaknesses, so as to foster strengths and avoid weaknesses.

Step 2 choose different people

Different people have different talents, knowledge and personalities, and cooperation can complement each other and produce amazing power. As a manager, it is not enough to rely solely on personal advantages to deal with all external difficulties. Only by combining different talents can we play a greater role and produce greater economic benefits as the driving force.

3. Make effective employment decisions.

There are several important steps to realize effective personnel promotion and staffing policies:

(1), carefully consider the core issue of appointment.

Before making an appointment, it is necessary to make clear the reason and purpose of the appointment, and then it is the problem of finding the right person. When faced with the task of selecting the head of a new department, the manager in charge of this work must first make clear the core of this appointment: Is it because the current manager has personal problems that he hires and trains a new manager? Management problem, or increasing market demand, managers should open up new markets? According to these different appointment goals, different types of people are needed. Occupation should be objective, and position should be determined according to tasks, not by individuals. If "it varies from person to person", any change of "position" in the organization will cause a series of chain reactions, and the positions in the organization are interrelated and will affect the whole body. We can't let everyone in the whole organization be implicated in order to insert a "position" for someone. As a result of setting things up for different people, it is inevitable that everyone will be "incompetent", that is, a feud gang will be formed. As the manager of today's studio management system, all colleagues and subordinates who are most directly involved in management are treated equally. When promoting talents, capable people should be the first, not relying on their own likes and dislikes. Therefore, we should focus on the performance of the people being used, rather than whether the people being used are willing to obey their own wishes.

(2) Initially set a certain number of candidates.

There are few formally qualified candidates. If there are not a certain number of qualified candidates, the scope of choice will be small and it will be difficult to determine the right candidate. In order to make effective decisions, managers should pay attention to at least 3-5 qualified candidates.

(3) The starting point is to discover the strengths of candidates.

In real life, there are two common ways of employing people. One is to ask people's strengths and use them wisely. One is to attach importance to people's shortcomings and seek perfection by employing people. The former can make the organization achieve performance, while the latter is easy to weaken the team.

4. Ensure that the appointee understands the position.

In the new post, the appointee should focus on the higher requirements of the post. Let the appointee know what he wants to do, and clarify the management scope and authority of the appointee. And the management mode and management plan should be written in writing. If you don't take this step, don't complain about the poor performance of the person you appointed; You should blame yourself, because you didn't fulfill your responsibility as a manager. In short, as a cohesive manager, we must constantly standardize ourselves, improve ourselves and enhance our management ability. Only in this way can we have the core strength of the team.

Second, establish a reasonable distribution system.

In the process of talent flow, economic factors and the promotion of authority always occupy a large proportion, but overemphasizing this point will easily lead to misleading and artificial internal contradictions, which will lead to the disintegration of the team and the end of the game. In fact, managers with enough cohesion will make team members clear; There is no common goal, no common cause, no common goal, no unity of different ideals. Managers unify the values of employees and the core values of enterprises through feasible management, and the established assessment system is based on the principle of "people are in the right position and people are doing their due duties" and the concept of equality, cooperation and tacit understanding of the team. In the current enterprise operation process, in order to succeed among competitors, it is necessary to form a combat team. What is the greatest secret of the success of Bill Gates, the richest man in the world? The answer is: Microsoft has successful teams. Microsoft is a well-managed company composed of smart people. Gates proudly invited the smartest people he could find. 1992 He said: The striking feature of Microsoft and other companies is the depth of think tanks. Call them propeller brains, digital brains, gear turning brains or workaholics, brain maniacs or Microsoft maniacs. Gates repeatedly said: "Dig away our top 20 talents, then I tell you that Microsoft will become an insignificant company." Microsoft's success depends on outstanding figures and Bill Gates' reasonable management system. From the managers of Microsoft and other successful companies, we can sum up the following experiences:

1, clear and reasonable business objectives

Goals are an important basis for bringing employees together. Only when we have a clear understanding of our goals can we form a strong organization and team together, and can we inspire employees' fighting spirit of unity and forge ahead.

2. Enhance the influence of managers themselves.

The manager is the core of the organization. An attractive and prestigious manager will naturally unite all employees around him. On the contrary, people will be distracted, let alone team spirit. Managers are endowed with certain powers because of their status and responsibilities, but it is not cohesive to give orders only with power and oppress people with power. More importantly, with its prestige and influence convincing, it will form a charm and attraction. This prestige: first, it depends on the personality, morality and ideological cultivation of managers; Second, it depends on the knowledge, experience, courage, talent and ability of managers; Third, it depends on whether managers are promoted to the law, take the lead in setting an example, set an example, and can devote themselves wholeheartedly to their careers; Fourth, it depends on whether managers can treat people fairly, share weal and woe with employees, help each other in the same boat and so on.

3. Establish a systematic and scientific management system.

Establishing a scientific system suitable for personnel management and institutionalizing, standardizing and sequencing management work and human behavior are important guarantees for the coordinated, orderly and efficient operation of team management. Without effective systems and norms, there will be disorder and confusion, and there will be no orderly, disciplined and cohesive team.

4. Good communication and coordination

Communication is mainly through the exchange of information and ideas to achieve consistency in understanding, and coordination is to achieve consistency in action, both of which are necessary conditions for forming a team. It is common for people to disagree, and it is also common for people to misunderstand, suspect and even turn against each other. Therefore, communication should be continuous.

5, strengthen incentives, and form the same body of interests.

This involves wages, rewards, welfare benefits, promotion and other aspects, that is, through the establishment of an effective material incentive system, a kind of enterprise fate is closely related to honor and disgrace.

6. Guide all employees to participate in management.

Every employee is a member of a team organization. If they can worry as much as managers, always care about the company's growth, think about problems wholeheartedly, make efforts wholeheartedly, and coordinate the management of the objectives of subject and object, our enterprise will certainly become an excellent team. The form of full participation in management attracts employees to directly participate in various management activities, so that all employees can not only contribute to labor, but also contribute wisdom, directly make suggestions for the development of enterprises and form a stronger centripetal force.

7. Develop human potential and promote the growth of each member.

Managers must consider how to make employees and enterprises grow, how to help them plan their life path, give full play to their talents, develop everyone's potential, let them know their life goals and significance, guide them to create brilliance and realize their life value. When everyone's growth is closely linked to the company's destiny, and everyone can create their own brilliant life from the company's career development process, the team will be indestructible and the team spirit will be fully exerted. Therefore, we must carefully study the talents, expertise, potential and ambition of each employee, help them plan and design their life path, give full play to their strengths, give full play to their talents, and at the same time make active efforts to continuously improve the quality of employees and develop their potential abilities.