How to promote a positive team atmosphere

How to promote a positive team atmosphere

How to promote a positive team atmosphere, team atmosphere and morale are very important to the operational efficiency of the team. Whether employees maintain a positive attitude and high morale determines whether an enterprise is creative and competitive. How to promote a positive team atmosphere?

How to promote a positive team atmosphere 1 1 As a manager, you should be honest with your partners. What is needed in the team is mutual trust. If people have doubts, how can the team unite? So we need to be honest with every colleague. We hope that a bowl of water is flat and we can't be partial to one colleague, which will only make more colleagues think that you are unfair. Besides, since you are honest, you can't cheat. We can't say one today, and you can say two tomorrow. What you say to yourself, you should keep your promise to the team members. So honesty is very important.

2. Give affirmation to excellent employees, and give benign guidance and encouragement to employees who make mistakes in their work. After the task of the superior comes down, all of us will be under pressure unless he is ready to leave the team. Therefore, we should give affirmation or material praise to employees who have performed well in their work, encourage employees who are struggling in their work and guide them how to do it. Everyone can learn, and everyone can get the care and guidance of the leaders. Can such a team be excellent?

As managers, we should do our own work first. Because if managers can't even do their own work well, how can they lead everyone and make others trust them? According to teacher Ayou's working experience, it is found that the usual performance of leaders plays a vital role in the performance of employees. For example, everyone is working hard and your leader is playing games, which will easily make your team members lose confidence in their work and inevitably lead to dissatisfaction. Therefore, as a team leader, managers should set an example.

It is very important for managers to control their emotions. Teacher Ayou is also lacking in treating his team, and may be too emotional. He is also angry with his colleagues for not working hard, and sometimes he speaks without thinking. But later, as managers, we should control our emotions. Every employee's mood is changeable, and the work is already very boring. If you give another emotional blow, it will only have a bad influence. If you don't control your emotions, it's not good for team building.

We should care about our partner's work and life. If one day you find that a partner is not in the mood at work, we can talk to him alone and care about what causes it, work, family or emotional problems. Of course, you may not give much help, but we should give her more care and understanding like bosom friends. If it is a problem at work, as we said earlier, we should give more encouragement and encourage his advantages. For the weak, we can train and strengthen them. That he felt that the gap with everyone would not be so big.

Hold some activities from time to time. Work is inevitably boring. We can hold some activities that are conducive to the development of the team, and we can also bring people closer together and let everyone know more about the team.

1, we can get together once a week and have a heart-to-heart chat.

We can perform a small program before going to work every day.

How to promote a positive team atmosphere 2 1, and deeply understand the needs of employees. People's actions are often carried out because of needs, and enterprises can only ask employees to act if they meet their needs. In order to promote the actions of employees and achieve what kind of effect, enterprise cadres must first understand what the relevant needs of employees are and to what extent they need to be met. Teacher Tan Xiaofang suggested that enterprise managers can understand employees' needs through usual communication, meetings, employee complaints, questionnaires and other forms. Only by deeply understanding the needs of subordinates can we effectively motivate them and fully mobilize their work enthusiasm. If the cadres of enterprises can take corresponding measures according to the individual needs of employees and meet the reasonable needs of employees, they can guide the behavior of employees towards the goals that enterprises need to achieve.

In this regard, Wal-Mart has done a good job. Wal-Mart is very concerned about employees, and almost all the cadres in the company use buttons engraved with the words "We care about employees". They call employees "partners" and pay attention to their opinions. Sam walton once said to the cadres: "The key is to go deep into the store and listen to what the partners have to say. Those brilliant ideas are all the brainchild of the shop assistants and the guys. "

2. Create a good working atmosphere. No one wants to work in such a working atmosphere: making mistakes at work and being blamed when making mistakes; Ask for instructions on major issues and minor issues; The office environment is a mess; Chatting, making personal phone calls, quarreling, not working, all around; Team members undermine each other and are irresponsible; Complex interpersonal relationships; The boss always keeps a straight face. Everyone is willing to work in such a working atmosphere: a relaxed, harmonious and free atmosphere; The office/site is clean and warm; Team members help each other and cooperate sincerely; Interpersonal relationship is simple and clear; Dare to try, will not be accused; Small progress and achievements have been recognized and appreciated by superiors and colleagues. Therefore, creating a good working atmosphere is one of the important tasks of our middle and grass-roots supervisors in daily management.

3. Recognition and praise. It is human nature to like being recognized and praised by others, and we should also give sincere recognition and praise to the slight progress of employees in time. When criticizing employees, we should also pay due attention to skills and not hurt employees' self-esteem. In general, criticism should be carried out in private as far as possible.

We in China are not used to praising others, and we bury our praise in our hearts. We always criticize others for "helping others grow". In fact, this idea is wrong. Praise can bring progress to others more than criticism. If "praise" is applied to enterprise management, it is what people often call "zero-cost incentive". As a leader, we must first understand the psychology of employees, and then learn to praise subordinates. It is not easy to do this.

There is a cleaner in a big company in South Korea, who may be neglected and looked down upon, but it is such a person who fought to the death with the thief when the company's safe was stolen one night. He was asked about his motives afterwards, and his answer was unexpected. He told everyone that the general manager of the company always praised him from time to time when he passed by: "The floor you swept is really clean." Such a simple sentence touched the employees and stepped forward at the critical moment.

4. Promote employee growth. It is the expectation of most employees to grow constantly at work. As a supervisor, it is our important job responsibility to help employees grow continuously. The interests of employees are central, but in fact they can complement each other. Caring for employees' interests can motivate employees, and high employee morale can reduce turnover rate and promote production efficiency. No problem is the biggest problem; Only by embracing growth can we shake hands successfully. An employee who does not refuse to grow will not waste enterprise resources and social wealth, and will not find a step for himself. But the courage to take responsibility, high degree of professionalism, strong execution, in the continuous growth of enterprises to contribute their own strength, to achieve their own value.

Specific measures, one is the remuneration package of enterprises. Although it can't consume too much labor costs, the basic industry salary competitiveness should be there. Enterprises should not regard human resources as a cost center, but as a value creation center to promote employees to actively improve productivity. The second is to strengthen employee training, which is a kind of welfare for employees, which can help employees improve their ability and contribute to career development. At the same time, training can enhance their sense of belonging and cohesion on the one hand, and improve their work skills on the other, both of which are effective ways to improve productivity; Third, in the reform of enterprise workflow and system, managers should reform the rigid bureaucratic administrative system, increase the flexibility of task objectives and assessment, and at the same time ensure efficiency, don't give employees too much pressure to lose confidence or reduce morale; Fourth, in shaping corporate culture, top managers should pay more attention to the life of employees and the development of informal organizations, and grass-roots managers should actively listen to the voices of employees, so that employees can feel valued, thus shaping the team spirit of the whole enterprise.

At the personal level, the final determinant of employee morale is the employee himself, and only he can be the master of his own morale. Morale determines behavior, behavior determines habits, and habits determine fate. So our own destiny depends on our own morale. Only when each of our employees always maintains a positive attitude and is the master of their own positive attitude can our employees' morale be higher and their lives be more brilliant!

How to promote a positive team atmosphere 3. System learning motivation theory. It's not difficult to learn, but it helps you. For example, Herzberg's two-factor theory: health care factor and incentive factor. If health factors are not satisfied, then team members will have opinions, and even if they are satisfied, they will not be happy; If the incentive factors are not satisfied, team members will not have opinions, but if they are satisfied, they will be very excited. Like a sense of accomplishment, performance appraisal, praise and commendation, they are all motivating factors; Welfare, salary and interpersonal relationship are health care factors. In addition, since you are a leading team, it is good to learn some leadership knowledge.

To drive a team, of course, we must first have strict rules and regulations and a harmonious atmosphere. That is to say, we should have certain authority, fully listen to other opinions, learn from the experience of other teams, and constantly use and give play to everyone's enthusiasm. So as to make a plan for a stage of work, including team life (including entertainment) and study. Problems in the implementation should be corrected in time. So as to inspire each team member's unity, friendship and enthusiasm for work and study!

I'm sure you also know the famous carrot and stick policy. The first suggestion upstairs is the carrot policy. The carrot given is not necessarily cash, but also a tie, a shirt, a pen and even a compliment; Although things are not very expensive, if you do this in front of everyone in the team, I believe the effect will be completely different. The stick is the strict rules and regulations that the second person said. Violation will of course be punished. As for the punishment, it's up to you. I'm talking about a general concept, because from the management point of view, it may not be practical for a company's successful plan to be acquired by another company. There is a saying, which is quite appropriate: some things can only be understood but not expressed. On the other hand, check yourself, are you worried about the decline of team work passion and bring this worry into the team you lead? Remember, you are a team leader, and your mood directly affects the mood of the team. PS: I suggest you look for videos of successful managers' lectures in Yu Shiwei, which will be of great help in the future.