2. Creating a high performance team
From the boss office, Liu Zhong hurriedly found Guan Yu, Zhang Fei, asking him to help it in the evening. Guan Yu said: "The management can, you are on me and the third brother. What can we help you?"
Liu Bei said: "My systematic thinking is not good, the writing ability is also very bad. You are familiar with" Zuo Spring Spring and Autumn ", and the text skill will be not bad. There is a three brothers, your words are well written, just can reveal one hand Beautiful tension calligraphy. As the saying goes: 'Three stinky scholars, the top of Zhuge Liang.' We should be able to do very well. "
Zhang Fei said: "You just go to Zhuge bright."
Liu Bei said: "I don't know where Zhuge Liang is? I can tell you, once I know Zhuge Liang's news, even if he hides in the hunger, I have to take him out. But tonight, we must complete this Report. I hope this report can put forward some constructive opinions on the management and development of the company. "
Just like writing a graduation papers in the same year, the brothers have been busy with a whole night, and finally a "five major to create a high performance team":
1. Creating a supportive human resource environment
In order to create a team of high performance, management should strive to create a supportive human resources environment, including: advocating more than a collective consideration, leaving enough time for everyone to exchange, and achieve granations for members Express confidence. These supportive practices help organizations have taken a necessary step to cooperate, because these steps have promoted more step-by-step coordination, trust and each other's appreciation. Managers need a good communication platform for this architecture.
It is worth explanation. Although in the company, Taoyuan three brothers have a gang suspicion, but our Taoyuan's three brothers "Don't ask for the same day with the same day, but the same year, the same day, the same day, the same day," is a typical spirit is a typical The reflection of the team spirit.
2. Pride of team members
Every member wants to have a glorious team, and a glorious team often has its own unique symbol. If such a flag is missing, or this sign is damaged, the employee will be unfosit. Many ignorant managers don't know that the pride of team members is the spiritual power of members is willing to dedicate for the team.
Therefore, from the creation of the company's image system, encourage departments, each project team creates a heroic subculture, will have a positive and far-reaching impact on the creativity of the team.
3. Let each member can match the character
Team members must have a competent ability to perform job responsibilities and be good at working with other team members. Only in this way, each member will clear its role, clearly in the work position of each functional process and the next step and the next process. Only in this way, every person entering the team can truly become a team member. If you do this, members can act quickly according to the needs of the conditions, do not need someone to order - in other words, team members can respond to their needs, take appropriate actions to complete team objectives .
For example, in a surgical team of the hospital, if there is no one on a part, there is a danger of performing your duties at the right time. The same reason, the company's service quality provided by the company will not guarantee due to a person's dereliction of duty.
Therefore, high-efficiency teams need to match the characters and require all people to go all out.
4. Set challenging team goals
The responsibility of the executive personnel is to motivate the entire team to work hard to the overall goal, rather than emphasizing individual workload. If you are doing well, a labor model may play a role in leading sheep; however, in different working conditions, this practice is likely to fight the team's cooperation.
The correct approach is to set a challenging goal for the team and encourage the team of teamwork for each member. When people realize that only all members have made this goal to achieve this goal, this goal will focus on employees, and some internal small contradictions are often invisible. At this point, if anyone is selfish, others will condemn him regardless of the overall situation. In this way, it can form a more closely united team. 5. Correct performance assessment
A fruitful performance evaluation system typically includes two evaluation forms: a timely assessment in formal assessment and daily management. The reason why the company has to perform performance assessment, first, it is hoped to judge whether they are competent, thus effectively guarantee the scientific nature of their matching, compensation, training, etc., which is the evaluation of performance evaluation; second It is hoped to use performance assessments to help employees find out the true cause of their performance, stimulating the potential of employees, and we call this to achieve performance assessment.
Work closely related to performance assessment is how to scientifically pay compensation. As a recognition form of all the performance of the team, these compensation systems, first in designing "pairs of fairness, competitiveness and competitiveness." Whether it is money remuneration or non-money remuneration, its purpose should be in stimulating the creativity of employees and the spirit of teamwork.
When a project team or an employee is outstanding, we need to give rewards through performance assessments. Many times we will find that only distribution of money or only the award is not enough, but must also issue money and awards at the same time. For example, while issuing a bonus, it also issued a trophy, award, award, and the best monthbook, the best employee. In this way, those banknotes will become emotional, exciting.
In an informal daily assessment, it is often more creative, including all kinds of gifts, etc., etc. Luo turned into the "Romance" of the Three Kingdoms, often mentioned that I like to use Xiaoyui to cage people, this trick is really trying to do.
As Liu Bei said, Tao Qian saw this "five major to create a high performance team" on the next day. He quite ridiculously said: "It seems that you are a team management master?"
Liu Bei said: "Team management involves many units and levels, each unit and level have a good place. Some places I may have done, but from the whole, I am just a righteousness."
Tao Qian said: "As a team leader, it is not necessarily an expert. Many times, the rudeness is already enough." He said, while the heart is secretly picked up, he wants to evaluate Liu Bei as an assessment. The first object. As for who comes to this assessor, he decided to find well.
