How to make a team more cohesive and better coordinated?

Increase team cohesion, strengthen team members' sense of belonging, find like-minded colleagues, and go to work more than just work.

If a team wants to develop in the long run, then it should be disciplined, if the team does not have discipline as a guarantee, then it will inevitably lead to the whole team discipline is loose, people are panicked, so that the whole team is lacking in execution. A strong team cannot be guaranteed without discipline, so it is necessary to formulate rules and take the lead in strictly abiding by the rules, and the whole team cannot be loose, and the execution is strictly trained.

The team's goals must be connected to the team's vision and aligned with the direction of the two. A vision is a blueprint for the future of the team, which is challenging and motivates team members to move forward. For example, our team wants to be a team that all telemarketing personnel in the whole company want to come.

The key to the success of a team is to mobilize the enthusiasm and potential of employees, so that employees can work together to create benefits for the enterprise, so it is especially important to enhance the cohesion of the team.

Method steps.

Adopt a democratic management style. Democratic leadership can make decision-making more subjective, help to unify opinions, and avoid disputes due to disagreement affecting team cohesion. Doing so also makes the members more fraternal, more active in their thinking, and more positive in their attitudes.

Cultivate collective members to have common goals, common needs, and common interests. Good managers have good presentation skills, and the manager's speech can make others understand their own points of view, and encourage others to agree with these views, so as to establish a common goal and make the direction of the group's efforts clearer.

Unified management, knowing people well, and division of labor in place. As a collective manager, we must have good management ability, and be able to know people well, arrange work according to each person's advantages, and implement the work in place, so as to better play the cohesion of the group and give full play to the resources.

Materially, share the results with team members. The benefits created by a team are the result of the efforts of each team member, and after the team gets good benefits, do not forget those members who have worked hard, and give them the material compensation they deserve and reward them for being particularly excellent.

Spiritually, everyone in this group should be treated equally. The manager of a team should treat everyone equally, so that the members can feel respected, treat everyone equally in their work, cultivate them uniformly, and give members family-like care, so as to retain the hearts of members.

Good at motivating members and giving promotion opportunities in a timely manner. Usually pay more attention to the work attitude of the members and motivate, give corresponding encouragement to those who are sluggish in their work, and give space for the promotion of outstanding talents in a timely manner, so that outstanding people can get the space they deserve here.

As a manager, you should give full trust to your team members, and you can't do your job well without a relationship of trust. We have managers believe in the so-called "use people to be suspicious, suspicious people to use" of the law of employment, here we do not criticize anything, in fact, we sometimes from the appearance of the above laws seem to have its reasonable ingredients, in fact, the final bitter fruit is only the manager himself clear, the premise of employing people is to choose the right person, choose a good person! The employment rule of "employing people to be suspicious, and suspecting people to use" can only show that our managers lack the vision and ability to screen talents, and give themselves a reason to be relieved.

Take the initiative to maintain good communication with team members. Actively communicate with team members, understand the working and living conditions of team members, understand the reasonable needs of members and try their best to meet them, and create a good and harmonious communication atmosphere. Many times our managers lack the initiative to communicate with team members, and there are deviations in understanding, always thinking that employees should take the initiative to respond to problems for themselves and do not need to take the initiative to communicate.

In fact, as a manager, if you take a little time to actively communicate with employees every day, you will often find that many problems are easily solved in the communication, and the team is always in a high-spirited fighting atmosphere.

As the leader of the marketing team, we should continue to encourage team members, tap their potential, and stimulate their fighting spirit. When encountering "profit" competition, we must remember not to compete with employees for profit, otherwise the team will eventually lose people's hearts and minds, and then we are not willing to follow such an unbearable leader. Secondly, you should fully empower employees, which requires you to have enough knowledge and understanding of each member's ability and business skills, and give team members a moderate amount of space to work on their own, so as to mobilize the initiative and enthusiasm of the team.

Organize various activities within the team often to shorten the distance between team members and deepen everyone's understanding. The cohesion of the team largely depends on the degree of connection and harmony between the members, and the organization of various team activities can contact the feelings of the team members on the one hand, and on the other hand, let everyone understand each other's personality and strengths, which is more conducive to the cooperation of work. In this way, in a happy and happy environment, each team member will only treat the team as a big family, and the natural cohesion will be enhanced.

In team work, it is impossible for everyone to do the same thing, we need to have a clearer division of labor and cooperation among team members, who does this step, who does that step, and who is responsible for which part. The core layer reasonably allocates team tasks to ensure the expected implementation of goals. Give full play to the unique advantages of individuals, cooperate to produce combat effectiveness, establish the status of masters, and cultivate employees' sense of belonging.