Why has the team of corporate beliefs become a plate of scattered sand?

The team is always in disarray.

There is no cohesion.

Reasons for the words. The possibilities are many.

The first is that the leaders are not charismatic.

The second is that work doesn't require teamwork.

The third is that there is no hope for work, and everyone is messing around.

Fourth, there is serious competition for jobs, and they are strong competitors to each other.

The fifth is that there are no elites under the subordinates, so there are no core figures.

Sixth, there is a problem with corporate culture.

Seventh, there is a problem with the company's management model.

Eighth, there is a problem with the company's incentive mechanism.

The ninth is that there is a problem with the company's remuneration mechanism.

Tenth, there is a problem with the company's promotion system.

There are other possible causes.

It can be based on the actual situation.

Make any necessary adjustments.

If there is a problem with the team, most of them are leaders, and no leaders are good.

Leaders should take the lead.

I organized some team building activities and dinners for my team!

Let everyone get to know each other, and slowly get better.

Managers are doing the wrong thing. Don't think that everyone is the same, but use everyone's strengths.

But one of the most important factors is the human factor. When reforming the team, the following four principles should be followed: The principle of complementary advantages Human, financial, material, production, supply and marketing, the creation of an enterprise needs talents from all aspects.

Because there are very few people with comprehensive talents, the enterprise must have the outstanding talents of all parties, rely on the team to integrate the respective advantages of the individual, make up for the shortcomings of the individual, and play the role of the whole. Just like playing basketball, a tall center, a short dribble guard who is good at dribbling, a fast forward and so on, give full play to their respective strengths to organize into an excellent team. Of course, all the best tall centers in the world can not form a team, and when forming a team, we must also consider their respective complementary advantages, no matter how good the same type of talent is, it is not too much, otherwise, not only the overall imbalance of the team, but also cause unnecessary internal friction.

Principles of Shared Beliefs When forming a team, the common aspirations and beliefs of the members are more important. As the saying goes, if you are like-minded, if you have different aspirations, you will not be in agreement, and if the problem of faith is not solved, sooner or later there will be major disputes. Some teams can share weal and woe, but not weal and woe, when things are going well, buddies are good, and the difficulty is parting ways; Some teams will split up when they get bigger, and the company will never be big.

An important reason why Shi Yuzhu was able to make a quick comeback after the collapse of the Giant Mansion was that he had a good team that followed him with all his heart; The four brothers of the Hope Group were divided into four, and the favorable opportunity to enter the world's large enterprises was lost. The principle of unity and cooperation When selecting team members, each person has different strengths and strengths, but also has different weaknesses and shortcomings, and often people with outstanding strengths and personalities are also more prominent. Without unity and cooperation, there will be no complementary advantages, and a fist will be formed, just as the world stars form a football team, and they may not win the game, and the team that loses cooperation will become a plate of scattered sand, and the advantages will become disadvantages.

Whether they can do a good job of unity and cooperation is an important criterion for selecting team members. The principle of self-cultivation.

The reason why an enterprise is scattered is generally caused by congenital management deficiencies such as poor management, unclear goals, unclear responsibilities, and lack of assessment. To do team building in such an enterprise, of course, it is necessary to gradually improve it according to the actual situation of the company and combine the above factors.

First, reorganize the company's management regulations, systems, norms and other content. Through this work, everyone's work and behavior are based on evidence and meet the company's management requirements;

Second, redefine the post responsibility system and promote it to everyone. Through this effort, we can understand how we can meet the needs of the job and the requirements of the company, and do our job well.

Third, set clear departmental goals and require departments to set clear individual goals. The goal is clear, knowing that the direction of progress is in the first place, and the direction of the breakthrough is in the first place, in order to arrange work and life around the realization of the goal, and to promote everyone's team meaning.

Fourth, design a reasonable and motivating assessment system and implement it. The assessment is clear, the phenomenon of laziness or messing around can be reversed, and everyone knows that only when serious efforts can be gained, the goal of the enterprise will be easy to achieve, and the team spirit will be easy to cultivate.

Fifth, carry out targeted training to guide the team consciousness and team spirit of each department of the company, shape cohesion, cultivate dedication, and go all out to achieve the goal.

First, the team must have a clear plan of action, a unified command, and a unified belief among the team members. It's like managing a class. The team must have detailed rules, and there are no rules without rules.

A scattered team has no combat effectiveness. Establishing a unified discipline is the best way to unite the team.

Second, as the leader of the team, you must have the temperament of a leader. There is a sense of responsibility and selflessness. Take the lead in doing things.

You can't be arrogant to the members of the group every day. In front of the name of honor, the first thing that leaders should think of is the league members. In the face of criticism, leaders should first be able to take responsibility.

Third, the team should often have collective activities, which is the most direct way to improve the team's honor. Of course, you can also go to dinner parties from time to time.

Motivate, Maslow's 5 levels are well written, you can take a look, analyze which stage the team members are in, and then carry out appropriate incentives.

Clear goals, so that the members of the team clear goals, only a unified goal, so that everyone knows what to do.

A team is a community composed of grassroots and management personnel, which makes reasonable use of the knowledge and skills of each member to work together to solve problems and achieve common goals.

The components of the team are summarized into 5Ps, which are goals, people, positioning, permissions, and plans. There are some fundamental differences between a team and a group, and a group can transition to a team. Teams are generally divided into five types based on the purpose of their existence and the amount of autonomy they have:

Problem-solving team, self-management team, multi-functional team, common goal team, positive tacit team.

First of all, the leader, whether you can unite depends on the leader, and the rest depends on how big the team you are.

In fact, I feel that management means that everyone can think together and work together. In order to achieve this goal, we have to let everyone come together when doing things, some superiors and subordinates, so that employees feel that they are equal to you, and employees can not be resistant. But you can't let the horses run and not give them grass.

Everyone is here to make money, so the treatment should be good.

In general, it is necessary to build momentum, to create a situation where everyone is working hard and there are no complaints, and once a problem arises, it must be solved in time, and the group can fall apart within a few days.

The common way is to eat together, do sports together, chat together, and in general, let everyone join in, so that everyone feels that they have the value of existence and have a common language.

Personal feelings are very complicated, these are based on the wise management of the leader, if the leader is not good, everything is empty talk, the so-called Korean-style management, Japanese-style management, are almost the same, for example, an employee in a Japanese company does something wrong, others put it forward, the employee readily accepts, bows deeply to the person who makes a mistake to him, and says thank you. On the surface, it seems to be a bit too humble, but in fact, think about it, everyone is wrong and someone has put it forward, and then the person who made the mistake is happy to accept it, and over time, the momentum is formed, and the new employees will unconsciously imitate the people around them, everyone is the same, then unity.

The same is true for Korean-style management, in fact, it is to create a space for everyone to influence each other and create a momentum.

1. Determine the goal of unity, so that everyone's heart will think in one place and work hard in one place.

2. Communicate more with each other to increase mutual trust.

3. Set material or spiritual rewards to praise those who have made great contributions.

If you do the above three points, the cohesion of the team will be enhanced.

You can get together to increase understanding, and you can also increase mutual cooperation through the company's work arrangement.

The three spring scenes are not long, and the clothes are changed from the makeup of the past.

1. Clarify the company system and establish a large framework.

2. Apply according to talents: personal ability and personality determine the enthusiasm and quality of work, and appropriate work helps team cohesion.

3. Give the right to suggest: the team is not a one-person world, from the masses to the masses, and the reasonable suggestions of employees help to analyze the feasibility of the implementation of the terminal work. Using the plans and suggestions put forward by the employees themselves to carry out the work will lead to better work results.

Let employees feel the atmosphere of the team and participate in the construction of the team.

4. Communication, guidance and assistance: the responsible person should be clear for any work, and there should be an accountability mechanism. When employees encounter difficulties and make mistakes, they should carry out benign communication, guidance and assistance to help employees correct or clarify the ideas and direction of their work.

5. Be responsible and responsible: When there is a problem, it is necessary to reflect the leadership style, will provoke responsibility, do not evade or shirk, and assist employees to solve problems, so that employees can be convinced and trusted.

6. Care and pay attention to the emotional fluctuations of employees: as a friend, to care about the life and work of employees, the spiritual charcoal in the snow is more able to win the hearts of employees than the small favors in the material.

7. Establish a benign promotion mechanism and talent training echelon.

8. Reasonable salary assessment and cashing.

9. Provide training courses and opportunities for further study.

I don't know which part of the company's organizational structure you belong to, 1-6 items are for small group leaders, and 7-9 items are for large groups).

Corporate culture.

The main content of the package includes ten:

The company's geographical location and environment.

The logo of the company and its origin.

The development history of the enterprise and the characters of the stage.

Explanation of the souvenirs of the company's important symbols and significance. For example: major corporate events and meaningful deeds.

Products and services of the enterprise.

The brand position and market share of the enterprise.

The organizational structure and main leaders of the enterprise.

Corporate culture and business philosophy.

The strategy of the enterprise and the development prospects of the enterprise.

Scientific and standardized job description.

So when doing corporate culture training, we should systematically list these ten elements into the training program to have organizational resonance with employees. So how exactly should cultural training be done?

The corporate culture training itself includes four aspects: concept culture, system culture, behavior culture and material culture, which can enable new employees to have a more comprehensive understanding of all aspects of the company. In addition, corporate culture training is to enable the company's employees to accumulate long-term and be recognized by the company's values and behavior system, and to teach the company's culture.

Corporate culture. Corporate culture, or organizational culture (corporate culture or organizational culture), is the unique cultural image of an organization composed of its values, beliefs, rituals, symbols, ways of doing things, etc., in short, it is the various aspects of the daily operation of the enterprise.

Staff culture, also known as enterprise staff culture, is a cultural form corresponding to corporate culture, staff culture is employee-oriented, is a quality culture, corporate culture is enterprise-oriented, is a management culture.

Corporate culture is the spiritual wealth and material form with the characteristics of the enterprise created in the production, operation and management activities of the enterprise under certain conditions. It includes cultural concepts, values, enterprise spirit, ethics, code of conduct, historical traditions, enterprise systems, cultural environment, enterprise products, etc. Values are at the heart of corporate culture.

Corporate culture is the soul of an enterprise and an inexhaustible driving force to promote the development of an enterprise. It contains a lot of content, and at its core is the spirit and values of the company. The values here do not refer to various cultural phenomena in enterprise management, but the values upheld by the enterprise or its employees in business activities.

The significance of corporate culture training to the company:

1.Let all employees understand the significance of corporate culture construction, understand why to build corporate culture, and let all employees understand what the role of corporate culture is and what are the characteristics of corporate culture.

2.Let all employees of the enterprise understand the close relationship between corporate culture and enterprise production and operation and enterprise efficiency, and improve the consciousness of all employees to participate in the construction of corporate culture.

3.Make all employees know the value system advocated by the company, understand its profound meaning, comprehend its spiritual essence, and feel and experience, so as to strengthen the acceptance and understanding, dissemination and practice of corporate culture by all employees.

4.Let employees master the value judgment and standards in the training and training, so that the backbone of the enterprise at all levels can clarify the guiding ideology and strategic plan of the construction of corporate culture, and master the ways and means of organizing and leading the cultural construction of the group.

5.Through training, expand the scope of communication of trainers, enhance their acquaintance and understanding and communication, establish friendship, and enhance the cohesion of the enterprise.

6.In the process of training, through the common learning and exchange of all parties, we will further improve the value norm system of enriching the corporate culture, further revise and develop the corporate culture strategy and implementation methods, and make the corporate culture more advanced and healthier.