What is team building and what we do in stores

Endowed with twilight rain to send Li Cao (Wei Yingwu) through Zou Lu to sacrifice Confucius and sigh (Tang Xuanzong).

Select team members, formulate team tasks, define team responsibilities, implement team activities, check team results, actively improve team work, do team tasks well, implement incentives, and consolidate team results.

1. Select people according to the team's tasks.

2. Train people according to the needs of the team's tasks.

3. Assign people according to the requirements of the task objectives and the personality of the members, so that people can make the best use of their talents and positions4. Formulate incentives to stabilize team members.

5. Provide a platform for team members to develop and career planning.

6. Continuously update the team structure according to the new team development needs to maintain the best team combination.

1. The responsible person of each unit should pay attention to the improvement of his own quality and be a good leader in team building and management. Each person in charge should be responsible for the realization of various goals and lead the team to make progress together. He is both a manager and an executor; As both the formulator of the work plan and the leader of the implementation plan, as the "head" of the team, his personal qualities play a crucial role.

To be the leader of this team, we must not only treat everything and everyone objectively and fairly with a peaceful heart, but more importantly, improve our own quality in an all-round way.

2. Build team spirit and establish clear common goals. To build team spirit, we must first put forward team goals and do a good job in goal management. Therefore, establish a clear goal and decompose the goal, and at the same time through organizing discussion and learning, so that each unit and everyone knows the responsibility and direction that the unit or themselves should bear and the direction they should work towards, which is the premise for the team to form a joint force and work hard in one place.

3. Make good use of the assessment and incentive mechanism to continuously stimulate the progress of employees. Performance appraisal is a kind of motivation and inspection. It not only examines the work results of each team member, but also declares the company's value orientation to the team members.

Meaning: Team building refers to a series of team optimization behaviors such as structural design and personnel motivation in order to maximize team performance and output. EMBA, MBA and other common economic and management education pay attention to team building.

Team building is mainly carried out in the form of self-managed groups, each consisting of a group of employees who are responsible for a complete work process or part of it.

Construction Step Stage:

1. Formation stage. This stage refers to the process by which the team defines the purpose of its mission and is widely accepted by the team members. At this stage, team members are informed for the first time that their team has been formed.

2. Tempering stage. At this stage, team members begin to become familiar with and adapt to the way the team works, and determine the value of their existence.

3. Specification stage. After this stage, the team gradually calmed down and moved towards standardization.

4. Operation stage. Team members have become loyal to their teams and have become less dependent on their superiors.

5. Recognize that every stage of the team is organically connected.

Significance: The quality of team building symbolizes the strength of an enterprise's subsequent development, and it is also a full embodiment of the cohesion and combat effectiveness of the enterprise. Team building should first start from the team, the team is intimate and united, the cooperation is in place, and the manager should always have the employee in his heart, support the work of the employee, and care about the life of the employee.

Use the actions and true feelings of managers to infect every employee around them, communicate with employees more often, give employees exemplary guidance, catch the shining points of employees, and stimulate the enthusiasm and creativity of employees.

Principles: 1. Do as you are told, do it to the letter, and implement it immediately.

2. Go all out, success and excuses cannot exist.

3. Mission, work for the mission, work for the mission, not for money.

4. Cherish, cherish what you have and be grateful.

5. Listening, focusing on listening and understanding.

Sixth, team spirit, there is no perfect individual, only a perfect team, loyalty is the greatest virtue.

Team building refers to the conscious effort to develop effective working groups in an organization. Each team consists of a group of employees who are responsible for a complete work process or part of the work through self-management. Team building is a process in which participants and facilitators build trust in each other, are open with each other, and are willing to explore ways to influence the work group to produce extraordinary results.

The elements of a good team are the same goal, mutual trust, mutual assistance, unity, and an invincible joint force.

An excellent store team takes 3-6 months to build!

1.Employees are basically recruited by store managers and obey your arrangement.

2.At the beginning, I taught employees business, taught and did, and worked with employees to take the lead.

3.You should be familiar with the store management system and try to handle things fairly and justly.

4.Choose a small team leader in each area, obey your arrangement, reduce your workload, this team leader is first and foremost a strong hand in interpersonal relationships and business.

5.As the top management of the store, don't keep a straight face all day long, and occasionally have some positive energy or positive jokes!

6.Managers should have a high level of literacy, conquer employees with personal charm, and educate and criticize employees without offensive language.

7.If employees are troubled by personal problems, managers should actively enlighten and help, and grasp the extent themselves.

8.Consider the feelings of employees, in the terms of reference, the benefits that can be given, try to fight, and occasionally buy some drinks for employees.

9.There is no problem with being familiar with employees, don't call them brothers and sisters with employees, don't play cards with employees, etc., and put yourself in a correct position.

Team building is a very large knowledge (operation) system, such a big problem in the enterprise is usually a long cycle of system construction projects, here to get a specific, detailed and satisfactory answer I am afraid must wait until there is enough patience full network copy of "team building" famous sayings and business practices and then paste here the young brother. I'll be verbose for the time being.

Team building usually starts from two directions: professionalism and professional ability:

Professionalism covers professional mentality, professional values, common vision, professional quality, etc., similar to tolerance, team hard knowledge (what characteristics, characteristics, economic attributes, organizational attributes, roles, values, categories......Role cognition, last-place effect, team trust, core value shaping, EQ, AQ tempering, and the habits of high-performing people (to borrow a phrase) are all included in this list.

Professional competencies include organizational communication, execution, leadership (autonomous and introverted), learning ability, etc. Including the five disciplines advocated by Peter Shengji's Organizational Learning Center at MIT in 1990, that is, the shared vision, self-transcendence, and team learning ...... mentioned in "The Fifth Discipline".The so-called fifth item is "system thinking", which is also the core, but according to the practical experience of enterprises, it is very difficult to push this thing in China, and system thinking only stays on the surface, which is related to the human environment of Chinese enterprises. After 2008, Shengji's five exercises were upgraded to, some time ago we cooperated with SOL China on this project, especially mentioning its role in team building, in the first half of last year, Shengji came to China, gave us a bit of illiteracy, now the name is not called the five exercises of the learning organization, called the cloud community enterprise open learning laboratory, this model for team building is not trivial, more than 300 enterprises led by Haier in China have used this system, the effect is outstanding, if you are interested, You can refer to the study.

This model undoubtedly raises a notch for traditional team building training content.

Put forward a suggestion from a more practical perspective: team building is very different from enterprises of different natures, different systems and different industries, not only reflected in the concept, but also more obvious at the operational level, and it is closely related to the professional atmosphere, professionalism and corporate culture quadrant of the enterprise. Team building is a very risky thing in the enterprise, and the vast majority of the results are thankless, and the failure to do so ends up complaining, and making fancy and tofu slag projects abound.

Team building must be fully homeworkable and prepared to achieve results, especially to have a lot of first-hand instant information, with high-level support (not just verbal) and the support and understanding of all employees, the most common project in the enterprise is not a failure, but stillbirth (especially in knowledge-intensive enterprises). The biggest homework of a successful enterprise is to do it in the publicity and mobilization link, which must be based on this, so that the improvement of vocational ability and vocational technology can be a matter of course. FYI.

It is reasonable, and it is strict!

1. Establish a team organization;

2. Clarify the work occupation of each department;

3. Establish and improve the organizational management system;

4. Establish and improve the assessment mechanism to promote the development of the team;

5. Organize and establish evaluation methods for team employees and departments;

6. Regular evaluation (self-evaluation by employees and organizations, inviting relevant evaluation agencies to review) 7. Establish a reward and punishment mechanism.