How do you manage a team?

The first is to establish a common vision. A team must establish a common vision and be unified in thought in order to strive for it. The second is a scientific incentive system.

Motivation is the best driving force for cohesion, and a complete set of incentive system must be established. The third is scientific assessment. Appraisal is a necessary means of enterprise management, but also the basic condition to promote the work, there is no fairness.

Fourth, clear standards. Work standards are the most basic rules for measuring and testing work, so that everyone in the team knows what must be done and what is due diligence.

Let every member of the team clearly understand the meaning of the team's existence, as well as the team's strengths and weaknesses, the future development direction of the team, and your personal plan for the team's positioning and development. Clearly expressing your inner thoughts is also to let team members know your true heart, and let like-minded members know what ways and means to cooperate with you to achieve your goals; Or by expressing one's heart, listening to the different voices of the team members, and further correcting and enriching their own ideas, so that the team can agree on the cognition.

Working with your team to solve one or two bottlenecks in your work can go a long way in fostering a working ethos between your team. This is something that many managers can't do, because on the one hand, managers have their own tasks to do, and they are often exhausted and are not in the mood to follow up on specific problems or help members solve a brain-burning problem. But even so, if you can adjust your time and spend more time with your team members to solve a problem, it will greatly improve the tacit understanding.

Define the team's work plan reasonably, and present the plan in the form of some charts and charts to make it easy for team members to understand. For example, when the team is executing a task or project, make project management related diagrams, WBS exploded charts, time plan Gantt charts, regular meeting plans, etc. Then let all employees confirm and gradually advance the tasks and projects in the work according to the pre-agreed time plan to complete the team tasks on time and in quantity.

In addition to work, everyone has their own life circle, but because everyone's life is under great pressure nowadays, there is not much space for life circle. So, as a manager, clearly remembering everyone's story, understanding their life, and understanding their recent situation will bring you closer. For example, remember everyone's birthday, such as remember whether he has a crush on the girl, such as remember whether she has just fallen out of love...

Maybe these trivial information are more like gossip, but people eat grains and grains, and they all have emotions, and these emotions often seem trivial to others, but to the parties, they are all big things.

I believe that everyone has a lot of memories when they see the word "team building", whether you are just entering the society or a veteran in the workplace, you will be full of expectations for "team building". To be honest, there was a period of time at first, I didn't like the atmosphere of the company, and even hated the posture of some people acting on the spot, and once refused to participate in the department's team building. However, as a manager, your position has changed, and team building is one of the best ways to cultivate the connection between team members.

It can be understood in this way: the goal of the company is the goal of the manager, and the goal of the manager is the goal of the team you lead. The difference is only in the breakdown of the goal to the individual, which varies depending on the division of responsibilities.

Everyone's goal is the same, everyone is working towards a goal, and the team is cohesive!

Define your short-term and medium- and long-term goals for each member of the team, and develop an MBO evaluation mechanism (or refer to similar performance goal evaluation ideas), but it should be noted that the purpose of this is not only to present personal goals on paper, but also to make it clear to team members that they can still remember their mission at all times without being reminded.

The three cores of team management are consensus, cohesion and combat effectiveness.

The key to becoming a good team is not the members, but the team manager, and if the team fails, it is the manager's mistake. A strong team is strong, and a wolf is united. Only unity can have strong energy, and cohesion is the team.

There is a gap in the team, and the first thing the manager should do is to break the barrier, so that the members have something to say, dare to say and communicate with each other.

When forming a team or having a new person join, managers must let them understand the corporate culture and adapt to the atmosphere of the enterprise. People who don't embrace the corporate culture have a hard time fitting into the team because there is no consistent thinking. When they don't have a sense of identity and belonging, they are likely to stay for a short time.

Team strength

When there is an internal disagreement, press the pause button first, resolve the disagreement urgently, and unify the opinion. Managers need to understand the conservation of forces and how they can maximize their effects instead of canceling them out. Trust is the foundation of an excellent team, without mutual trust, no matter how good the team is to create more than its own cost.

Corporate culture is a company-oriented constraint, too broad, refined rules suitable for the team, need to be formulated by managers and team members, and teaching according to the material can stimulate greater internal motivation. Yiyantang is obviously out of step with the times in the current development, and the managers should respect the opinions of the members, otherwise the superficial and harmonious yin and yang will seriously damage the harmony of the team.

To manage a team well, you need to consider the following:

1.Know your team: Understand the personal and professional backgrounds of your team members, as well as their strengths and weaknesses. This can help you better understand their needs and expectations and develop a management strategy accordingly.

2.Set clear goals and roles: Define the goals of the team and set clear roles and responsibilities for each team member. This can help team members better understand their responsibilities and make them feel that their work is meaningful.

3.Facilitate communication and collaboration: Establish open, honest, and supportive communication channels that encourage communication and collaboration among team members. This can help eliminate misunderstandings and blockades, improving the team's collaboration efficiency and performance.

4.Manage conflicts: When disagreements or conflicts arise between team members, they need to be dealt with in a timely manner. This can help avoid long-term conflicts and grievances, while also strengthening team cohesion.

5.Establish a positive team culture: Building a team culture that is positive, supportive, and encourages innovation can help team members better integrate into the team and be more productive and creative.

6.Provide support and feedback: Provide necessary support and resources to team members and provide feedback in a timely manner. This helps team members to continuously improve their abilities and performance, while also motivating them to keep doing their best.

7.Manage time and resources: Manage time and resources to ensure that team members have enough time and resources to complete tasks. This can help avoid procrastination and waste, while also starting a team to improve the efficiency and performance of the team.

8.Continuous Improvement: Continuously evaluate your team's performance and performance and look for opportunities for improvement. This can help teams continuously improve their abilities and performance and achieve better results.

In conclusion, managing a team well requires getting to know your team, setting clear goals and roles, facilitating communication and collaboration, managing conflict, building a positive team culture, providing support and feedback, managing time and resources, and continuous improvement. With these methods, you can help your team achieve better performance and outcomes and build a high-performing, successful team.

1. Find out why everyone is in a team, whether it is to achieve success together, or whether individual people have other ideas.

2. As the leader, you must establish a kind of prestige in the team, if everyone feels that this kind of prestige is correct to listen to what you say, and you will not succeed if you do it.

3. Usually pay more attention to everyone in the team, everyone may have some personal problems, at this time, you should lead everyone in the name of a team to solve personal problems for this person, and then tell everyone that it is a common goal, the ultimate success, we should help each other, support each other, and work together.

4. There may also be a group within a group in the team, that is, a collection formed through common hobbies or common factors, at this time it is necessary to figure out how they are formed, if it is not contradictory to the team goal, it is necessary to pull them together, and let them integrate into the big collective, otherwise it is necessary to let everyone criticize and reject them together in the early stage of formation, and resolutely eliminate them. Vertical celebration.

5. When encountering difficulties again, everyone should bear them together, and everyone should share them when they achieve small successes.

6. It is necessary to insist that everyone in the team, including the captain, is equal, when the team members make mistakes, the captain should criticize and educate in a timely manner, and encourage more after recognizing the mistakes, and the captain should do self-criticism and self-review in the whole team when he makes mistakes, and have the courage to take responsibility.

1. First of all, we must seek the welfare of the brothers at the lower level of the urban management and gain the trust of the lower level.

2. Secondly, do a good job in the management work of the middle level and put a correct attitude towards serious work.

3. Finally, when the senior management is running, you can rely on your own work attitude to canvass for votes from the low-level brothers and climb to the top.