How To Build A Core Shoe Design Team?

Recently, there is a deeper understanding that everyone has their own advantages and disadvantages. Individuals do not need to stick to their own affairs. The shoe design team does not need personal heroism. It needs more communication, integration of superior resources and mutual complement and cooperation. It is a headache recently that how to form a core shoe design team with the same boat. The pformation of identity is also different. It is also a problem that needs to be deeply considered in pformation.

Speaking of team, how is team spirit?

Simple understanding is the concentrated expression of the overall situation, the spirit of cooperation and the spirit of service.

Team spirit is based on respect for personal interests and achievements.

The core is collaborative cooperation. The highest level is the centripetal force and cohesion of all members. It reflects the unity of individual interests and overall interests. Personal development is inseparable from the development of enterprises. Employees should closely integrate their personal pursuit with the pursuit of enterprises, establish the belief that they share the same boat with the enterprise, and further ensure the efficient operation of the organization.

How to coordinate the relationship between the company and shoe design team?

Marx said, "everything that people strive for is related to their interests."

That is to say, the crux of the contradiction is closely related to the distribution and adjustment of interests among different sectors of the company or team members.

How to deal with the relationship among different strata, correctly coordinate the interests among all strata, balance the sense of injustice between the company and the design team and buffer the contradictions is an important issue facing the leaders at all levels.

Summed up the previous team's poor management, distribution of interests, brain drain, personal view:

1. enterprises need to improve their wage system and reward mechanism.

For employees, a basic demand for salary is most likely not a good vision of the company, but a real monthly gain. For those who have the ability or to pay more for the old employees, there will be some demand for salary if they do not have a driving direction. There is often no standard for expectation. The expectation is too high or the failure is expected, which is a driving force for the loss of talents. This is not conducive to the steady development of enterprises. Suggestions: enterprises should improve the wage growth system and incentive mechanism so that everyone can have a bottom. This is very important.

2. company bosses don't promise easily, once they hang up their employees' appetite, then they will lose faith in their employees.

At the same time, we should not limit too much and avoid intensification of contradictions.

Under the company system, let them play their abilities and potentials freely.

3. professional teams should be professionally oriented on the basis of being short and pithy. The size of a group should not be too large. In the short term, the size of the group is usually one of the group leader / design / Assistant.

To explore more collaborative experience and to increase the number of team members as needed when the company needs expansion. The advantage of the short and exquisite is that there is no comparability between the team members. It will not be because of the comparison of the same positions. Who or who does more, but the income is the same. There is no possibility of kicking the ball. Each group of members is so important that the arrangement is relatively important.

4. the core of the team spirit is to cooperate with each other and to pay attention to everyone in the team. As a result of the age, experience and time of participation in the work, the employees have different needs at various stages and should give full opportunity and opportunity to the staff.

In the company, everyone's work is not absolutely independent. The work between departments and departments is relatively independent but interpenetrated, so the division of labor is relative. Division of labor is inseparable from collaboration and cooperation is for better work.

The company must provide a good environment for its development and strengthen the team's centripetal force.

5. as for team discipline, the lack of discipline in the organization will lead to different problems. It will not only cause trouble, confusion, but also lead to speculation and distrust. Of course, it is very easy to write down the rules of the system, and how to implement it thoroughly is very difficult.

The leader of a company or design team must have the ability to establish reasonable, organizational discipline, and encourage team members to accept discipline and discipline.

Shoe design team leader how to build team and operation

1., build up learning teams, skills complement each other. Outstanding teams should have a good spirit of mutual help between design leaders and teams, strengthen the ability of team members, and make the perfect combination of post skills play a key role in team success.

2. harmonious leadership art and distribution of interests.

Team leaders should be able to achieve balance and harmony between the needs of tasks, team cohesion and personal needs, and reasonably allocate the profit distribution among teams. If only personal interests are the center, then the steady cooperation between talent and team will be lost in the future.

3. as a team leader, we should see clearly, recognize clearly, find out the root of the problem, give the correct idea of the company's decision-making, give full play to the advantages of the employees, put the problems into practice, constantly observe the development rules of the market, and understand what the customers want and need.

It is the role, level, quality and ability of a shoe design team leader who truly makes the development needs of the company and customers well.

4. equal allocation of workload.

Team members must share work tasks equally and agree on their work content.

In addition, the team needs to reach a consensus on how to work out progress, how to develop work skills, how to resolve conflicts, and how to make or modify decisions.

For a larger number of design teams, a reasonable allocation should be made so as to avoid comparison of the same positions and avoid bad working atmosphere within the team.

5., we must divide the work from the work, post the posts, and divide jobs as leaders. We should only attach importance to the staff of each post, so that we can only get jobs without distinction between the class and the team members. They will enhance their sense of responsibility. If we feel that we are high above ourselves, we can easily form a separation from the team members, which is not conducive to teamwork.

6. give the team members a sufficient space to grow, a display of their own stage, a sense of achievement, let the team members in their own positions, ability to play, and display the wisdom, but also from the team to learn new knowledge, improve their ability, add their own wisdom.

This group will feel that they are growing up.

Otherwise, if they are busy, the team members will feel empty and feel that they are being squeezed by the company's organization and lack of a sense of security.

When wages and personal learning or development fail to achieve a balance, employees will think of jumping bad, and easily lead to the loss of personnel.

Therefore, if an enterprise organization is purely a mechanical workplace, rather than a learning organization, it is impossible to retain talents.

If this can be done, it can also reduce employee's demand for wages and achieve a certain balance.

7. team reserve talent training, which can not only ensure the development needs of team members, but also enhance team emergency response capability.

For the position promotion or pformation in the team, the internal staff can be considered first and the strong enterprising talents can be cultivated.

In the final analysis, the competition of enterprises is the competition of talents. How to develop talents, cultivate talents and give full play to the positive role of talents, and strive to create a human resource environment for retaining people are the top priority of every company nowadays.

8. to strengthen the understanding of the company and team, wolves are the most team spirit animals.

Learning wolf culture, with wild spirit of struggle and competition, coordinated operations, unified strategy, and even sacrifice themselves for victory.

Wolves' loyalty, communication, cooperation and perseverance are the spirit that a team member must learn. Wolves are invaluable for teaching team members to tacit cooperation.

The shoe design team should learn more from this experience in the way of future development.

9. there is a formal relationship and informal relationship in the relationship between the shoe design team. Partners are partners when they work, and friends after work.

The challenge of team relationship requires leaders to create environment and opportunities, coordinate, communicate and educate, let team members from strangers to familiarity, from defense to openness, from instability to iron, and even from rejection to acceptance, from suspicion to trust, the more stable the relationship is, the more trusted, the smaller the organization's internal consumption, the greater the team effectiveness.

Xiaoping, the chief designer of China's reform and opening up, once said, "if we choose the right people, we will have hope."

The company has chosen all the team members, just like a steed with a pair of soaring wings, full of vigor and hope.

Talent is "a thousand li horse", the company leader is "Bo Le", "the great horse" by "Bole" eye contact, will be deeply aware of the meeting, so as to work harder, gallop ten thousand miles, and forge ahead.

It is believed that a good team, a good team atmosphere, a cohesive force and a team spirit will eventually bring stability and impetus to the company.