Shoe Design Team Leader How To Build Team And Operation

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 enough room to grow, a stage to show their own, so that the team members have a sense of accomplishment, so that the team members can put their roles into play in their posts, display their abilities, and display their intelligence, but at the same time, they can learn new knowledge from the team, improve their abilities, and increase their intelligence.

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.