How Can The Enthusiasm Of The Team Be Improved?

Staff burnout and team loosening are difficult problems for many managers who take over the new team. For a team, only managers are new, and the efficiency and attitude of employees can not meet your requirements. How can we improve the enthusiasm of the whole team? How can we integrate into the team and improve our leadership ability in the new team?

Employee's loose side

In the face of employees or teams you think are sloppy, users draw water without wind to remind them to polish their eyes to see if the team is really what you want. When you take over a new team, you should first ask yourself what the definition of this "rambling" is, and what obstacles it will have for the management objectives you want to achieve. When we feel that employees are "lax", especially in a new place, we should realize that the essence of this "rambling" is that the way people do things here is different from your psychological expectations.

However, different ways of doing things do not necessarily mean the wrong way to do things. It is necessary to link the phenomenon of "lax" with the effect of the completion of work. If these phenomena do delay work efficiency, it will prove that it has the necessity of being changed. On the contrary, we should think more about the adverse effects of this change.

From a positive example, Google employees wear Trailer. shoes It seems to me that work is a loose phenomenon. However, when it comes to the corporate culture of "indulgent thinking, mining and innovation", which is peculiar to Google, this kind of rambling has become a model that people like to talk about and emulate. Therefore, not every team adopts the same work pattern. When the new official takes office three fires, we should see clearly the working habits of the whole team and avoid burning bad habits that affect efficiency.

But on the other hand, if the lax phenomenon does affect work efficiency, it can not be vague but steady and logical, bold and artistic. Users point out that changing the lazy working atmosphere requires a strict grasp of the system and encouraging employees through incentives.

Five why?

After deciding to improve the working atmosphere of the team, the user thinks that five questions must be asked first. Only by understanding the problem of the whole team ahead of time can we make a better strategy.

1. is the organization structure of the team reasonable, whether there are clear rules and regulations, job responsibilities and work processes? Is it perfect?

2. is the performance appraisal, reward and punishment system and promotion mechanism of the team effective and strictly implemented? Is the salary structure reasonable?

3. how much is the total number of team members? How many middle level cadres do they have? Do they communicate with employees in a timely manner? Do they know the needs and problems of their employees?

4. is there any staff in each position that is suitable for the team? Is there any situation where there is no use or no effort?

5. is there any black sheep in the team? Are there any collective habits that can not be changed?

Communicate truth from layer to layer

With regard to specific rectification measures, netizens "pastoral Weng" think communication is the key to solve the problem, because each team has different characteristics. Only through communication can we find the most effective and scientific solution. "Pastoral" has elaborated various kinds of formal or informal communication skills and skills for different levels.

1., use various occasions and opportunities to conduct extensive and in-depth informal exchanges with people at all levels. This will help you understand what is the key point of the current rambling phenomenon, for example, for you or for a long time. Moreover, through extensive contacts, this invisible pressure is formed to the middle level, so that they can regain their initiative and actively help them solve some problems they care about and concern about.

2. formal and informal communication with department managers. Through informal communication, you can understand some personal situations, express your concern and concern for him, and create an atmosphere of affection. Through formal communication, he understands the difficulties in his current work and the resistance in the course of his work. On the basis of in-depth discussion, he gradually formed a consensus and made effective measures to break through. Through these communication, he can help judge whether he is loyal and helpful to the team.

3., on the basis of fully understanding the character, working ability and problem-solving ability of middle and even grass-roots personnel, we will classify middle level personnel, who are your strategic collaborators, who are the cadres who need to be trained, who are the cadres who continue to observe, who are the cadres who must be killed, and divide them into different positions according to their classification and positioning, so as to ensure that they belong to their respective positions;

4. according to the company's annual objectives and the current actual situation, we should establish quarterly or semi annual work priorities and plans with each department. On this basis, each of them will work out monthly key work plans, publicize and report each month, and implement a strict assessment and reward and punishment system based on working efficiency.

5. based on these communication and repositioning, effective countermeasures can be formulated. In addition, with the increase of salary and welfare benefits, it is no longer difficult to improve work efficiency.

Four ways to deal with lax

As for the specific rectification measures, netizens "ming65" recommended four ways to punish lax teams or employees.

1., reorganize the work process, clarify the responsibilities and powers of each employee and implement them strictly. Only a strict and effective system of job responsibility can make every employee clear, and virtually bring some pressure to employees.

2., we should strengthen the incentive mechanism, set up the measures to overcome the fittest, leave the performance appraisal to the post, and clarify the responsibility to the people. The survival of the fittest brings pressure to employees, so that it can effectively control lazy work habits. At the same time, incentive measures can balance elimination measures to stimulate employees' enthusiasm for work.

3. set the job goal and check the progress of the target weekly. The establishment of clear objectives and the clear responsibilities of the first two are complementary to each other, so that employees can work more pertinent, and at the same time train their staff to develop good and scientific work habits.

4., strengthen the work conference of various departments, strengthen the normalization of communication work, find problems and solve them within a limited time. The importance of communication is also emphasized here. Formal meetings and timely communication at all levels can avoid many errors.

Generally speaking, when taking over a new team, the most important thing is not to be preconceived. Different work habits do not mean "bad" attitude. Therefore, first of all, we should observe more to determine whether there is any real work atmosphere. Once this phenomenon is found, it is necessary to better understand the problems and causes of the team through communication and observation, so as to change the casual team through measures such as division of duties, incentive policies and so on.