How Can Hold Live In A Free And Loose Team?

< p > strong > dissipation is not synonymous with low efficiency < /strong > < /p >

< p > in the face of employees you think are sloppy or < a href= "http://pop.sjfzxm.com/popimg/xm/index.aspx" > team < /a >, users "draw water without wind" to remind them to "polish their eyes to see if the team is really what you want."

He believes that when taking over a new team, it should first ask oneself what the definition of "lax" is and what obstacles it will have to achieve the management objectives.

Many times we feel that employees are "slack", 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.

< /p >

< p > different ways of doing things do not mean that the way of doing things is wrong.

This requires linking the phenomenon of "lax" with the effect of the completion of work. If these phenomena do delay work efficiency, there is a need for change; otherwise, we should consider the negative effects brought about by this change more.

< /p >

< p > from a positive example, Google employees wear a target= "_blank" href= "http://www.91se91.com/" > shoes > /a > to work. This generally seems to be a loose phenomenon.

However, when it is placed in the corporate culture of "indulgent thinking, mining and innovation" peculiar to Google, this sloppy phenomenon has become a model that people like to talk about and emulate.

Therefore, different teams have different working modes. The new official should take a clear look at the work habits of the whole team and avoid burning bad habits.

< /p >

< p > if the rambling phenomenon does affect the work < a href= "http://www.91se91.com/news/index_cj.asp" > efficiency < /a >, then the shot must not be vague, but be steady and logical, bold and artistic.

Managers of the world suggest changing the lazy working atmosphere. We should strictly grasp the system and encourage employees through incentives.

< /p >

After "P", after deciding to improve the working atmosphere of the team, the user thinks that five questions must be asked first. Only by understanding the whole team's problems in advance can we make a better strategy: < /p >

< p > 1. is the organizational structure reasonable, rules and regulations, responsibilities and working procedures are clear and perfect? < /p >

< p > 2. is the performance appraisal, reward and punishment system and promotion mechanism of the team scientific and feasible? Is the salary structure reasonable? < /p >

< p > 3. is it timely to communicate with employees at all levels? Understand the needs and problems in the work of employees? < /p >

< p > 4.. Is every employee on the job suitable for use? Is there any situation where there is no use or lack of strength? < /p >

< p > 5. are there any black sheep? Are there any collective habits that can't be changed? < /p >

< p > < strong > in communication, the new team is "/strong > < /p >.

< p > on 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 get the most effective and scientific solution.

"Mu Weng" shared the functions and skills of formal or informal communication for different levels of employees: < /p >

< p > 1. using various occasions and opportunities to conduct extensive and in-depth informal exchanges with people at all levels to find out whether the key points of the current slack phenomenon are aimed at you or long-term development.

Through extensive contacts, it forms an invisible pressure on the middle level so that they can regain their initiative and actively address their concerns; < /p >

Formal and informal communication between < p > 2. and < a href= "http://www.91se91.com/news/index_h.asp" > Department Manager < /a >.

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 that he has encountered 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.

In addition, it can help you judge whether he is useful to the team; < /p >

< p > 3. on the basis of fully mastering the character, working ability and problem solving ability of middle and grass roots personnel, we will classify middle level personnel, who are your strategic collaborators, who need to train, who can continue to observe cadres, who need to be eliminated, and implement different strategies according to their classification and positioning, so as to ensure that they belong to their respective positions; < /p >

< p > 4. according to the company's annual objectives and the current actual situation, determine quarterly or semi annual work priorities and plans with all departments. On this basis, each of them shall work out monthly key work plans, carry out publicity and reporting every month, and implement strict evaluation and reward and punishment system based on work efficiency; < /p >

< p > 5. plus some salary and welfare benefits, it will no longer be difficult to improve work efficiency.

< /p >

< p > < strong > > four strokes, loose regulation < /strong > < /p >

< p > on the specific improvement measures, netizens "ming65" recommended for us four ways to punish lax teams or employees: < /p >

< p > < strong > 1., reorganizing the work process, defining the responsibilities and powers of each employee and strictly implementing them.

< /strong > only with strict and effective job responsibility system can we conduct a clear assessment of every employee, and virtually give employees some pressure; < /p >

< p > < strong > 2., strengthen the incentive mechanism, set the measures to overcome the fittest, leave the performance appraisal to the post, and clarify the responsibility to the people.

< /strong > the measures of survival of the fittest bring pressure to employees, so that they can effectively control lazy work habits.

At the same time, incentive measures can balance the elimination measures to stimulate employees' work enthusiasm; < /p >

< p > < strong > 3. set the post work goal and check the progress of the target weekly.

< /strong > establishing clear working objectives and clear responsibilities of the first two parts are complementary to each other, so that employees can do more targeted work, and at the same time train employees to develop good and scientific work habits; < /p >

P > < strong > 4. strengthen the working meetings of various departments, strengthen the normalization of communication work, find problems and solve the problem in a limited time.

< /strong > emphasis is also placed on the importance of communication. Formal meetings and timely communication at all levels can avoid many errors.

< /p >

< p > 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, we must first observe more to determine whether there is any real work atmosphere.

Once the phenomenon is found, it is necessary to understand the problems and causes of the team through communication and observation, so as to change the casual team through the division of responsibilities, incentive policies and other measures.

< /p >