How To Build A High-Performance Team

< p > > a href= > http://www.91se91.com/news/index_c.asp > high performance < /a > the basic characteristics of the team, including the common vision or vision, common goals and effective strategies, high-quality members, effective communication, efficient leadership and responsibilities and obligations to undertake important responsibilities; in the external environment, it can be summarized as the unity of responsibility and power, the unity of incentives and constraints, the unity of guidance and support, and the harmonious relationship with the outside world; in culture, it mainly includes the team's vigor and enthusiasm, and the continuous progress of team members.

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< p > for most company leaders, the concept of "team" is no stranger.

The great role played by team cooperation in the operation of the company is also obvious to the people in the industry.

As a manager, deciding his success or failure is not just his personal performance, but also his team's performance. Team performance determines the success or failure of an enterprise.

But not all organizations can naturally become a team. How can we build a high-performance team? < /p >

< p > < strong > 1, select common target < /strong > /p >

< p > select a common goal and take effective strategies to listen to each member's thoughts and make them work wholeheartedly for the realization of this common goal.

This goal is the concretion of team members' common aspirations in the objective environment.

It takes the overall interests of the team as the precondition, and includes the individual wishes and goals of the team members. It fully embodies the personal will and interests of the team members, and is of sufficient importance and attractiveness, which can arouse the enthusiasm of the team members, and this goal should be adjusted along with the changes in the environment.

Only in this way can we fully mobilize the enthusiasm and creativity of the team members and maximize the efficiency of the whole team.

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< p > < strong > two, < a href= "http://www.91se91.com/news/index_c.asp > > promotion mechanism < /a > perfection < /strong > /p >

< p > the famous middle and top management training expert Hu Yifu said that besides the material motivation, the promotion system is also a good team encouragement. Everyone in the team wants to prove their abilities in the process of work and have an account of their work. Therefore, a lot of motivated team members look forward to the opportunity of promotion by the leaders in the process of outstanding performance.

The construction of reasonable system and mechanism mainly includes team discipline, reasonable authorization from superiors to subordinates, encouragement and restriction of teams, establishment of fair assessment and improvement of promotion system.

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< p > if we choose the team's common goal is to build the core of an efficient team, then establishing a reasonable authorization, incentive and restraint, assessment system is the guarantee of achieving the common goal of the team.

With strict discipline, the team can be invincible; with reasonable upper and lower levels of authority, it can clarify responsibilities and obligations, and fully mobilize the enthusiasm and creativity of all sides; effective incentive and restraint, fair assessment and promotion system can make people do their best, which can fully realize the personal value and team value of employees, and also eliminate the friction and conflict caused by responsibilities, rights and interests in teams, which will damage the overall interests of the team.

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< p > strong > three, < a href= "http://www.91se91.com/news/index_c.asp" > effective collaboration < /a > communication < /strong > /p >

< p > through effective communication, we can effectively prevent conflicts and conflicts caused by differences in cultural context between team members and between teams and customers, and maintain consistency of team goals.

For example, when holding a meeting to discuss problems, all members of the meeting should exchange views frankly so that the right decision can be made.

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< p > If a person is afraid to express his views at meetings because he takes into account some other factors, such as unwilling to refute the opinions of his superiors, he is always a yes man. He goes to the restroom and then says to others, "actually I don't agree with him." this mask worker can not only stick to his own views, but also destroy the communication and communication channels of the company team and have a negative impact on his work.

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< p > in order to better solve the problem of communication between the team, Hu suggested that the enterprise team should establish a variety of institutionalized formal channels to ensure that every employee can speak out and maintain effective and good communication.

We should establish a comprehensive communication mechanism, strengthen communication among team members, and adopt an open communication policy. Employees can choose different ways of communication according to their personal circumstances to express their opinions.

In the above part, we have talked about many foreign cases and stories, but the communication between Chinese enterprises and Chinese people is bound to have certain characteristics and differences. For example, the Chinese have advocated "say something straight" since ancient times.

We only know that "timely, appropriate, appropriate, appropriate" and "appropriately adjust the level of direct speaking."

Therefore, the principle of "speaking only three points per person" is put forward, which is based on the criteria of "shallow but not deep".

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< p > if it is said that "tradition" only speaks three points, and "Modernity" is only "no matter 37 twenty-one, anyway, we must speak directly."

Then, the difference between tradition and modernity is almost limited to "maturity" and "superficiality", which is irrelevant to progress or not. How can we blindly oppose tradition and worship modernity? Conversely, what is the difference between "modern words" and "proper coordination with situations"? Is there any difference between "modern" and "traditional"? Is it true that people who do not know traditional principles will plate themselves into modern ones? Do they think that there is something in the West that we do not have? Is it a modern society that is full of people who know east or west or who knows east or west? How can we communicate with the two party cultures? < /p >

People all over the world want to say something in P.

However, due to the differences in local customs, different ways of communication are produced, which is the difference between national characteristics.

Chinese people like to be free and unrestrained, and of course they are willing to speak frankly.

But too many cases of "first say die before death" make us deeply understand the truth that "evil comes from the mouth"; therefore, we should advocate "careful words" and make sure that we should have something to say when we should have something to say directly; when we should not have something to say directly, we should certainly not have the "middle way" state to form a Chinese communication skill.

In short, Hu Yifu has seen too many mistakes, failures and heartaches in his training, consulting and research process. He sincerely recommended that team leaders should pay attention to team communication and improve team communication skills.

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< p > < strong > four, typical incentive has a clever move < /strong > < /p >.

< p > to set up typical personalities and examples in the team, often commend the good deeds of all sides, and create typical exemplary effects, so that all subordinates can follow the example, let them understand what ideas or behaviors they advocate or oppose, encourage their members to learn advanced, help them advance, and be enterprising and solidarity.

As a supervisor, we should find typical examples in time, summarize typical cases, and use typical models.

For example, you can learn insurance companies, set up billboards, set up elite clubs, name the names of excellent employees, name a long-term incentive plan, and give employees special holidays for outstanding performance.

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＜p＞　　表揚是對與物質激勵來說是成本最低的，但是表揚的激勵卻在團隊中起到很重要的作用，主管對下屬的肯定，特別是在大會上的贊許，會讓上進的下屬，得到滿足感和榮譽感，在以后的工作中更加有信心和動力，同時也會映射其他同事的警覺，向先進學習，所以主管領導，特別是帶終端業務團隊的領導，一定要善用運用領導藝術，適時的給予表揚較好的下屬以口頭表揚，或寫通知表揚，短信群發表揚，大會表揚，私下交流表揚等多種方式，告訴你的下屬，他做的不錯，繼續努力，下屬不喜歡冷冰冰，只會訓斥和罵人的領導，喜歡客觀的領導，和藹的領導，所以主管要善于用表揚來激勵你的團隊!＜/p＞

< p > < strong > five, enhance team spirit < /strong > /p >

< p > this is the "ant rule" in life.

If an ant lays on the ground alone, it will only crawl aimlessly. But when ants get together, the situation is completely different.

They will build complex nest sites, search for food, and pport food to home with long distance pportation. They will protect the eggs to be hatching, and cultivate fungi in the passages of the nest.

An ant may not attract your attention, but you must not look down upon a group of ants.

In modern business war, team spirit will determine the success or failure of an enterprise.

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< p > for example, one employee was very aggrieved and told his personnel manager that the boss did not care about talents and he wanted to change jobs.

The manager told him that this was a good idea, but leaving now is a pity, because it will not cause too much damage to the boss. Therefore, it is suggested that he should be more familiar with the company and establish more customer relations.

The employee listened to the case without saying anything, and worked hard, so he built up a large number of customer relations and mastered a lot of information about the operation of the enterprise. At that time, he met the personnel manager and the manager told him that it was time to change jobs.

But this employee said, the boss has just looked for him, promised to give him a raise, and also prepared to promote him as a marketing manager, he is not ready to go! This is what should cause many marketing friends to understand the case.

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< p > < strong > six, good team culture < /strong > < /p >

< p > a team is a whole, can be loose, such as a loose mass of sand, or even mutual exclusion, fighting hard, tension, team split, and form factions.

Some are united and orderly, win-win cooperation, team spirit, understanding tolerance, and even some brothers culture. The positive culture we need to talk about team culture reflects the basic values and correct guidance, and knows the honor and disgrace and cohesion.

Team relationship is harmonious.

In the work, we can treat each other with courage and be able to warm each other in life.

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< p > of course, it may be a little idealistic, but for the positive culture of team culture, gratitude, mutual help, cooperation and progress, we must have sales leadership to guide and advance, and push forward in practical work and life.

For example: a colleague is sick in hospital, the company leader takes the lead to bring the team to visit, donation, greetings, etc.

Let team members feel warm since the team.

Just imagine that such a situation, team leaders are indifferent to the whole team and team spirit and culture, will anyone trust and create a true culture? Therefore, the establishment of team culture requires the guidance and promotion of the leadership of the leadership, and the practice and drive of your team to a good cultural path.

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