How to bring a team with an average age

In how to bring an average age Team (http://www.cnblogs.com/jackyrong/archive/2010/05/29/1746790.html)
This section describes how to deal with relationships and management in a team when facing members with an average age. This article describes how to bring a team with a relatively small average age. It is generally considered that students after graduation are within four years.
For example, 22-26 can be considered as a group of Members with a relatively small average age.

1. First of all, they (replaced by them below) have just graduated, and have at most been working for about 2-3 years.
They lack some experience, but their enthusiasm for work is very commendable. You must grasp their psychology well: they want to learn more knowledge as soon as possible, show themselves in front of leaders, and want to grow themselves as soon as possible.
To get rid of the opinions of others in the team. Therefore, in actual work, they are often very hard-working groups,
Most of them will be modest and motivated. But you need to know their shortcomings, that is, many of them will learn and
The method of work is not good, sometimes there may be deviations, sometimes it will be young and prosperous, sometimes it will be noisy and so on.

2. After understanding their shortcomings, the right remedy is needed. First, the best way is to join the team
From the first day, I had a face-to-face conversation with them. It was best for the project manager to talk to them separately,
First of all, let them feel that new people in this team, despite being younger, are equal to everyone in the team,
In a team, there are only different roles and responsibilities. Without the so-called seniority, everyone is equal, making them feel
In your team, it is a team that is not right and allows new people to create a team,
Is a team that allows new people to feel that they can grow. I think this is a great brainwashing that made them "brainwashed" before they joined the team.
It is necessary that it takes a short time, but the distance between you and them suddenly makes them confident in the future of the team, let them feel that they will be able to grow in your team in the future and relieve their worries.

3 It is best to configure a mentor system for new people. If there are not enough people, you can bring multiple new people to the old man.
Submit work reports (oral communication) to instructors on a weekly or regular basis ). In addition, the mentor should regularly send
You report the relevant information and regularly grasp their work status.

4. When assigning tasks and ensuring the completion of the tasks, try to arrange for old people to bring new people. Do not assign new people to the same task in a centralized manner.

5. Do you know about them? Their personality, expertise, previous work background, project Beijing, their career planning, their hobbies, especially their career planning, they are young, at first, it may be in this aspect.
You are confused, so you need to talk to them more about career planning and correct their unrealistic ideas.

6. Time and space for new people to speak and present. For example, if they are agile, you can assign them some small daily tasks,
Let them start from small things. When discussing or making decisions at meetings, they must give them time to speak and give them their own ideas, even though sometimes they are immature or wrong, but never interrupt them on the spot.
For example, when talking about them, you should not be impatient or even interrupt them, so that their self-esteem will be affected.
Yes. You can say: "Your thoughts are constructive and have improved a lot compared with your previous ideas. We
We will take your ideas into consideration and hope you will continue to work hard next time. "Remember to give new people more encouragement.

7. New people are very interested in new technologies and new knowledge, and learn more time. Therefore, if you want to think that your team
After the old people are down, they can engage in training so that your team members can exchange experiences on a regular basis.
Learn from your experiences and other methods to improve your business skills. At this time, you can encourage new people and let them
Instead, it becomes the main force. When new people are very active and enthusiastic about their learning, they will also bring down their morale.
People are alert, so your team will immediately become active again.

8. What should I do if I encounter a new employee who cannot solve the problem? What should I do if I make mistakes? This problem is common,
At this time, you need to give him confidence first, not to criticize it from the very beginning. If he is an introverted person,
You can learn from his colleagues about what difficulties he has encountered, or you can talk to him in person,
If the interview is inconvenient, you can ask questions via QQ, email, and other aspects. You need to give them more confidence. Secondly, you need to trust
They help them, such as providing enough information, providing help from the old man, so that the old man can
Helping new people makes him feel that your team is "difficult and supportive.

9 if there are many new teams, they have a strong sense of competition. Therefore, they must seize their psychology and fully enable them to compete well,
For example, when group A has a higher performance than group B,
You can praise the new guy in group A with more pen and ink to make him feel satisfied, and at the same time, let him feel satisfied.
The newcomers in Group B realized that there was a gap and they needed to catch up.

10 don't forget to do your best as a project manager to apply for a company to set up a new person Progress Award for new people and reward new people!