Discussion on team communication management

Gu yuyun ": horse, horse wandering, Wan Ma Pentium; people, single film single difficult to travel, combined into a group ." A team is a group of people with complementary skills who follow common methods and behavior rules for the purpose of mutual responsibility.

The survival and development of today's enterprises require teamwork spirit and effective communication. "Future competition will be the competition of management. The focus of competition lies in the effective management and communication between members of each social organization and external organizations," said John rice bit, a famous American futuristic scientist ". This indicates that effective communication management has been regarded as one of the key factors for enterprise sustainable development, transformation and regeneration. Each company faces specific performance challenges. The team is the most practical and powerful tool for the top management to address these challenges.

I. Relationship between communication and team performance

(1) The role of communication can be viewed from the encouragement of the Porter-Lawler model to the team. How can a team achieve high performance? Of course, it is incentive. Incentives are first presented in the team in terms of talking to employees, providing performance feedback to employees, and authorizing employees. The porter-Lawler model provides an analytical framework for the general model of incentives in the Organization:

(1) the degree of effort will lead to an objective result-performance;

(2) After the employee completes the performance, the Organization will evaluate the employee and distribute the compensation. Here, compensation is divided into internal and external values. internal compensation generally refers to the realization of self-value and sense of belonging. External compensation refers to wages and bonuses;

(3) After the completion of the performance, the employee's psychology will also have an expectation of compensation, that is, cognitive compensation;

(4) If the expected compensation is different from the actual compensation, it will lead to employees' perception of fairness, that is, it will affect employees' satisfaction;

(5) satisfaction directly strengthens or revises the employee's next round of efforts.

From the Porter-lauler model, we can see that, just as real communication is the understanding of information, not the sending of information, the true incentive effect should be the employees' perception and understanding of work value and compensation. The employee's understanding and cognition depend on the good implementation of management communication. In the process of employees' efforts to achieve performance, the communication between the management and employees may involve work design, diversified work content, work rotation, and flexible working days, these current and popular work modes can meet the diversified needs of employees. However, it should be noted that these alternatives will show their benefits only after the managers communicate with the employees and reach an agreement. The design of compensation should also discard the previous "salary and welfare system ", new ideas should be made. Employees must assume an important role in this process. After communicating with team members, they must understand their ideas and needs, and customize compensation plans for team members based on their specific circumstances, taking both internal and external compensation into account will undoubtedly improve team morale and team cohesion. It must be pointed out that such self-help compensation should be designed based on the team's performance objectives to strengthen the overall performance objectives of the team. On the other hand, the perception of the fairness of compensation directly comes from the employee's psychological contract, if an employee feels unfair, the employee is deemed to be a violation of the manager's psychological contract. The attribution theory analysis shows that the employee thinks that the violation of the contract is intentional by the manager, or the inconsistency of understanding caused by the lack of communication between the manager and the employee will lead to different consequences. Effective communication can eliminate unfair feelings and increase satisfaction.

(2) view the role of communication from the Joe Harry window in reducing the number of self-blind spots. The Joe Harry window provides a perspective on how team members communicate and is a dynamic analysis. 2. As shown in figure 3, communication results in mutual information penetration. Team members trust each other because of mutual understanding, and the establishment of friendship deepens communication. Gradually, the open self will become larger, the hidden ones become smaller. Because of the objective existence of Self-blind spots, you must use the information provided by other team members to correct your unknown blind spots. The center of communication lies in the harmonious relationship. The skill of the harmonious relationship lies in the consistency between the language and the non-verbal language. The skill of the harmonious relationship means to make others feel relaxed and comfortable in the communication, therefore, we are more likely to disclose ourselves. The consistency of understanding and language form provides a way to get a harmonious relationship. In the middle of 1980s, a term "mbwa" was created in the United States, that is, managers walked out of their offices and communicated with employees on the site. By taking advantage of this opportunity, managers can see more and hear more, learn more about situations they do not know, and thus reduce their blind spots. Communication integrates the opinions of diverse employees in the team, integrates non-consistent information, and inspires employees to pursue higher performance goals.

The reduction of Self-blind spots allows employees to re-recognize their abilities, which constitutes the foundation of authorization. Through communication, employees have a more objective understanding of themselves and increased their confidence. In the course of their work, they hope to influence the team performance and Decision-Making they really care about, in addition, it is hoped that a larger disposable scope will inevitably lead to an internal requirement-sharing power, obtaining greater power to have a greater degree of choice in work, giving full play to your creativity, and satisfying your work. The high self-management awareness of employees also requires that the leadership approach be appropriate. The three-degree Space Leadership efficiency model created by the psychologist Karman at Ohio State University shows that authorization is the best when the maturity of the leaders reaches a very high stage. High Employee maturity refers to the full use of employees' self-management awareness and subjective initiative. At this time, employees connected with appropriate leadership methods will inevitably produce the best work effect. Project Manager blog

Ii. Roles of communication in team building

We know that team building will go through five phases in sequence: formation, volatility, standardization, performance of duties, and progress. In the formation and shock stages, communication and communication enable team members with various abilities to be unfamiliar with each other and gradually understand each other. At the same time, due to the differences between team goals and individual goals, work behavior patterns are inconsistent between individuals, rights redistribution, and other issues, resulting in tension and conflicts in the Organization. How to make the team more harmonious and make the team more standardized? Communication will certainly play an important role. In a team, conflicts are inevitable and can be divided into constructive and destructive ones. As a manager, the purpose of a successful resolution of a conflict should be to make the conflict meaningful: By interviewing and communicating with the dispute, the administrator should fully grasp the information to understand the nature of the conflict and adopt appropriate strategies accordingly, seeking for the same, saving small differences, removing conflicts of the same nature, and enhancing working relationships. Communication and communication between employees enables employees to establish friendship, mutual trust, and mutual dependency in the process of mutual familiarity and understanding. They also agree that cooperation is more important than competition, the sense of responsibility for work is enhanced. At this time, more different opinions are based on the common team goals. The presentation of different opinions should create a encouraging communication atmosphere in the team, encourage team members to offer suggestions to Promote the Development of group intelligence. Communicate with the management team so that the team members can have a macro grasp of the entire task. After a period of communication, the managers can increase their trust in the team members and urge them to authorize the team members, give full play to the initiative and creativity of team members to stimulate their enthusiasm for learning. In the performance phase, mature communication, communication, and common learning have already achieved a high degree of agreement on performance goals. Team members have a clear sense of direction and clearly defined roles, and have a deep understanding of this positioning. This stage should be the value building stage of the team. Mutual mutual learning and communication, the communication between team members has basically become tacit, especially in the work of "talking ". At this time, communication has increased to a level, which is the correction and solidification of the team's values. This solidified value, that is, the team spirit, in turn, will have internal incentives for the team members, that is, employees will regard the sense of accomplishment obtained after achieving the team's performance goals as a kind of self-fulfillment. Project Management Alliance

3. Measures to make the team run efficiently through communicationTransferred from project management Alliance

The efficiency of team operation can be measured in three aspects: first, the team's products and marketing are competitive; second, the team members are enthusiastic and can freely innovate and display their talents; third, the team members are willing to cooperate and have the courage to participate in changes in all aspects of the team. Measures to make the team run efficiently through communication include:

(1) two-way communication to encourage employees to reach consensus on the goals and tasks set by the team. The team manager should present the task and goal to the Members and inform them that "what is our business (task ?" And "what do we want to be ?" At the same time, listen to the Members' opinions and suggestions on the tasks and objectives, conduct research in a timely manner, and modify and improve the originally stated tasks and objectives. After modification and improvement, the task statement and target statement will be made to the members again. Through such two-way communication, the team members reach consensus on their personal goals and team tasks and goals, so that the team goals can better reflect the consistency of the interests of members and managers, and promote team performance.

(2) Cross-Department communication, encouraging close cooperation between departments and teams. Through target incentives, the "uncertainty" of the company's expected goals is changed to the certainty of the Team and Member tasks, and the company's goals are subdivided into teams and members, so that every position member of the Team is aware of them, achieving the goals of the Department and the current position is inseparable from the common goals of the team. Efforts must be made to do your job well and contribute to achieving the common goals set by the team. In this way, each team and its employees are encouraged to work closely together to achieve their enterprise goals.

(3) diversified communication, enhancing the cohesion of team members. The cohesion of the team is an important fortune of the company. Strong cohesion indicates that the team has a strong appeal to Members and makes the Members feel "my team is mine and I am a team ". To enhance the team cohesion, you need to use a variety of methods: first, the upper and lower levels should achieve equal distance communication, that is, the team leaders should maintain an equal attitude to the members, without adding personal preferences. Otherwise, communication will certainly produce a lot of side effects: those who get favor from their superiors are excited, but at the same time, other Members will have negative emotions of confrontation, suspicion, and giving up communication, communication will experience great resistance. Second, communication between members should be promoted and supported. It is common for Members to have conflicts and opinions during cooperation. The key is to take an attitude towards handling different opinions. The best way is to communicate, that is, to actively communicate with each other. Third, adopt the group thinking decision-making method. In the Team's decision-making process, it is very important to listen to comments from all aspects of the team. In the scientific and democratic sense of decision-making, we need to listen to different opinions in particular and let Members say "dissatisfaction. Fourth, attach importance to mutual trust among members. Trust is the basis of communication. Effective communication between team members must be supported by mutual respect and trust. Such trust requires team leaders to create an atmosphere of good faith in the enterprise. The above communication efforts made by the team run through the upper and lower layers of the team, between departments and departments, and between employees and employees. Only through such efforts can the team operate efficiently.

Iv. Conclusion

Successful teams include not only high-performance goals, but also the satisfaction of team members. Team work actually represents a set of values: constantly helping each Member to continuously improve performance; members work collaboratively and can be combined to be responsible for performance goals; the effectiveness of the team depends on how the members work together; team members have a sense of belonging to work with others. Communication throughout the whole process of team building. When building a team, You must select members, then integrate diversity, management conflicts, achieve the goal consensus, and the mutual identification of employees, and ultimately form a set of unique values of the team. Communication is required. The two major auxiliary factors for a successful team are the support of senior management and the training of team members. Obtaining substantial support and guidance from the decision-making layer will get twice the result with half the effort. Upward communication can help a team combine their goals with the goals of the top management to identify reliable and effective high-level assurance, ensure that the operation of the team is not affected when the company's business project changes or personnel changes occur. Communication with the Decision-Making layer can also identify threats, effectively and timely avoid them, and create a good environment for the smooth development of the team. Team members, because of their differences, do not everyone think they can get self-satisfaction from their work. Some people only want to follow the steps. At this time, employees must be trained to adapt to the team environment. In fact, this kind of training is still through communication and communication, so that the team members can learn the skills and cooperation required to work in the team.