How the project manager inspires his team

Where incentives are needed, for ordinary employees, he may not consider the long-term development of the company, it is difficult to identify with the company's longer-term interests, and the company together. This is also easy to understand, we are generally very young, strong personality, do not think too much about the consequences, like new things, no family pressure and so on, so their decisions are often more casual. I have experienced colleagues leaving, including my own several times to change jobs, have some casual. Some people often decide to leave a company because of small things.
As a project manager who undertakes research and development projects, the morale and stability of the team is very important, here are a few ways to motivate morale:
I. Organization OF work assignments

Scheduling tasks can also motivate morale. Yes, a reasonable allocation of tasks can make the team members work happily.

The assignment of tasks should be based on the ability of the team members, personality, past experience, personal will, and combined with the project schedule.
1, do not let a person do the same thing forever, such an arrangement against the efficiency principle, because practice makes perfect, most Japanese companies take this style. For example, a Japanese company, a person who is responsible for document work, may use the Word,excel, and the document after his hand, will be very beautiful, professional. People are not machines, so I do not agree with this approach, to take the appropriate frequency to adjust the work of the team members will be more willing to accept the work.

2, the appropriate division of work, which is also the project manager to focus on, the task of decomposition to how much is reasonable, this is a learning.

3, the challenging work to those skilled staff, so that they do repeat, low-tech work will make them feel uninteresting.
4, new employees also need work pressure, otherwise they will not grow, so although relatively simple work is assigned to the backward staff, but the workload to be guaranteed.
Second, share the joys and sorrows with members
As a project manager, do not position yourself in the role of leadership, learn to share the joys and sorrows with the team members. and participate in a number of technical work, such as participation in demand analysis, high-level design, documentation/code review, even in the project progress tight, lack of personnel, participate in a number of detailed design, coding and other work. With the team members to work together, can be a good incentive to team members. Because in the eyes of your team members, you are always a leader. You can work hard with them and they will be more agreeable to you.
Say overtime, work task tight, overtime unavoidable, can't let your crew work every day, and you go home very early every day. My experience is that when you and your team work overtime to very late, after the end, we go to eat a simple supper, we will feel very good. (Of course, you can not eat every time, otherwise people will think it is a burden, because most of the time, we still hope that after work immediately home to rest).
Third, for the group members to strive for reasonable benefits
1. Win the company reward: The company has such as "excellent staff", "efficiency improvement" and so on awards, to the appropriate team to win these awards, in the company-wide recognition, will greatly promote the growth of the staff.
2. Salary and bonus adjustment
3. Fight for overtime allowance
Iv. communication and understanding of team members
Be a friend of your team, not a leader, though you will always be the leader in their eyes, and they will deliberately stay away from you. But you still actively communicate with them to understand their situation and help them if needed. For some backward employees, the project manager is responsible for the role of the mentor.
V. Evaluation of the role of leverage
Evaluation is a double-edged sword, but it can be said that no unit does not carry out evaluation. As a project manager, you have the right to review (or the right to evaluate), and you need to make the most of this leverage, because no one knows more about the group than you do, and the evaluation can bring positive factors to your team.
Please take note of the following principles:
1) evaluation is always to encourage progressives, not good people. As long as your team members make progress, no matter how bad he is (unless you fire him out), you will be reflected in the evaluation. Those who have always performed well, you have to consider leaning on the bonus (considering a person's contribution) or giving him a more challenging task.
2) for the poor evaluation of the staff, you must help him to analyze the reasons.
3) Take turns Republicans, for a number of team members have shown progress, you can not choose when (the limit of evaluation ratio), taking turns Republicans way, although there is same big pot suspicion, but also must be used. Unless a person is particularly good, everyone is convinced, or do not set up a high-up pacesetter in the project group.
VI. Set goals with team members
This includes individual performance goals, giving the team a clear vision of your group's goals and the objectives of the Department (or product) in which your team is located. In any case, clear short-term/medium-term goals are needed.

VII. Team Activities

Including sports, dinner, singing, travel, drop-in and so on, to create a harmonious atmosphere between members, for the improvement of team combat effectiveness. At the same time through these activities, so that people have a certain degree of physical and mental relaxation. The thing to note is that as a project manager you have to develop a more lively, outgoing group of members as organizers, and you do not organize yourself. If this organizer is a beauty (your team baby), then better.

Team activities also have to grasp a degree, not too dense, can not be too mandatory, which may also put pressure on the group members.
Eight, team culture
This is the last thing to say, not because it is unimportant. But because it is the most important, and the hardest to do. You have to work hard to form your team culture, to form some people agree, there is no rules to form norms. This is difficult, still in the study ...