This article is from the know.
I. Basic understanding of people and teams
1. Core values are not to be shaped
what are the core values? such as kindness, integrity, adherence to such seemingly very low-level values tend to be formed before joining. According to an interesting point in political science, people's political stance is written in genes. The basic value of an employee's job is also written in the gene. Simple acting can not hold up for too long. And you are very difficult like Stephen Chow film "Any" in the same, to reshape some of the core things. This matter, I go through detours, people have had fantasies, the results found that no one of the diamond, do not high-grade porcelain work.
However, in addition to the core values, other understanding of the enterprise, the value of the cause of molding, product identification, professionalism, etc. can be guided through communication. So we focus on character and core values in the selection and interview sessions of our team members, and sift through such hard-to-rewrite parts. It is also the focus of the study of Germany in Germany. Assuming this is unqualified, direct pass, regardless of talent.
2. We assume that people are good.
Having read the information produced by Huawei's Basic Law, Huawei has made a presumption before the basic Law that we assume that people are good and then do all sorts of pursuits. The same, we have to assume that employees are good, this kind of kindness is not pure ignorance, but that people have a good heart. Good hearts can evolve into very good behavior, responsible behavior, the motivation to do things well, the desire to be recognized instinct.
with this premise, in the detailed work, assuming that some of the tasks are not clear, or have doubts, we generally think that the whole project or responsibilities have some unclear parts, causing them confusion. Then adopt the management strategy of dredging rather than criticizing. It turns out that trust-based management can bring positive energy and positive feedback. Of course, this is only a team atmosphere of the basic concept, but do not underestimate the idea, subconscious things, often in practice to enlarge the molding. Your little questioning of people will react to impatience in action.
3. We feel that management is interactive
Rosena Bodeski, an assistant manager of GE's former boss, Jack Welch his 14-year-old assistant career, books were written, proposing the concept of "up-management" (Managing up), and changing the traditional management is the basic idea of carrot and stick.
I have always stressed that team members should understand each other, to understand upward, to adapt to each other's style, characteristics, so as to jointly pursue a consistent goal. The simple layout work, will cause the whole team's decision-making center to be in teams leader body. However, when the upper and lower management together bloom, the power broke out. We generally have a project to achieve the core goals of group discussion, understand the team KPI, and then the KPI decomposition, tell all the people this is what we want to pursue, the middle of the lack of, sudden inevitable, only you can make the decision of the part should be high-speed supplement, strengthen the team's agility.
second, some detailed operation of the team management
1. Establishment of a sense of belonging based on morning meeting and regular meeting system
Frankly speaking, I am not a person who likes to hold meetings, but at least the meetings of the team need to be persisted and regularly carried out. At least there are several advantages: first, there is a sense of team belonging, regular meetings, a little similar to the annual spring Festival, mid-Autumn Festival, so that you have a sense of belonging to the spirit. Second, the meeting can be some of the usual communication is not sufficient parts, consciously or unconsciously leveling, can put Zhang San work is John Doe know, save some communication costs. Thirdly, the meeting is also a place to inspire and learn from each other, Zhang San see John Doe's achievements will also have the desire to make progress, and even private exchanges. The other is that team meetings are a summary of the team's weekly reports, which can be sent to higher-level leaders to maintain knowledge and knowledge of team action. Finally, team meetings can constantly design zero-point issues, brainstorm, focus on what to talk about, be able to active team atmosphere, maintain vitality.
2. Performance coaching as the core of performance management (KPI oriented)
performance management is a management tool that is used by many companies. But the reality is, a tube will die, one put on the chaos. I have been puzzled countless times before, a recent article on the understanding of performance. Basically straightened out the matter.
as the performance management mainly includes the following aspects: Performance planning, performance coaching communication, performance evaluation, performance results application, performance objectives to improve. This tool was not used well before, mainly because we put the focus point on the performance appraisal. Later, when I was using Performance management, I basically put the center on performance planning and performance coaching. For example, in the plan before the action of timely communication programs, plans to communicate confusion, temporary training, such as short-term gaps. The actual effect is far better than the simple performance appraisal.
However, the KPI of the whole team and the individual I will basically reiterate every now and then, let everyone not forget where we come from and where we are going.
3. Project Management-based work promotion
in the detailed work, we are accustomed to guide you to split the hands of the medium target, into the smart principle of the particles. After that, regular Check,review. The key point of the control attaches great importance to ensure the quality of the project. The real situation is that a lot of colleagues start to think it's a headache before they get to the task, but once the correct disassembly, the system advances, there will be a relaxed feeling.
and team-level projects, usually led by one person, regular project communication will be done. At the same time, set up a Yahoo calendar, each person's work is recorded into the calendar, to form a kanban effect, reduce the deviation when cashing.
4. Knowledge precipitation aimed at standardized operations
because everyone's work is basically not purely manual labor, so involves a lot of knowledge accumulation and carding. We generally comb the recurring items and products. Refine the essence and enrich the case library. Ensure that it is possible to standardize when calling.
5. Internal resource links with the support of working as a vehicle for help
because there are so many times, it's not possible to do complex work on your own team alone. Because we usually launch some small-scale (mostly easy-to-control effects) for help or projects. Strengthen and other team in the work of the run-in communication, so that can deepen the understanding of the product, strengthen internal running-in, for some key time together to pave the way for a good colleague foundation.
6. Open vision-oriented team activities
General team activities like eating and drinking K song, of course, we can not mundane. However, most of the time, our activities to visit a number of museums (such as the Beijing Water Museum), eat some of the restaurants have not eaten, to do some small exchanges (such as the popularity of cycling enthusiasts), and sometimes invite some community in a certain area of the people to share the public welfare courses (know that the person can also be able to private messages) Keep the team in the new ideas outside the work.
in short, there are a lot of details and surprises in your team's operations that make your plan catch up with the changes. Just a reasonable, solid operational framework and approach, or make a team more vibrant.
How to improve team management Ability 5
