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Team building simply means that the company gives you a group of people, you gather them together, move in one direction, and achieve or exceed the team, that is, the company's consistent goal through the team's Qi Xin cooperation.

It's really simple to define team building in this way. It's like contracting construction projects outside, but it's just leading a group of people to work. However, it is not easy to do things well, because things are simple. To achieve or surpass the company's goals, we need to make more efforts in "construction", such as how to promote the rapid growth of subordinates, how to unite team members to form overall combat effectiveness, how to get the necessary support from superiors, how to share the pressure from superiors, how to appropriately give some pressure to subordinates, how to implement the company's strategic plan, and how to form healthy competition among team members. Here, I mainly share with you several aspects that we need to pay special attention to when considering "how to build", which is also the direction that I have been trying to explore. First of all, the premise of everything is respect. If you don't know how to respect people, everything is impossible.

This respect does not come from the belief that all people are created equal, but from the firm belief that as long as individuals have advantages and disadvantages, they will make mistakes. The most important thing in team building is to try to find and make good use of the advantages of each member. On the contrary, we should prevent and avoid all kinds of problems caused by personal shortcomings (perhaps human weakness), so as to effectively promote the realization of the goal. "This respect is tangible, visible and tangible. For example, the objective grasp of some problems in the team is reflected in the correct understanding of the mistakes made by subordinates; Trust in team members is reflected in the reasonable authorization and appointment of subordinates; The objective analysis of team members' feedback and timely reply are reflected in the appropriate adoption of subordinates' suggestions, and so on.

Then there is communication, understanding the situation and exerting influence. Good communication is like a sensitive and effective nervous system, and it is also like a lubricant for the operation of parts.

There are many ways to communicate, and my favorite is chatting. Someone once asked me: What do you think of chatting with people all day? My answer is: chatting is also a job. Because it's not casual, especially in the choice of timing and topic.

There is only one purpose: to close the distance, harmonize the atmosphere, understand the situation and exert influence. Another favorite activity is entertainment, especially playing chess, cards and drinking. These three activities can best reflect people's character, and you can't hide them if you want.

Personality doesn't matter whether it is good or bad. The most important thing is to make good use of it according to different people. Through reasonable combination, conflicts can be reduced and coordination can be enhanced.

Then there is service, which is the core content of team building. The example that individuals often like to give is that team building is like taking care of children. Of course, skill is indispensable. You must be patient enough and be willing to worry. You should try to suppress the idea that you are the boss and have the right to give orders, and suppress words such as supervision and control.

Think more about the responsibility to this group in order to do a good job. In the end, the work depends on the whole team, not one person.

We should base ourselves on service and create a good working environment for team members. In other words, the organizer's task is to set the stage and let the players sing well.

Don't worry about being upstaged. On the one hand, no matter how good the play is, it is still you who reports to the boss. Second, even if this team member finally surpasses you, if you have sincerely helped him, he will naturally help you. Why not? Therefore, don't be stingy to affirm the achievements of team members in front of your boss, not to mention putting the credit on yourself and putting the blame on others, which is very taboo. To get team members to stop working, we should not only say, but also say "Wrong, the responsibility is mine, by the way, the credit is yours".

The service mentioned here is very important in both work and life, and should be as meticulous and thoughtful as possible. The service is done and the management is basically at home.

What needs to be pointed out here is that service does not mean accommodation, it is principled and within one's ability. Also, in this process, there will be many misunderstandings and grievances, and it will also be painful. There is no way, who let you be the boss? If you want to do a good job, you have to admit all this. Eating these small losses accounts for the big "cheap" of "well done".

When the results come out, those misunderstandings and grievances will disappear, and you will get a group of friends who still care and trust each other after many years and a good memory. There is also coordination organization, which is to put the right people in the right position.

In fact, as a specific skill and job content, it is linked with respect, communication and service. If the first few items are done well, the coordination organization is basically a matter of course.

There are two aspects to pay attention to. First, we should pay attention to the actual situation and guide the situation. First, we should pay attention to the reasonable authorization as far as possible, and manage as little as possible. However, as the other side of management, the key work can be put on rationality.

Of course, there may be some differences in different situations and departments. For example, production employees need more and tighter, and technical departments need more and smoother. Then there is motivation.

There are many kinds of incentives, which can be summarized as two kinds: material incentives and spiritual incentives. "Adequate food and etiquette" is an eternal truth, and it is also the result of human nature, so it can be seen that material incentives are undeniable.

Material rewards are necessary, but they should also be used with caution and less. Because, good things often turn into bad things, especially for people now.

Not only does it fail to inspire, but it causes unnecessary troubles, increases contradictions such as comparison and suspicion, and destroys the atmosphere. And if we always rely on material incentives to motivate, it shows that there is something wrong with the organization and salary system.

Motivation should be more spiritual, and the most effective thing is sincere respect and trust for people and timely and effective affirmation of achievements. If you can really pay attention to the opinions of team members and give them appropriate authorization, give timely affirmation when completing the task, and give sincere help and encouragement when failing, this incentive effect will be much stronger and more lasting than how much money you promise to give him.

Although there is no need to exaggerate, the role of "a scholar dies for a confidant" cannot be underestimated. Everyone wants their work to be recognized, so it is very important to praise them in time and openly.