1, Maxima mode, first seen in Yima. When top sales took the stage to receive the award, she felt a shining sense of honor. She has been working so hard, being pushed to the stage, sharing her experiences, and having the opportunity to publicly and formally thank everyone who has given her support and help. The applause, cheers and recognition of all her colleagues will inspire internal motivation.
What's more, that kind of scene is the easiest to have the courage to say: I will make persistent efforts to strive for higher performance and better customer satisfaction. This kind of public commitment brings a sense of strength of "matching words with deeds", which is heavier than thousands of dollars in cash. ?
2. Under the influence of the epidemic, after just a few months of fighting chicken blood and "sparring", fatigue appeared briefly. Some friends began to slack off, complain and even cause inner anxiety. They once felt unstable and insecure. In this state, we need inspiring content to let everyone know that the company is with us. You see, everyone in the company has seen it. Let's settle down and fight together.
Therefore, when it is necessary to design an activity aimed at activating the motivation of partners and improving morale, I first thought of the Maxima Conference.
Combined with the content of corporate culture, I chose the phrase "create value, gain growth and win glory" as the core content, and took the Maxima Conference as a part of the company's corporate culture honor system.
Using the official language, as I said backstage, is exactly what I want to achieve. It is to encourage more small partners to follow the example of strugglers and learn from the best. At the same time, enhance the organizational vitality of the enterprise, enhance the team cohesion, let outstanding small partners stand on the stage and share the glory, form a prosperous and enterprising cultural atmosphere within the group, and encourage more small partners to learn, compete, surpass Excellence and enhance their professional competitiveness.
Think about it for two or three days. Looking back on my previous experience, although I didn't do backstage operations, I gradually came up with some ideas based on my previous experience in organizing meetings and what I saw and heard.
It only took 1 hour to finish it. ?
An event planning case is actually very simple. ?
1, 2 is the simplest, you have a good idea, you have seen it, just touch the leader.
Steps and budgets are easier to implement. Just buckle one ring at a time.
The hardest part is the third step.
Pay attention to three points to help the plan go smoothly.
Be ready to answer questions at any time, communicate with nominations from various departments, encourage everyone to recommend themselves, recommend departments, and select the best within the department.
Give the template and rules for filling in the recommendation reasons.
Time: 65438+202010-June.
If it looks too much like a daily work report, type it back and rewrite it; If you don't know your general meaning, call back and rewrite it; Not representative. It's just a daily output. Go back and rewrite it.
Emphasize the key points in the demand: milestone events, case sharing and data analysis are needed, which is in line with smart law.
Otherwise, how can we convince the public?
Notice:
Fill in the recommendation reasons will be publicized throughout the company, not fake, not exaggerated, otherwise you will lose trust and have serious consequences.
Let the voting part of the test paper become a star. The first round of publicity gave us an opportunity to compare the results publicly, and also gave us a certain space to add or subtract our own event descriptions (of course, it turned out to be more perfect).
This link is the first round of candidate publicity of the whole Maxima Conference.
You can invite the company's executives and above to participate, with the aim of expanding the visibility and transparency of this matter.
Then, combined with the latest round of evidence submitted by everyone, we will score, vote and elect again.
This process is inevitably biased, and some departments will vote more because of the inconsistency of raters (quotas), which will affect the overall result.
Therefore, it will be arranged in the next link, and the managers will discuss the trade-offs internally according to the results of the first round.
We should also consider the political factors of the company, not only to reward every outstanding person, but also to make these rewarded people evenly distributed in various departments or subsidiaries.
Those who are not convinced can discuss the complaint with the manager in the second round according to the first round score.
Because of the limited number of places, I can't be selected this time and I am really excellent. I can attend the next Maxima Conference.
To be honest, I have competed with this link several times. And his boss, battle, HRD, prefers internal selection and recommendation, without fanfare; The person in charge of the department also said that the employee's private submission was not approved by the supervisor and the manager did not know; There are also some people who worry that publicity will cause some employees' inner imbalance, think it is unfair and take formalism.
All kinds of feedback have been encountered.
The invisible pk between candidates has become visible, not only personal pk, but also departmental pk department.
Allow individuals to modify and improve the reasons for recommendation-when he announces the results of all candidates to everyone, he sees that others have written so much and achieved so much. Can he change his mind without any fluctuation?
Sure enough, 8 of the candidates in 13 chose to rewrite, and the version submitted later was obviously much better.
People at the supervisor level and above will naturally have a case contest within the team when they openly see the achievements of the whole company. Other departments can make such achievements, why can't our department? What else can I do? What are my strengths? This is what all management cadres need to think about.
At the same time, I may think, alas, there are still better friends in my department who have not been recommended. It is too late. Don't miss this recommendation opportunity next time. If you can go up, you will go up! Don't miss the company's honor selection.
You can't just look at the results, but the company orientation conveyed in this process is also very important. If you don't compare, how can you know your gap? It is better to compete with other small partners for the milestone of the whole company just from the mouth of the staff in their own department!
Transparency is always more convincing than a few bosses decide privately.
Moreover, there are molecular companies all over the country. If there are more bosses in Shenzhen and fewer participants in molecular companies, it will inevitably be said that they don't care about molecular companies or don't give them opportunities.
This all-staff voting scoring mechanism is relatively open and transparent. Even if the molecular company was not selected in the end, it was selected by all supervisors.
In addition, in this process, their own participation is higher and their experience is stronger. Seeing the achievements of other departments, the gap between small partners reported by natural means has been bridged.
The voting was simple and rude. It is suitable for selection in the case of great differences in the work nature of functional systems.
For those who are more professional, it is more appropriate to calculate with the average score.
You don't have to use the same model to select different content. These details should take into account everyone's acceptance.
Thanks to WPS rice husk svip. Ok, I admit that my final PPT was selected from three different templates, and then beautified and integrated into my own personality.
People who are proficient in PPT may see that there are stiff marks in it. But for the general public, this level is not bad.
My standard is actually very tacky: simple, atmospheric, award-winning atmosphere, mainly golden yellow.
Setting the main tone, in fact, it is quite easy to choose PPT template.
Alas, buy a member! Save too much time, really don't have to spend too much time thinking about how to make your own template. Isn't it sweet to stand on the shoulders of "giants" and improve efficiency?
I won't try to design it myself-although at first, I thought about making one myself.
Then search the template and find that seconds are killed if they are not used.
The shadow border below the copy is at most to make the text clearer when presented.
Everyone needs to have three key words and then explain. It took me a long time.
Write it yourself and find someone to confirm it. If you don't know their major, just talk about it face to face to ensure that my focus is not exaggerated and divorced from reality.
Thanks to Mr. Han Lei's guidance, when he showed me PPT typesetting, he suggested that I highlight the key points in the text, otherwise the browser could not find the key points, and the page would be "scrapped", so there would be no Powerpoint to convey the key information, neither power nor key points, so it would be no good.
Although it took a long time, after the overall polishing, the process was very fulfilling.
The format of the certificate is designed by the brand graphic designer. I found the corresponding template reference online and told them the effect I wanted. It went well here, and the second communication was basically finalized.
The key is the winning words in the certificate.
I specially designed the layout and copy with word, and made a large template layout first.
Then I finished the PPT copy and perfected all the testimonials according to everyone's keywords.
The award adverbials of outstanding individuals have their own characteristics, which really highlight a person's core characteristics in half a year and deserve the honorary title specially designed for a person, making them feel more concerned and valued.
In fact, this process is quite tangled, sometimes I can't think of words, and I'm more worried about whether what I think will be liked by the other party, and I'm worried that exaggeration will have a bad influence (after all, it's disgusting not to praise sincerely).
But fortunately, the final decision is quite satisfactory.
This is also my careful preparation when designing awards and awards.
The only regret is that I collected the words of my friends, but I didn't collect the right ones. Maybe I didn't express my needs clearly, or maybe I didn't do well in this process, so that this paragraph is all my own work.
A person is not bad, but it will make the following people feel that I have a burden, which is not conducive to my later talent training.
So, if there is a next time, I need to spare more time, determine my own standards as soon as possible, and then assign this task. I just need the final polishing and machining.
In this way, the deeper the participation of team partners, the deeper the growth.
This is basically done by team partners. The music she is looking for and the countdown poster she designed are both quite good.
Maxima was held on Wednesday, but our publicity in the group began with Monday's notice+countdown.
On Monday, Tuesday and Wednesday morning 10, posters for three days, two days and today will be posted in all staff on time.
The countdown will be issued to all staff at 3: 00, 4: 00, 5: 00, 3: 00, 2: 00 and 1: 00 on Wednesday afternoon.
At 5: 40, remind me to start preparing to go to the conference room.
We have done all these details well. Be rated as: so huge, like the Spring Festival Evening.
I think it's a compliment.
Yes, the first issue really needs to be this big.
In the later period of Maxima, we don't expect to do this in all staff. It is enough to be warm among management cadres. After all, the activities held every quarter will reduce everyone's interest and attention, and too many reminders will not only be nothing new, but also disturb everyone.
This is also the responsibility of the team administration department. I just need to make the final decision.
A meeting certainly needs the cooperation of many people.
I am a surprise here.
I haven't figured out the logic yet, and I've been emphasizing that this is the case here and that is the case there. When I scribble a lot, my assistant can help me sort out the job responsibilities and division of tasks I need.
At the meeting of division of labor and cooperation, the task was also assigned to the supporters quickly and clearly.
The assistant also arranged the necessary contents, set up a separate folder and distributed it to friends who needed play online, which greatly improved the efficiency.
The host's mentality! This is the process of constantly cheering yourself up.
Instead of encouraging yourself, ask yourself and answer yourself.
Give yourself positive feedback after seven consecutive questions. Is the best psychological preparation.
What are you afraid of? Do it!
1) Live webcast: Tencent conference, nailing
2) offline atmosphere creation and process promotion: meeting room
On-site execution is only the concentrated expression of all preparatory work. Let me talk about my personal feelings alone.
Because some financial data were provided late, our rehearsal time was compressed. In fact, in retrospect, we were not fully prepared, and most of the things were done in the last two days.
We were still adjusting the picture that day, and the music was not inserted yet. We found that the audio and pictures of the computer can't be synchronized, and we are not very skilled in using split screen operation.
We didn't have time to inspect the whole scene until the penultimate hour. When it came to the actual exhibition, we did appear, the PPT card could not be put out, the music could not be put out, and even the serial numbers of other departments were written wrong in PPT.
In fact, everyone can do better. There is only one way: rehearse earlier and finish earlier.
However, the facts are always less idealistic.
In the afternoon, my friends who were debugging PPT and music, including myself, were a little anxious.
At this time, you can only tell yourself first and be mentally prepared. Anyway, when an accident happens, just deal with it calmly.
Fortunately, it went well in the end.
The details of the implementation are more detailed in the assistant's copy, so I won't say it.
Only half of the conference room is reserved, and the other half is free at 5 pm. At this time, there is not much time to debug the seat. That some of our small stools are empty.
It took at least three times to sign in at the door to coordinate everyone to sit in the front seat.
In fact, at this time, as the host, I am a little anxious. Constantly letting everyone sit in front, in front, and move their positions will affect the field.
This means that when we prepare our seats, we still have to consider them all.
It also means that people in the guiding position must have obvious seat guidance.
I have to admit that our company's small partners are generally shy. The first choice is really the corner or the last position, and there is basically no one sitting in front.
Then, as a coordinator, this post guidance is very important.
But the arrow is imminent, so it's better to strike first.
Everyone has a seat, so it's ok to be present.
Say hello to the countdown to the opening ceremony, video problem. There is no sound, and this part of the original design is very shocking. Five seconds countdown, watching the video 5432 1, the air suddenly became quiet.
At that moment, I looked at my little assistant Moncha Cha sitting there motionless and a little flustered.
However, immediately adjust and quickly heat up the site.
I feel that the venue is still a little cold. Haha, if the heat is 10, then from the beginning, we should be in a state of 6 to 7 to 8.
Coupled with music design, there is no single cycle, and the music that creates the atmosphere is a bit intermittent and lacks a sense of atmosphere.
At this time, I actually regret it a little. Why didn't I arrange child care or make rules under the stage? At least someone in the department should call him. This will heat up the site. Of course, this is another story, and it can be improved next time.
The silence of the venue is also related to our participants. After a busy day, it is very difficult for everyone to get off work or get to the company earlier. Not so many people have so much energy after work. It is estimated that there is a small voice in their hearts, "Can you go smoothly and slip away quickly?" There are many people, and everyone doesn't want to talk, so there will be fewer responses, and several interactive questions and answers will be specially set up.
But I still want to say in my heart that I want to let go of my pride and fear.
The host is the leader of the activity atmosphere. You must really enjoy this moment and be sincere, cheerful and focused in the process to lead the whole game.
Enjoying the present is the only thing I can do.
Although, after a few words, the honorary certificate is said to be an "easy certificate"; Obviously, it is more professional to say "honorary certificates and bonuses", but we should say "honorary certificates and red envelopes".
I realize it now, but I can't help it. I have to change it several times to get it up.
In my own opinion, it is unprofessional.
I hope this situation will change in the future.
Mandarin, standardization, formatting.
Hey, level, level! !
The photo of the winners of Maxima is still very slippery ~ and a small video of the theme vocabulary "expanding the road and leading the future" was recorded.
The only regret is that I didn't take photos with all the offline participants. This session could have been arranged at halftime. Because at the end, the swift horse was taken first, and then the group photo was taken, those who didn't win the prize might not want to wait, so they broke up.
This will continue to improve next time.
Of course, there are other details that need to be perfected.
This first scene, also be regarded as a very smooth end.
When everyone is offline, we are also very lively online.
Nail text+video synchronization, Tencent conference shooting synchronization.
As long as you are willing to visit your friends, you can follow them on the spot.
I also saw that the friends of the branch organized a team to watch in the conference room, which was really touching!
Well, that's when you read this article.
The little assistant also wrote a more specific detail about her.
1) Brand Department: Press release writing and publishing, Maxima video editing.
The press release was published on the intranet of the Group on July 24th. Thanks to the little ant student in the brand department, although I called back to rewrite it and changed it by half, I finally decided on the third draft.
The video of Maxima is still being edited. I am looking forward to the finished product.
2) Finishing work: foreign express delivery.
Of course, the video from other places participates, and the winners have to arrive by express delivery.
Excellent management cadres.
This is my first honor as a manager, with far-reaching significance. Although I wrote my acceptance speech myself, I hope I can move on without forgetting your initiative.
More importantly, I think I deserve it.
From 2020 10 to June, 65438, I did many things that companies have never done before, with little effect.
I have a strong internal motivation, a truly supportive and cooperative human resource management center team, and a fully authorized leader. I do have a broad platform for development.
On the contrary, it forced me to keep growing, be more professional and efficient, and at the same time be prepared to reserve and save.
As a manager, Excellence is on the one hand, and more importantly, how many people you can achieve and how many strategic goals you can support.
I'm always on the side of the company.
So, congratulations to myself. I also wish myself better in the future.
I won't lie in my personal credit book. In fact, this is only a small stage achievement.
What I want is a milestone in progress every month. Looking back, I have really surpassed the training manager who has even debuted for many years.
Next, I want to live up to the name of my department and carry out training and development.
In fact, everyone is complementary.
Summarize more, analyze more, absorb more and digest more, and I will work together with my goals, tasks and ambitions.
As long as I want to, the whole world will help me realize it.