Through this activity organized by the company, I better integrated into the company and became familiar with my colleagues. After this activity, people in our company have become more United. For a person who is not good at communication, I need such activities to help me better integrate into the group. I also have a lot of feelings in this activity. On the one hand, the company holds outdoor activities to bring employees together and make us more United; On the other hand, it is also for us to better relax our spirit, release our pressure and work harder for the company in the future, so the holding of this activity is also of special significance. This team activity is also my first time to participate in a large-scale group activity of the company, so I am very excited and excited during the activity. I followed my colleagues to an outdoor expansion place and started our team activities. First of all, it is a challenge for us to start all kinds of sports outdoors. We randomly formed our own team, named our own team and shouted slogans, which was full of gunpowder from the beginning. But we have always maintained the principle of competition second and friendship first. In the competition, we all tried our best to win more victories for our team and made our own efforts in the competition. We have also become more United, learned the division of labor and cooperation between teams, and understood the great power of Qi Xin's cooperation. After a series of competitions, we also established revolutionary friendship with each other. Many unfamiliar colleagues in the past were particularly United and friendly at that moment. After the activity, we all had a good time and were very lively when we got together for dinner. On this day, we didn't talk about work, we played carefree. Happy time always flies so quickly that at the end of the activity, we are all sad and miss the past time.
Chapter II Summary of Team Experience and Feeling
Too many things have happened around me recently. In real team management, I have too much experience to share with you. First of all, the real leader in team management must first realize the pain and difficulties of his peers. Since you are a manager, the ultimate goal of working in a team is to make the team work more efficient and point out the direction for the team. On this basis, stand with your partner employees as much as possible, feel their difficulties and their happiness. Only in this way can we truly win the respect and acceptance of the team. You can't always think about the equipment you have the right to use just because you are the leader at work. However, when using inferior equipment, we should consider the inconvenience and pain of subordinates and employees. We should really realize that leading an independent office is not a symbol of dignity and status, but because we need to communicate alone and know that we should leave enough face for our subordinates when they work.
Second, everyone is a talent. For employees, everyone is a talent. Therefore, in a team, never accuse an employee of being stupid. Such a simple comment hurts more than just a temporary mood. If you have respect in your heart, your word "stupid" hurts your personal evaluation of his own life. I was born to be useful. This sentence is not aimed at yourself, but more importantly at your employees and subordinates. Since I was born useful, so was he. When some employees need to be laid off because of team development, the first thing to pay attention to is to discover the advantages of employees and help them build confidence. Even use his own resources as a leader to provide some useful suggestions for his personal development, or recommend him to a position that is more suitable for him. Because, he is a talent.
Third, be brave in sharing in team management. Sharing here is not only about sharing your own information and knowledge, but also about sharing your feelings in more cases. Many people think that their real leadership ability is a trick. Revealing a certain ability or trick will threaten your leadership position. Actually, it's not like this. Being willing to share can not only make the team make greater progress, but also make their unique skills stronger through collective wisdom. The team will also give back more respect for your sharing. The respect of true leaders begins with sharing and helping, not with someone's general address.
Fourth, give the team enough understanding and patience. In the most advanced human resource management, the recruitment process is the most complicated. It is necessary not only to know whether the employees' work is true through the former leaders, but also to know all kinds of problems of employees' previous positions through background investigation. In fact, the essence of these jobs is to know and understand your employees. The frequent turnover of an employee may not be because of his instability, but because his professional experience is not so smooth. The real reason why an employee wants to enter the company from a long distance may be to reunite with his wife or lover. Maybe the progress of the team is not as fast as we thought. We should really think about the reasons behind this situation and give the team enough patience.
Fifth, let employees learn to manage themselves. The magic weapon of employee self-management is to let employees learn how to plan their own work. The average team leader assigns tasks early in the morning every day. Today, Zhang San does this thing, Li Si does another thing, and Wang Wu does the last thing. At the end of the day, the leader comments on the work of the day, and whoever does well will be praised and criticized. The result of this kind of management is that leaders think about what employees will do tomorrow every day. How to evaluate. Obviously, a person's energy is limited. When the leader has more than six subordinates, the problem arises. Because he can't take into account everyone's work arrangements. Therefore, people who are not assigned will be very lucky, and those who are assigned to important tasks will complain that God is unfair. On the other hand, the jobs faced by employees will also change. The customer's temporary change of mind will make the original work plan unable to start. Employees who are initially assigned tasks may become overwhelmed or insignificant due to external reasons. The inefficiency of the team can be imagined.
Article 3 Summary of team experience and feelings
First, create a supportive human resources environment In order to create a high-performance team, the management should strive to create a supportive human resources environment, including: advocating members to consider problems collectively, leaving enough communication time for everyone, and expressing confidence in the ability of members to achieve results. These supportive practices help organizations take a necessary step towards teamwork, because these steps promote further coordination, trust and mutual appreciation. Managers need to build a good communication platform for this. In view of the current situation, the following measures are suggested:
1. Whether it is a departmental meeting or a plenary meeting, after the main speech, participants must be given time to exchange experiences or opinions. Managers should not interrupt everyone's communication in the middle, but should give correct guidance and record the core issues in the communication process. Those that can be explained on the spot should be given as soon as possible, and those that cannot be solved in time should be answered in writing after the meeting or highlighted at the next meeting.
2. It should become the habit of managers to encourage and praise members who put forward questions or opinions. Being able to put forward opinions, whether their opinions are correct or not, first shows that this member cares about the current situation of the team, has doubts about all aspects of the guild or thinks that he can do better. This is the consciousness of being a member of the guild. Faced with this situation, managers should have a normal heart and a grateful heart.
3. Advocate members to consider problems collectively. Exercise members' overall view and think and solve problems from the perspective of a department.
4. Members' ability to achieve achievements should be affirmed and supported in time.
Second, the pride of team members.
Every member wants to have a glorious team, and a glorious team often has its own unique logo. If this logo is missing or damaged, the pride of employees as team members will disappear. Many ignorant managers don't know the pride of team members and the spiritual motivation that formal members are willing to contribute to the team.
Therefore, from establishing the company's image system to encouraging all departments and project teams to create a heroic subculture, it will have a positive and far-reaching impact on the team's creativity.
Third, let each member's talents match the role.
Team members must be able to perform their job functions and be good at cooperating with other team members. Only in this way can each member be clear about his role, his working position in each functional process, and the previous process and the next process. Only in this way can everyone who enters the team truly become a member of the team. If this is done, members can act quickly according to the needs of conditions without anyone giving orders. In other words, team members can respond spontaneously according to the needs of their work and take appropriate actions to achieve the goals of the team.
Therefore, an efficient team needs each member's talents to match their roles, and everyone needs to go all out.
Fourth, set challenging team goals.
The supervisor's duty is to motivate the whole team to work towards the overall goal, rather than emphasizing the individual workload. If it is done well, a model worker may take the lead; However, in different working environments, this method may undermine teamwork. The correct way is to set a challenging goal for the team and encourage the teamwork spirit of each member. When people realize that this goal can only be achieved with the full efforts of all members, this goal will focus on far-reaching public morality, and some internal contradictions will often disappear. At this point, if someone is selfish, others will accuse him of ignoring the overall situation. Only in this way can we form a closer team.
Verb (abbreviation of verb) Correct performance evaluation
An effective performance evaluation system usually includes two evaluation forms: formal evaluation and immediate evaluation in daily management. The reason why enterprises want to conduct performance appraisal is to judge whether they are competent through the assessment of employees, so as to ensure the scientificity of job matching, submission and training, which is the evaluation of performance appraisal; Secondly, we hope to help employees find out the real reasons for poor performance and stimulate their potential through performance evaluation, which is the development of eight times performance evaluation.
The work closely related to performance appraisal is how to pay salaries scientifically. As a form of recognition of the performance of all team employees, these compensation systems should first show the characteristics of "internal fairness and external competitiveness". Whether monetary reward or non-monetary reward, its purpose should be to stimulate employees' creativity and teamwork spirit.