First, it is suitable. Putting the right person in the right position is not only a talent as a leader, but also a manifestation of respecting employees. Here is a special talk about "respect". There is a phenomenon in the workplace. The more experienced the boss, the more humble and respectful he is. So if you want the team to play the maximum value, please respect everyone, so that you can get the respect of the team and gradually establish your influence or leadership.
Second, the right goal. Team development is a dynamic process. If the atmosphere is harmonious and there is no set goal, then the team will gradually become disunited. So let the team have a collective goal and drive everyone to work towards this goal, then every time you achieve it, it is a kind of cohesion and promotion of the team. Here, I want to explain what is a suitable goal, that is, the goal that can be achieved through team efforts. If you set a goal from the beginning, it will be difficult to achieve, and it will also affect the morale of the whole team. It is suggested that it will be more difficult to achieve the goal later, and it is not supported to set challenging goals at the beginning.
Third, work teaching. Good work guidance can not only help employees improve their working ability, but also be a process of "heart-to-heart" between leaders and employees. If you persist for a long time, it will shorten your communication path. The benefits of shortening the communication path are not listed here. The most taboo way for leaders is to break the pot. After a job is handed over to an employee, nothing is taken care of, and then the result is collected one day. If something goes wrong, it's all on employees, fined and deducted from performance. The employees are miserable. If the employee's usual work guidance is done well, it is not impossible to be such a shopkeeper, because when you give him a task, you can judge whether ta can be completed.
Fourth, one-on-one performance coaching. In order to avoid misunderstanding of performance coach, let's explain what performance coach is. Simply put, performance coaching is a management model that pays attention to both process and result, focusing on the management of "people" rather than "things". The purpose is to ensure that employees have a positive work attitude and pay attention to encouragement rather than exhortation. One-on-one performance coaching reflects the intimacy between leaders and employees, and it is also more convenient for them to communicate frankly in such a one-on-one private process. Leaders give feedback on employees' performance at a certain stage (excellent, to be improved, suggestions), and employees can also consult on some puzzles, express their needs and difficulties, and continue this "* * *" communication, and you will find that employees' performance will be more and more as you expect. The key to the success of one-on-one performance communication is that leaders should let employees feel your sincerity and let employees know that you are helping ta to improve its performance and career development from the perspective of ta.
Fifth, * * * and learning and resource sharing. Give employees the opportunity to learn and share their own resources, and help employees add value.
Sixth, build a personal display platform for employees. A team is not a hero of one person. Even leaders should leave room for employees to show their elegance and let ta enjoy the sense of self-achievement brought by work. Wherever you go, this employee will remember you and appreciate you.