Teacher Liu Run said:

First, add "peer interview" to the interview. In addition to the supervisor, the supervisor of the supervisor also invites the candidate's future colleagues to be interviewers, specializing in smelling, which can ensure that the new employees and the team smell the same and improve their sense of belonging.

Second, use "three sentences to belong". Train all department managers and use these three sentences when putting forward higher requirements for employees:

You are a member of our team; 2) Our team is a demanding team; 3) But I believe you can do it.

Third, arrange executives to "walk the Gobi". After four days of mutual support, many people cried and became close comrades-in-arms for life and death after walking the difficult120km.

Fourth, arrange middle-level participation in "dialogue in the dark". In the dark, cooperation can accomplish almost impossible tasks. The trust and dependence of the team will be greatly increased.

Fifth, what about grassroots employees? Sponsor the monthly company-level "werewolf killing" competition. Employees sometimes berate pig teammates, and sometimes cheer triumphantly, quickly eliminating barriers and connecting emotions.

The method here is: first, demand; Secondly, through activities, the purpose is to make members have a sense of identity with the team. For example, it is difficult for each member of the team to cooperate on a project, so that they can have a sense of belonging to the team. It is even more difficult if the team members are all new employees. First, poor performance of business ability; Second, do not agree with the organization; Third, everyone's goals are inconsistent. In short, the sense of belonging is a slow work and a task that managers must face, which must be realized with great enthusiasm and efforts. There are many methods, but none of them are done at a critical moment to test the wisdom of managers.