The cultivation and construction of teams are generally divided into teams in the workplace. In the workplace, a team can play a great role. Companies should cultivate teams to some extent. See the following team training and construction and related materials.

Team training and construction 1 Without a good team, the company will become a mess, not to mention the development of the company and the progress of its employees; Without a good team, the company's achievements are temporary and accidental, the team building of the company is temporary, and the team building of the department is also temporary and accidental. Xx-xx has four processes.

A total of 12 people. In the process of production and operation, different processes and different individuals need to complete it together, so it is irreplaceable to strengthen team building, whether it is from a small team of processes to a large team of departments. Based on the actual situation of xx-xx, the following team building plan is formulated for xx-xx:

First, the process supervisor and department manager should establish the core image and prestige, pay attention to the improvement of their own quality and be the leader of the team.

Share your work experience with employees, especially newcomers, take on more responsibilities and establish your own prestige.

The process supervisor is both a manager and an executor; He is not only the maker of the work plan, but also the leader of implementing the plan. As the "leader" of the team, his personal qualities play a vital role. To be the leader of this team, we should not only treat everything and everyone objectively and fairly with a peaceful mind, but also improve our own quality in an all-round way.

Change the perspective: in daily work, the process supervisor should consider the problem from the perspective of the department manager, and the department manager should consider the problem from the perspective of the company as a whole and put himself in the other's shoes. While doing a good job in the team building of this department, we should take the overall situation into account, prioritize things, and don't pursue the gains and losses of this department too much, ignoring the coordination between departments, thus affecting the overall team building of the company.

Second, determine the goal and break down the plan.

To build team spirit, we must first put forward team goals and manage them well. Without a goal, the team will lose its direction. Therefore, establishing clear goals, decomposing and refining, and letting everyone know the responsibility and direction of the process or their own efforts through organizing discussion and learning are the prerequisites for the team to form cohesion.

In the management of team building, each member's goals may be inconsistent, and some members may have the mentality of migrant workers. They work day after day, and their enthusiasm for learning business is not high. Because of their different positions and angles in the team, they will have great differences in their work goals and expectations. Process supervisors and department managers should be good at capturing different mentalities among members, understanding their needs, helping them set the same goals, and striving to make the team cohesive.

At present, employees and process supervisors in various processes of xx-xx are only familiar with the job knowledge and job operation within their own business scope. Under the operation requirement of "one person with multiple posts" put forward by the company, the manager of xx-xx department needs to strengthen the training of department personnel so that the same person can carry out different post operations.

During the operation of the department, after receiving the production task, the department manager first calls the process supervisor to sort out and decompose the task, then arranges the work according to the different advantages of different people, strengthens the guidance and inspection in the work, summarizes the work in time after the task is completed, finds out the shortcomings in the work, and strengthens the discussion and study.

Third, grasp the norms and implement them.

An important sign to measure whether a company's management is on the right track is whether the system and process are understood, familiar, mastered and implemented by employees, and whether there are supervision and guarantee measures. Making employees familiar with and master various systems and processes is not only the need to ensure the quality of work, but also the need to meet the long-term development of the company and the rapid growth of employees. Facts have proved that without a scientific, complete and feasible system, management work and employees' behavior cannot be institutionalized, standardized and programmed, and disorder and confusion will occur, and orderly and disciplined teams will not be produced.

To build a large team of the company, we must start from a small team, use various forms, increase our study efforts, and pay attention to implementation and cash.

At present, xx-xx has formulated xx operation procedures and xx management procedures according to the requirements of the company's document management, and received the program documents, operation procedures and management documents from various departments of the company. The whole production operation is supported by documents, and different batches and varieties of products are managed by department managers before production.

The process supervisor combed the process operation, made a detailed post operation plan, and trained all the staff of the department before production. Before, we made a complete plan, but we lacked inspection in our work. As a result, in actual work, the planned plan can't be carried out strictly according to the plan (mainly in arranging the supervisor to guide the employees' operation, but in fact some of the work is done by the supervisor himself).

In order to effectively implement the plan, department managers and process supervisors need to monitor the plan in several periods and report the implementation of the plan in time. In the future production process, xx-xx needs to carry out post operations in strict accordance with the plan, and gradually improve the operational skills of department employees through continuous training of employees.

In addition, in the process of on-site management, we also formulated some requirements for on-site management, but failed to strictly abide by some requirements for on-site management in the implementation process (mainly in the timeliness of filling in records and the cleanliness of on-site items). In the future, xx-xx needs to strengthen on-site management, check more, rectify more, and gradually improve the standards of on-site management.

Fourth, activate team building with effective communication and establish a good working atmosphere.

Communication is a very important job to maintain the integrity of team building. Communication can make the upper-level situation come down and the lower-level situation come up in team building and promote mutual understanding. It can eliminate the inner tension and estrangement of employees, make everyone feel comfortable, and thus form a good working atmosphere.

The power of communication is beyond doubt. If you have opinions and contradictions, if you don't say them, you will accumulate resentment; If there are problems, they will pass the buck, and there may be bigger problems. These are all manifestations of insufficient communication. As long as communication is strengthened, there will always be a solution to the problem.

In the past work, there was insufficient communication between xx-xx people, working procedures, and between xx-xx and other departments of the company, which led to the problem not being solved in the first time. In order to change this situation.

In the future production and operation process, when xx-xx holds a pre-shift meeting or weekly meeting, department managers and process supervisors are needed to guide employees to report their work and sum up problems; Department managers and process supervisors communicate with employees in their work and life, get to know each other and enhance their feelings according to their work conditions.

Therefore, in order to better carry out the team building of xx-xx, it is necessary to keep all kinds of communication channels within the team open, so as to improve the morale within the team and create a "harmonious" environment for the development of all work.

Fifth, make good use of the assessment and incentive mechanism to continuously stimulate the progress of employees.

In the process of performance appraisal, we should adhere to the principle of fairness and justice; Combine annual assessment with monthly assessment. The assessment results should be fed back to employees in time to help them find the gap between their own shortcomings and the team goals, so as to motivate employees to continuously improve their work quality and efficiency.

Without rules, there would be no Fiona Fang. The construction of the system can standardize the work of the team and form * * * work objectives. The system is divided into two categories: daily attendance system and conference system.

1, daily attendance system: the purpose is to ensure working hours. Its contents include attendance days, actual attendance days, vacation days, vacation days and so on. The assessment results will be notified at the beginning of next month.

2. Meeting attendance system: the purpose is to discuss and solve problems in work and provide a learning platform. Find outstanding talents by organizing meetings.

In the future production and operation process, when xx-xx finds outstanding talents, it is necessary to give him incentive assessment and training guidance, and recommend talents to the company.

An excellent team should make progress with the team. In team work, individuals should combine their career planning with team performance. The enterprise is not owned by the boss, but by the team. We should take effective measures to do a good job in team building, unite team strength and promote the continuous development of the company.

Team Training and Building 2 Team Building Plan

First, corporate culture:

Business philosophy:

Goal:

Hope:

Development direction:

Core values:

Task:

Cultural concept:

Enterprise spirit:

Second, the purpose of team building:

The core of team building in the early stage is execution, which is reflected in the daily work and task execution of the team.

After arranging the work and tasks, employees can complete the work and tasks efficiently. The basic feature of an efficient sales team is rigor, which should be regarded as the soul of the team. The rigor of the team is reflected in the work attitude and behavior, and every step of the work is done with a rigorous attitude.

Third, the team positioning and overall goal:

The sales team must have a vision that is unanimously expected to be realized. In team building, let the team move in the same direction. Team goals must be quantified and can be broken down into annual, quarterly, monthly and weekly goals.

And there is a corresponding performance system to supervise the implementation of the target process.

Team tasks need to communicate with senior leaders:

Four, team culture construction planning:

1, elements of building team culture:

Identification: identification with employees' work behavior, work status and work results.

Praise: Be good at praising employees.

Promotion mechanism: promote employees who have the ability and can achieve the promotion goal.

Incentives: Bonuses and other rewards will be given to achieve the goals.

Team consciousness: cultivate employees' sense of unity and overall situation. Pay attention to the interests of the team and the company.

2, establish the goal concept of * * * *:

Every team member must believe that when the company can develop in the long run, employees can get good career development and treatment.

3. Establish a strict working system:

Make the daily work arrangement of the team and strictly implement it.

Improve team work discipline, and cooperate with rewards and punishments to supervise the implementation.

Clarify the team's fault punishment and responsibility identification system, and whoever makes mistakes will be responsible.

Clarify the responsibilities of all levels of the team to ensure that everyone does their job and does not exceed their authority.

V. Work plan for team building:

Team composition (formation):

The potential and ability of a team are determined by team members, and the quality of team members basically determines this group.

Prospects and personnel quality can be improved through training and teamwork, but after all, no matter how perfect the training mechanism is, it can't fundamentally change and improve a person's' basic quality'. Fundamentally speaking, the team is a collective of employing people, not a training institution. The quality, skills and mentality of team members directly affect the overall level and work efficiency of the team. Team leaders should pay attention to three basic principles when choosing their own team members:

1, select compound talents:

We face a variety of customer groups, involving all walks of life, which requires that every excellent salesperson is a sage and has an understanding of all walks of life. Because sales is a job of communicating with people, we have to face different types of customers every day, so different customers have to use different methods, at least for a new customer.

2. The recruitment process is structured as follows:

In order to improve the efficiency of recruitment, we should establish a set of recruitment procedures. Determine the responsibilities of each member of the sales team, formulate standardized standards for coping skills, experience and quality of each function, then design written test or interview questions according to this standard, and select qualified talents according to the comprehensive performance of candidates in all links.

3, the team's problem solving ability and execution:

Basic requirements of team members, such as hard-working, open-minded and good at communication. , will be strictly stipulated in the recruitment, but it can best reflect the most important criteria for whether a salesperson is qualified.

Is the ability to actively solve problems. At present, many people only play the role of problem phone and feedback, but lack the ability to properly solve problems and needs from customers and markets. In other words, the strength of team execution is actually determined by the strength of team members' ability to solve problems. Team training and cultivation is the key;

Team training is not only the training for new employees, but also the training for new employees and team training can't be confused. The cultivation of a team should start from every detail, constantly improve from all aspects in daily work and life, gradually form the style and atmosphere of the team, and give the team a spirit different from other teams, that is, team culture.

If the team forms this culture, it will drive every new member, no matter how the team members flow, it will not bring losses. Only in this way can we solve the problem of large turnover of personnel in this industry, but it takes patience and perseverance, and it is a long-term process to establish such a team.

Specific implementation measures:

1, new employee training:

The training content includes industry characteristics, product knowledge and professional ability. The training courses are as follows:

Internet and B2B basics, China product knowledge, sales skills.

2. Training and cultivation of image etiquette:

Company personnel should be well dressed, elegant in manners, soft in language and sunny in character.

In the company system, the clothing image requirements of employees on working days should be stipulated.

3. Training and cultivation of customer development methods:

4, telephone sales skills, interview skills, forced orders and other sales skills training and training.

5. Training and cultivation of after-sales service awareness.

Daily management of the team:

The improvement of the quality of the team and the cultivation of the style of work are a gradual process, which determines that it is formed bit by bit in the daily work of the team. Then the management of daily affairs should not only implement the existing rules, but should be implemented from every detail. If there is a problem, it should be reminded in time to promote its correction. But consider the self-esteem of employees and don't dampen their self-confidence. At the same time, supervisors are also required to carry out strict supervision.

Implement quantitative management of the team;

Divide the usual work into each digital quantity for assessment, so that the work style is flexible and not sloppy. The work of the clerk should be controllable, and an information table should be made for each intended customer, including name, position, company products, marketing model, contact information, follow-up records and other information. It is convenient for employees and customers to follow up and for supervisors to check, supervise and give guidance.

The management of the team should be humanized;

Companies pay attention to the performance results of the team, which often makes team members feel that they are in a team that only pays attention to the results and is not humanized. We should strengthen internal cohesion and stability so that every employee can find a sense of belonging in the team.

Formulate perfect work rules and regulations and strictly supervise their implementation, and cooperate with reward and punishment measures to supervise their implementation.

Team performance evaluation and incentive mechanism (to be determined)

Team training and construction 3 team building plan

First, organizational division of labor

Commander: general manager

Trainer: Deputy General Manager

Presenter: executive manager

Second, team competition.

1, ice-breaking activities

Time: 20 minutes

Purpose of the activity: to break the barriers and establish a team atmosphere of mutual understanding and trust. Communication with each other is the foundation of this confidence. Once trust is fully established, you will feel that the working atmosphere of the team is so relaxed and happy.

Activity content:

1. Divide all members into three groups, let each group of players form a centripetal circle with a diameter of 2-2 and 5 meters, and choose a player to stand in the center.

2. Everyone put out their hands, and the center team members put their hands on their chests for the following exchange and dialogue. Center member: "My name is (my own name). I was ready for this. Are you ready? " All the players replied, "I'm ready." Trainer "Did I fall?" All the players "fall!"

3. At this time, the whole body is completely in the hands of the group members. At this time, the team member pushed the central team member clockwise twice.

It is suggested that every member of the group give it a try.

5. Ask the person in the center of the circle to keep his body upright when he falls, and don't spread out his hands to avoid hurting others.

2. Graduation wall

Time: 20 minutes

Activity content: Divide all personnel into three or four groups. Within the specified time, all the people in each group only rely on mutual cooperation to climb from the ground to the top of the wall 3 or 8 meters above the ground. If a person fails to climb or exceeds the prescribed time.

Then all people will not be able to graduate, that is to say, if one person can't get on, everyone will fail. If each group completes the task within the specified time, the group with the shortest utilization time is selected as the winning group. Purpose of the activity: mainly to inspire and enhance the tenacious fighting spirit and the belief of mutual assistance, unity and victory.

Cooperation coefficient: ★★★★★★★

Physical requirements: ★★★★

Risk factor: ★★

Step 3 cross the soft bridge

Time: 60 minutes

Activity: A ladder is hung at both ends of the ravine. Players must use rope ladders to walk from one end of the canyon to the other. * * * Divided into three or four groups, all members of each group can cross the soft bridge in the shortest time through teamwork.

Purpose of the activity: to break the physiological reaction of the psychological comfort zone, retreat in the face of crisis, break through the self-psychological comfort zone-the role of jumping success and team motivation, and also help employees break through the psychological comfort zone.

Cooperation coefficient: ★

Physical requirements: ★★★

Risk factor: ★★

4. Bracelet solution

Form: 10 group

Time: 20 minutes

Activity content: 1. Let each group stand in a centripetal circle.

2. Raise your right hand first and hold the hand of the opposite person; Raise your left hand again and hold another person's hand; Now the team members are faced with a complicated problem, and they are trying to untie this chaotic net without letting go.

3, tell everyone that you can solve it, but there will be two answers. One is a big circle, and the other is two nested rings.

4. If the process really doesn't open, team members can decide to disconnect two adjacent hands once, but they must be closed immediately when they finish again.

Purpose of the activity: let the team members know what steps have been taken to solve the team problems, and listen to the importance of communication and teamwork spirit.

Third, a team picnic

The team competition is expected to end at 17: 00, and then a barbecue party will be held in the style garden.

Fourth, protect the environment and love life.

Protecting the environment is the most profound and lasting task of mankind. In recent years, all countries in the world have suffered different degrees of natural disasters. If man wants to conquer the terrible nature, he must respect it. I suggest that everyone take this outdoor activity as an opportunity to clean up all kinds of garbage generated during the activity in time, protect the environment, treat their homes well and create a beautiful living environment together.