How to formulate the management system of entrepreneurial team
It is impossible for any company to have a perfect system, and it is impossible to fail to do this from the beginning, but it is impossible to have a management strategic framework. In the first stage, the start-up company goes all out to make achievements so that the company can survive. When the company reached a certain scale, it began to operate, but some of them succeeded in transformation and some failed. Looking around, all successful enterprises have begun to formulate management strategic framework, although the detailed system has not been perfected. Enterprises that have failed in transformation, although they have also formulated systems, certainly have not formulated a management strategic framework. The result is either a split or a daily internal struggle between the institutionalists and liberals. ......
In fact, management itself is a huge system, and its essence can be summarized in one sentence: organize all employees in the enterprise to fight for the same benefit.
Management purposes: enterprise culture construction, organization construction, training, talent construction, operation standard construction, democratic meeting construction, and implementation of parallel relationship between superior and subordinate.
To sum up: one purpose, two themes (democratic conference, up-and-down parallel relationship) and six constructions.
I. Business Purpose: Strive for the common interests of * * *
Teams strive for the same interests. Any enterprise has its goals and objectives, behind which are benefits. The management must first make clear the company's purpose, that is, why all employees start a business together. Managers must train all employees of the enterprise. After defining the company's purpose and goals, how to achieve the goals and achieve them?
First, let all personnel clearly know their fundamental interests and mobilize their enthusiasm, initiative and creativity to the maximum extent.
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The second is to gradually establish various systems and frameworks to form a strong, controllable and powerful combat team and strive for the same interests.
Second, corporate culture construction
If a company's corporate culture has no concept system, no detailed target system, no team culture and no talent concept ... then your corporate culture should be the simplest.
First, combine the realization of employees' own value with the realization of enterprise goals.
The second is: the example of the top leader, the example of the department head and the example of the old employees is your corporate culture.
Third, organizational construction.
No matter how big or small an enterprise is or how many departments there are, only one person can make the final decision. Some employees in the enterprise must be clear, and their responsibilities must be clear. What can be done and what is not your own must be clear. This is especially true among top management departments. Otherwise, employees don't know who to listen to, and middle-level and grassroots can take more part-time, manage more and work more. In Hai Mall, the general manager's administrative management is directly flattened to the store manager, and the business management is directly managed vertically by all departments to the grassroots level, so that the rights and responsibilities are clear, the responsibilities are in place, the execution is strong, and the efficiency is fast.
Fourth, personnel training and construction.
An enterprise management depends on talents, and front-line sales depend on talents, so enterprise leaders must attach great importance to the selection and training of talents (for example, our KW University, Haier, Gome Business School). It is impossible for an enterprise to run a university at the beginning, but training must be persistent and practical, especially to cultivate sales, business and management backbones.
Verb (abbreviation of verb) ideological construction
I will briefly talk about this point, and I will focus on it separately in the future. The foundation of the company is employees. There is no advanced professionalism in the team, and there is no advanced concept to implement this professionalism. There is no real consistency between superiors and subordinates, and it is impossible to motivate all employees to maximize their professionalism. All technologies, strategies and tactics can't play their due role on the basis. Therefore, on a certain material basis, thinking grasps everything, thinking changes everything, and the progress of thinking is the progress of work and the progress of employees, so every enterprise cannot play its due role every day.
Sixth, the construction operation standard.
The operation of any enterprise is above everything else. No matter what department we manage, we do it for the sake of operation, because operation is the company's money-making group.
The main way of competition is confrontation, market competition and channel occupation, and shopping malls are as cruel as battlefields, which determines that management must be standardized, regularized and specialized, otherwise it will directly affect the combat effectiveness of enterprises and affect their survival, which requires us to creatively formulate an effective solution. According to our actual situation, Shanghai Mall has formulated seven major specifications for its operation, including image, ordering orientation and service.
Seven. Democratic conference
As the saying goes, democracy first, then centralization. My personal view of democracy is investigation and discussion. Everyone's collective wisdom comes to the conclusion that democracy is definitely not a decision, let alone the result of unprincipled slapping. Therefore, the summary of collective wisdom is: there is no democracy without dictatorship!
Eight, up and down parallel relationship
Where there are people, there are contradictions, and where there are contradictions, there are struggles. Enterprises will inevitably encounter some contradictions of balance. These contradictions exist in Chinese and foreign enterprises, and whether they can be solved depends on whether all departments within the enterprise can operate organically and efficiently. The principle of Shanghai Mall is to balance command from top to bottom:
A. the responsibilities of each department must be clear.
B. Level 1 management level 1, level 1 is responsible to level 1.
C. leaders can go beyond inspection, but not beyond orders.
D. Subordinates can appeal over their heads, but they can't report over their heads.
E. obeying orders is a dogma
F. directly find the department head for cross-departmental problems, and take full responsibility for those who do not cooperate and take the initiative to solve them.
G. Any problem of balancing the relationship is definitely not allowed to be judged by the superior leader, and both parties will solve it by themselves, otherwise they will be punished according to the law and regulations.
Nine. carry out
Performing in the army is to resolutely complete the task!
There is no excuse for being resolute and vigorous, but if an enterprise stresses execution, everyone will suffer. The superior blames the subordinate, and the subordinate blames the superior. The execution should be that once the task is handed in, just like the relay race, it will be done level by level, with results, explanations, and destinations. Some entrepreneurs said that I didn't improve the system, didn't check it, didn't ... It doesn't matter. I think if an enterprise wants to have executive power, it must start from scratch.
A. implementation is education.
Execution can't be formed voluntarily, so the team's unconscious execution should be cultivated consciously, cultivated and trained, because people's consciousness and subconscious are mutually transformed. Consciousness guides behavior, behavior forms habit, and habit forms subconscious. Then, by setting an example of implementation, grasping the model layer by layer, setting a benchmark, having the overall situation in mind and the model in hand, the abstract spirit is concretized and visualized. It can make employees feel amiable, eager to learn and eager to learn, so the execution is formed.
B. execution is honed.
If the enterprise's ideas, values and other conscious things can't be learned in class, then the collective and team's execution of unconscious things will be cultivated through long-term tempering and repeated practice. Remember, execution is a group behavior norm of the team, which should be mandatory, and rewards and punishments must be clearly defined, based and open.
C. implementation is rewarding.
Under the four rewards, there must be brave people. In order to mobilize the enthusiasm and enterprising spirit of enterprise personnel and promote the smooth implementation, it is necessary to organize various forms of competitions from top to bottom to establish a real? Always strive for the first place? If you strive for the first place everywhere, you will naturally make greater efforts than others. In addition, improving the executive power of supervisors should also be included in one of the important assessments, so as to create executive power.
D. Executive power is brought out by leaders.
The personality of the main leaders of enterprises has a great influence on the formation of team execution. The executive power of different leaders of the same enterprise is definitely different: for example, Huawei's? Mat culture? And so on, this illustrates this point, so enterprise leaders should pass it on from generation to generation and implement the execution to everyone!
Four elements allow you to build a perfect e-commerce entrepreneurial team.
Have you ever had an e-commerce? Are you alone? But now to be an e-commerce, we must have a reasonable division of labor and a coordinated management team. Although when it comes to team entrepreneurship, there will be a first? Struggling? But in this increasingly competitive era, it is not difficult to do anything. Therefore, no matter how difficult it is, the necessity of forming a team is already obvious. Here I talk about how to build a perfect e-commerce entrepreneurial team based on my own experience.
First of all: people are the first element.
For any venture, finding the right person is half the battle, so finding the right partner lays the seeds for the success of the venture. What kind of person should I look for? A person's thinking ability is limited. We need every entrepreneur to put energy and thinking into starting a business. Early start-ups should be discussed frequently. Everyone should express their opinions and brainstorm, and there must be a person who can grasp the direction.
Secondly, discipline is the second element.
The team emphasizes cooperation and discipline. In a team, we must first have a clear division of labor, and implement it to people, and then rationally integrate the resources at hand and customize their respective job responsibilities according to everyone's specialties. For those who can't finish the task on time, we should take countermeasures and have strict discipline. For an entrepreneurial team, early discipline maintenance is very important.
Again: clear distinction between public and private.
As the saying goes? Brother, can you settle the accounts? . The premature death of most entrepreneurial teams is due to the fact that public and private are not divided, which leads to mutual suspicion, and finally the unilateral withdrawal of funds has ruined the bright future of cooperation. Therefore, when forming a team, we must clearly write everyone's share ratio into a document, and reserve a suitable share ratio so as to make adjustments such as rewarding or absorbing investment.
Finally: clear direction
Don't be impulsive because you want to be an e-commerce. What people are most afraid of is being hot-headed and doing impulsive stupid things. If there is no clear entrepreneurial direction, it is best to think about it first and then form a team. At best, there are quite specific projects. After all, cooking without rice is difficult. Don't wait until all the smart women are in place and the food hasn't been found yet.
Summary: it is difficult to start a business, and it is even more difficult for a team to start a business. But you can't back down because of the immediate difficulties. We should plan well, take a long-term view, learn more, sum up more, and find and solve problems in constant practice. The longer you persist, the last laugh will come!
Types of entrepreneurial teams
Generally speaking, entrepreneurial teams can be divided into three types, which I call: star team, Nesh team and virtual star team, which evolved from online entrepreneurial teams. This is very similar to the network topology.
Star entrepreneurial team: there is a core leader in the general team, which plays a leading role. Before this kind of team is formed, the core leaders usually have the idea of starting a business, and then organize the entrepreneurial team according to their own ideas. Therefore, before the formation of the team, the core leaders have carefully thought about the composition of the team and selected the corresponding people to join the team according to their own ideas. These members who join the entrepreneurial team may be familiar with or unfamiliar with the core leaders, but other team members are more often supporters in the enterprise.
This entrepreneurial team has several obvious characteristics:
1, the organizational structure is tight and the centripetal force is strong, and the behavior of leaders in the organization has a great influence on other individuals.
2. The decision-making procedure is relatively simple and the organization efficiency is high.
3. It is easy to form a situation of excessive concentration of rights, thus increasing the risk of decision-making mistakes.
4. When other team members conflict with leaders, due to the special authority of the core leaders, other team members are often in a passive position when the conflict occurs. When the conflict is serious, they usually choose to leave the team, which has a great impact on the organization.
A typical example of this kind of organization is that the solar microsystem is made up of Vinod? Vinod KhMla established the concept of multi-purpose open workstation, and then he found Joy and Bechtolsheim, experts in software and hardware respectively, and Mc Neary with practical manufacturing experience and interpersonal skills, so he formed Sun's entrepreneurial team.
Network entrepreneurial team: members of this entrepreneurial team generally have close relationships before starting a business, such as classmates, relatives and friends, colleagues and friends. Generally speaking, in the process of communication, * * * agrees with an entrepreneurial idea, reaches a * * * understanding of entrepreneurship, and then starts a business together. When the entrepreneurial team is formed, there is no clear core person, and everyone spontaneously locates the organizational role according to their own characteristics. Therefore, in the early stage of an enterprise, members basically play the role of collaborators or partners.
This entrepreneurial team has several obvious characteristics:
1, the team has no obvious core and the overall structure is loose.
2, organizational decision-making, generally in the form of collective decision-making, through a lot of communication and discussion to reach an agreement. Therefore, the decision-making efficiency of the organization is relatively low.
3. Because team members have similar positions in the team, it is easy to form a multi-leader situation in the organization.
4. When there is a conflict between team members, they will generally adopt the attitude of equal consultation and positive resolution to eliminate the conflict. Team members will not leave easily. However, once the conflict between team members escalates and some team members quit the team, it will easily lead to the disintegration of the whole team.
Typical examples of this kind of entrepreneurial team: Bill Gates of Microsoft and childhood playmate Paul Allen, David of Hewlett-Packard? Packard and his classmate Bill Park Jung Su at Stanford University and many other well-known enterprises were founded because of their relationship and acquaintance, and then they inspired the idea of starting a business based on some interactions, and then they started a business together. Such examples abound.
Virtual star entrepreneurial team: This kind of entrepreneurial team evolved from the network entrepreneurial team. It is basically the middle form of the first two. In a team, there is a core member, but the establishment of this core member status is the result of team members' consultation. Therefore, in a sense, the core figures are the spokesmen of the whole team, not the leading figures, and their behavior in the team must fully consider the opinions of other team members, unlike the core leading figures in the star entrepreneurial team.
The above is the entrepreneurial team management I provided for you. I hope you like it!
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