How to improve the cohesion of employees? If the team cohesion is strong, then the team members will be enthusiastic, will do things seriously, will continue to innovate and jointly promote everyone's goals. Let's share how to improve employee cohesion.
How to improve employee cohesion 1 first, put the right people in the right position (collaboration)
You should try to make team members understand the importance of mutual understanding and learning from each other's strengths.
But it's not enough to let them know. You should know how to allocate human resources rationally, let the right people do the right things, and assign the right people to the right posts. Only in this way can we enhance the synergy, make employees complement each other's advantages, advance and retreat in unison, and make the team as a whole have no shortcomings.
Second, * * * and the principle of recognition of interests (sense of belonging)
* * * Common interests are the main reason why everyone comes together. Without the pursuit of common interests, why should we form a team?
For example, a combat sales team, their common interest is to sell a large number of products, so the common goal of this team is to sell as many products as possible;
For a department, their * * * common interest is that the department should complete the tasks assigned by the superior, win in the competition, become the best department group of the company, and then every member can make a profit, which is the embodiment of * * * common interest.
If everyone is like-minded, they will form a team together and have a sense of belonging to the team.
Third, the principle of pay equity based on contribution (work motivation)
People who make great contributions will get more rewards; People who make low contributions get low returns.
In this process, we must be absolutely fair, and we must not let personal relationships affect our own decisions, and we must not let privileged members appear.
Only in this way can you ensure that your subordinates have strong working motivation, because they know that the boss is a fair person, and as long as he contributes to the team, he will be rewarded accordingly.
Some bosses go bankrupt because the market is not good. In fact, their products sell well, but his company has a serious brain drain-he is too kind to his family in the company, even though they have done nothing but be his eyes and ears in the company.
With his special relationship, he holds a high salary and holds a high position. Those front-line salespeople do donkey work, but they only earn enough money to eat grass.
As a result, competitors seized this weakness and adopted a lasting "poaching" tactic.
One year, two years, three years and four years have passed, and his company has become a team composed of a pile of waste, and no one can work. At this point, the decline of his company is inevitable.
Fourth, a harmonious and effective communication mechanism (comfortable environment)
Good communication atmosphere is the most obvious and intuitive factor to bond the team.
This is especially true for new employees. On the first day, he may not remember anything about the workflow, and even what the boss said to him will be forgotten because of nervousness, but he will definitely be impressed by the communication atmosphere of the company:
Are you nervous or relaxed? Dogmatism or flexibility? Are you depressed or happy? He will know very well that it will have a direct impact on whether he is willing to work in this environment for a long time.
Fifth, improve the unique team culture (values)
A formal team must gradually establish and improve its own unique team culture, create an atmosphere and capture the hearts of its members, so as to cultivate their overall team tacit understanding and build a good development platform for everyone.
Without common values, it is difficult for them to be truly loyal, because they will feel that they are not working for themselves-they are just working for others.
As a team leader, you must also have a specialty, that is, while providing overall values, let them have room for self-development, break your own personal heroism and form their team values.
How to improve employee cohesion II. Set goals and evaluate them frequently.
Whether it is a new employee or an old employee, we should set a goal and direction, and evaluate it, so that our daily work has a direction.
The weekly orientation meeting is necessary. There are various forms of training meetings, such as: professional skills training; Freshmen's summary meeting At the same time, it is necessary to give specific ways to promote employees and how to implement them.
For old employees, we should also pay attention to their work content, let them set a goal for themselves, and do it through hard work, and never neglect it.
Second, write a daily newspaper and make a good summary.
Employees are required to write a daily newspaper to summarize and analyze the daily work content, so as to clearly understand what they have done and what achievements they have made.
The process of writing a daily newspaper is also a process in which newcomers learn to think independently. Employees who work hard and think are potential stocks.
Employees who don't write daily newspapers are inefficient, and they can't find a way to do anything, and they don't have the support of leaders. Their difficulties are always hidden in their hearts and cannot be solved.
Third, encourage and appreciate more.
Appropriate praise for employees can stimulate their enthusiasm for work. Only when you are recognized and your value is reflected will you have the motivation to continue doing it.
For newcomers, you can praise them in public at the training meeting and let them share their successful experiences. This will not only keep the enthusiasm of employees, but also let other newcomers learn to follow suit.
For the old employees, we should learn to appreciate, find the bright spots in them and appreciate them through indirect praise.
Fourth, care more and blame less.
Employees can't always maintain positive work passion, and sometimes they find something wrong, so they need to care about their lives from the perspective of employees.
Even if the employee's task is not completed well, don't blame too much. Explain the problem from their point of view, so that employees will accept criticism more easily and correct their shortcomings.
Five, more communication, less misunderstanding
In any group, the word "communication" is indispensable. Only through more communication can we find problems and increase mutual trust.
For example, before the start of enrollment activities, employees can be called together for a meeting, and everyone can put forward some suggestions on their own ideas, put forward their own views, carefully analyze them, and finally come up with the most suitable plan.
Less misunderstanding, more communication, and more sincerity with each other.
Six, more interaction, less silence
Silence and quietness are the most taboo things in the office atmosphere. Whether in the office or in the meeting, encourage employees to interact more and share their experiences and ideas.
Some people may ask, isn't a quiet office atmosphere just right for office work? Actually, it is not. If you want to mobilize the enthusiasm of employees, you can't do without the activity and interaction of the office. It's too quiet. The environment will only make everyone keep zero communication and dare not speak.
How to improve employee cohesion 3 1 Fully affirm the excellent work of subordinates.
If the quality of the work done by employees is excellent, but you never pay attention to it as a manager, they will soon feel that it is really unnecessary to work so hard. After all, the work done is generally excellent, and the relationship with them is not very close, so the quality of subordinates' work will gradually decline.
2. Target incentive method
Sales target is the effect that the sales team will achieve in a certain period of time according to the purpose of the enterprise. Sales target is one of the most important parts of enterprise target system, which includes profit rate, sales growth, market share increase, risk diversification, innovation and reputation. For the sales team of an enterprise, a reasonable and effective sales target can play an important role in guiding and encouraging, and at the same time, it also clarifies the specific direction of efforts of the enterprise, the sales team and the sales staff. The setting of sales target is the premise to ensure the normal and efficient sales activities of enterprise sales team.
3, restore the self-confidence of subordinates
Erickson, a world-famous psychologist, pointed out that a person's self-confidence is acquired in the process of going through crises again and again. At the same time, he pointed out: the improvement of a person's self-confidence will increase our ability to grasp ourselves, which is a person's ability to accurately evaluate and foresee himself, and it will generate a driving force in people's minds to promote personal development to perfection.
4. Give subordinates reasonable promotion opportunities.
Sales executives constantly motivate sales staff in their work, inject their work motivation and improve their work enthusiasm. The best motivation for salespeople to work hard is to give salespeople reasonable promotion opportunities. At Xerox, employees with good performance will feel that they can be promoted quickly, so they will devote themselves to their work with higher enthusiasm.
5. Praise more and criticize less at work.
An excellent and shrewd team manager will not "criticize subordinates" on trivial matters, but should adopt a tolerant and open-minded attitude to let subordinates realize their mistakes as soon as possible after making mistakes, instead of hitting their self-confidence and giving them time to win the next victory.