Ways to improve employee cohesion, in the workplace, we will find that there are many ways to improve employee cohesion, most people still don't know. Let me take a look at the relevant materials about how to improve employee cohesion.
Ways to improve the cohesion of employees. Encourage employees to participate in continuing education, obtain all kinds of certificates as much as possible, and give certain rewards to those who have achieved excellent results, such as improving assessment scores and reimbursing tuition fees.
2. For large group enterprises, we can learn from the practice of Zheng Da Group and establish a unified training base. Local branches can send personnel to participate in training in batches according to the arrangement of the headquarters. The result of collective training not only reduces the training cost, but also facilitates the communication between branches.
3. Encourage employees to develop to a higher level. The company will not only make things difficult for employees who have made outstanding contributions, but also give certain rewards. It is impossible to do anything without paying a little price. In the initial stage, these measures may lead to the loss of some excellent employees.
First, shaping team culture and establishing team mission and vision are the spiritual source of marketing team cohesion.
"Mencius Gongsun Chou" said: "The weather is not as good as the geographical position, and the geographical position is not as good as human harmony"; The Book of Changes said: "Everyone is United, and its profits are broken"; "The Art of War" says: "Those who share the same desire win". The above classic sentences tell us the same truth: the cohesion of the team is the key to the success of the team. A team lacking cohesion and a divided heart will eventually fail. Shaping team culture and establishing team mission and vision are the spiritual source of shaping marketing team cohesion. Jack Welch, former president of General Electric, said: As a leader, the first task is to set a vision and mission for the team.
And motivate the team to do their best to achieve it. From the perspective of management philosophy, TeamVision is to solve the basic problem of what a team is and what it wants to be, while TeamMission is the strategic orientation and business direction made by the team to realize the team vision, which answers the question of what the team should do. As a marketing team, we must first make clear the core culture of the marketing team: be proactive and never give up! Team vision: to become a market leader; Team mission: actively market and win the market. The wolf culture of Huawei team and the independent team in Li Yunlong are good cases. Team culture should be constantly improved and upgraded in different stages of team development. As a team manager, we should not only pay attention to the daily work, but also consciously establish a culture suitable for our team, so that each team member can clearly define the team mission and actively promote the team vision, thus giving the team a source of cohesion!
Second, the team manager is the defender of team cohesion.
During the civil war in China, the generalissimo always fell off the chain in key links, and the national armies were divided into "lineal and non-lineal". Because of cronyism, clique and non-clique often don't sell each other's accounts on the battlefield, and finally "the 74th Division was wiped out" and "Gui Jun" was forced to leave the palace. Team leaders are the key figures to maintain team cohesion and combat effectiveness. To shape the cohesion of the marketing team, as a team leader, you need to follow the following rules:
1. Actively maintain good communication with team members.
Actively communicate with team members, understand the working and living conditions of team members, understand their reasonable needs in detail and try their best to meet them, so as to create a good and harmonious communication atmosphere. Our managers often lack the initiative to communicate with team members and have deviations in understanding. They always think that employees should take the initiative to respond to their own problems without taking the initiative to communicate. In fact, as a manager, if you spend a little time actively communicating with employees every day, you will often find many problems solved in communication, and the team is always in a high fighting atmosphere.
2. Respect team members and fully trust them. As managers, we should give our team members full trust. Without trust, we can't do our work well.
Some of our managers believe in the so-called method of employing people, and the suspicious should use it. We don't criticize anything here. In fact, we sometimes seem to have a reasonable composition from the appearance. In fact, only managers know the bitter fruit. The premise of employing people is to choose the right person and choose the right person! The principle of "employing people with doubts, employing people with doubts" can only show that our managers lack the vision and ability to identify talents and give themselves a reason to be eliminated.
3. Constantly encourage team members, do not compete with members for power and gain, and give full authorization.
The uniqueness of marketing team lies in that team members have to bear the pressure of clearer performance indicators of enterprises. We often find that so-called "old slick" will appear in the marketing team. As the leader of the marketing team, we should constantly encourage team members, tap their potential and inspire their fighting spirit. In the face of the struggle for profit, we must remember not to compete with employees for profit, otherwise the team will eventually lose the hearts of the people and will not work with such an unbearable leader. Secondly, in order to fully empower employees, you need to have enough knowledge and understanding of each member's ability and business skills, and give the team members moderate independent working space, thus mobilizing the initiative and enthusiasm of the team.
4. Let the team members feel the joy of growth.
In a marketing team, it is necessary for team members to truly experience their own growth and feel the pleasure of a sense of accomplishment in the process of growth, thus shaping the centripetal force and sense of belonging of team members, because if a person does not grow in an organization, there are generally only two choices: one is to muddle along and eventually get out; First, I didn't feel the satisfaction of my needs and finally chose to leave. It is suggested that our managers learn Maslow's hierarchy of needs theory in this respect.
Shaping a high cohesive marketing team is not achieved overnight. For every team leader, groping and summarizing, practice testing, establishing a suitable team culture and maintaining good interaction with team members are the basic courses to shape team cohesion.
Improve the cohesion of employees. Method 2 1. 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; Newcomer'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. Too quiet environment will only make everyone zero communication and dare not speak.
Seven, decentralization, more participation.
Give employees more say and let them participate in the planning process. In this way, everyone will support this plan in the process of carrying out the task.
When they participate, on the one hand, they can learn from others' strengths, on the other hand, they can quickly and encouragingly integrate into team work.
Ways to improve employee cohesion 3 The first way is to enhance everyone's sense of identity with the team. For example, make team members feel proud of being part of the team. If team members feel "share weal and woe" or "our fate", it will be very beneficial to promote team cooperation.
The second method is to make team members aware of the importance of collaboration. Business leaders should be able to make every member of the team realize that their cooperation and mutual contribution are crucial to the success of the team. In other words, without their contribution, the team will end in failure.
The third method is to make the contribution of members measurable. Enterprise managers should set clear goals so that the contribution of each member of the team can be measured. Let everyone see clearly who did what, and let each member be responsible for his actions.
The fourth method is to increase opportunities for face-to-face communication among members. Managers should let everyone know what is important to the team and what will be the result of cooperation and non-cooperation.
In addition, enterprises can also establish a competitive atmosphere among teams to promote cooperation among team members, or create a challenge from outside the team so that team members must cooperate with each other to overcome it.