An entrepreneur refers to a person who discovers certain information, resources, opportunities or technologies, uses or borrows corresponding platforms or carriers, and transforms and creates the discovered information, resources, opportunities or technologies into more wealth and value in some way, so as to achieve certain pursuits or goals. The following 10 tips for entrepreneurs to motivate teams are welcome to read the collection.
Trick 1: Appreciation
Appreciate the knowledge and talents of team members. Hey, what a great idea you have! ) Appreciate the work of team members. You did a great job! You did better than I thought! )
It's gold. It always shines. However, before gold is exposed, it needs to be discovered and wiped constantly, and it will appreciate when it is still being refined, otherwise it may be buried.
Trick 2: praise
Use complimentary language (well done! You have done a good job ...), explain your work in a suggested tone as much as possible, and say "please" and "thank you".
When you hear a leader praise or criticize you in the workplace, it is likely that the leader is not talking about one thing, but expressing a deep-seated guidance. If you only cover everything from point to area, you may sometimes live up to the painstaking efforts of the leaders.
Trick 3: authorization
Empower team members appropriately, treat team members fairly, give them opportunities to express themselves, and commend their outstanding achievements appropriately.
In the bottleneck period of employees' career development, full authorization can not only alleviate the embarrassing situation of employees, but also give employees some space to play freely, which can be described as killing two birds with one stone!
Tip 4: Listen.
Willing to listen to the suggestions or opinions of team members, having something to discuss with team members, and daring to apologize to team members, such as "So-and-so problem is my fault, I'm really sorry".
A leader who won't listen and won't listen will slowly lose the correct opinions of others. Because you don't want to listen, the information between superiors and subordinates may not be direct, which may affect quick decision-making. And if such a thing happens in the important work of the company, it may cause irreparable losses. It can be seen that to be a listening CEO, you must observe it completely from all angles in order to win at the starting point.
Tip 5: Care
Send necessary invitations to team members, eat together, have fun together, play games, etc. Seriously talk with team members and care about their progress. Congratulations on passing the exam! Can you tell me your next goal?
Trick 6: Ask for help
Pay attention to the emotional changes of team members, help them overcome difficulties, and give some financial assistance when necessary.
Especially in the face of employees who don't know themselves well enough and can't face up to their shortcomings, it takes time and patience for them to find their own problems and untie their knots in order to truly integrate into the team.
Trick 7: condolences
Express concerns about the safety and health of team members. For employees, nothing is more important than the boss's sincere encouragement. Especially the old employees who have made long-term contributions to the company, they are the most easily overlooked group, but they need sincere encouragement from the boss.
Trick 9: communication
Be good at using written communication, write letters and emails to team members, and give them more encouragement (I believe you will succeed). Problems that can't be solved by email must be communicated directly in person. Even in the era of mobile internet, "hand-to-hand combat" is still one of the best management methods. Indirect communication through multi-person transmission may cause deviation of meaning or a certain degree of distortion, while face-to-face communication not only retains the human touch, but also can directly and quickly find problems and solve them in time.
Skill 10: plan
Many enterprise executives and even people in the human resources management department think that career planning is employees' own business, which has actually fallen into a misunderstanding, because only by helping employees better understand the nature of career planning, making personal career development goals, and keeping in line with the development direction of enterprises, can we better stimulate employees' potential and achieve a win-win situation between employees and enterprises. In reality, there are many such examples. Many people start their careers without knowing what they should do, and finally find that they have only accumulated "unsuccessful" experience in different industries and positions. Today, we often talk about A+ talents, but forget that the premise of A+ talents is to put them in the right position. If the person in charge of the enterprise can help employees make long-term career plans and form a joint effort with the company, it may really avoid the waste of these "potential stocks" of A+ talents. Just as we often see athletes shouting "We are strong, we are the best" on the court, it is simple, but it can be rewarded quickly. As Ma Erdun, an American writer, said, "Firm confidence can make ordinary people do amazing things."
How to form an excellent entrepreneurial team?
A team member who knows himself and himself.
Most entrepreneurial teams have few core members, usually three or four, but there are also more than a dozen people. From the perspective of enterprise management, so few team members are really "pediatrics", because there are so few people, almost all people engaged in management feel that they can easily control them. But in fact, although there are not many members of this entrepreneurial team, they all have their own ideas, their own opinions and a belief that they are not in charge of themselves. Therefore, we can't despise every member of the entrepreneurial team.
All members of an excellent entrepreneurial team should be very familiar with it and know its roots. Sun Tzu's Art of War said: "Know yourself and know yourself, and you will be invincible." In the entrepreneurial team, team members are very aware of their own strengths and weaknesses, and also know the strengths and weaknesses of other members, which can well avoid all kinds of contradictions and disputes caused by unfamiliar team members and quickly improve the centripetal force and cohesion of the team.
Entrepreneurial teams with their own strengths and complementary advantages.
Although the entrepreneurial team is small, it is "complete". Entrepreneurial team members can't all be technical flow members, and they can't all be engaged in terminal sales. Excellent entrepreneurial team members have their own strengths, and they are only complementary and complement each other. Relatively speaking, an excellent entrepreneurial team must include the following types of people: a person with a strong sense of innovation, who can decide the future development direction of the company and is equivalent to the company's strategic decision maker; A person with strong planning ability can comprehensively and thoughtfully analyze the opportunities and risks faced by the whole company, consider the sources of cost, investment, income and expected income, and even include the articles of association of company management norms, long-term planning and design, etc. Members with strong execution are responsible for the subsequent execution process, including contacting customers, contacting end consumers, expanding the market and so on.
Entrepreneurial teams must have competent leaders.
In enterprise management and marketing, we often talk about the core competitiveness of leaders; In fact, in the entrepreneurial team, the role of leaders is more important.
There must be competent leaders in the entrepreneurial team, and such leaders are not solely determined by funds, technology and patents, nor by who comes up with good ideas. This kind of leadership is the heartfelt recognition of team members in the course of years of classmates and events, and the rest is nonsense.
A hero has three gangs, and safflower needs the support of green leaves. No matter how excellent an entrepreneur is in an industry, it is impossible to have all the management experience, but with the help of the team, they can have the experience needed by the enterprise. For example, customer experience, product experience and entrepreneurial experience. Moreover, the proportion of interpersonal relationship in entrepreneurship is placed in a very important position, and interpersonal network is more or less helpful to entrepreneurs, which is one of the factors of enterprise success. Through the team, personal relationships can be enlarged and the chances of success in starting a business can be improved.
A research report on entrepreneur's ability also points out that forming a team and managing a team is one of the main abilities that successful entrepreneurs need. Because the cornerstone of the entrepreneurial team is a common vision and belief, entrepreneurs need to put forward a set of vision and business philosophy that can unite people and form a common goal, language and culture as the basis for mutual trust and benefit sharing. Establishing an entrepreneurial team is a mechanism that combines vision, ideas, goals, culture and values to make it a living and interesting organization.
Further reading
Ten ways to motivate the team effectively
1 hold a team meeting once a week to celebrate the small success of the stage (purpose)
When holding a team party, those employees who are rewarded or praised will be seen, recognized and appreciated by team members. There is nothing more inspiring than this. Arrange a weekly meeting with your whole team to exchange and celebrate individual and collective victories, and invite supervisors to praise their team members.
Organize teams to discuss how they view team growth and change (potential).
You may have ideas about the direction you want to lead the team, but if you really want to motivate them, they need to give them a sense of control in some directions. Schedule regular team meetings (for example, once every quarter or at the beginning of a new project or plan) to brainstorm with your employees about how they want the team to grow and change.
What do they think? Where are the current growth opportunities? How do you keep consistent with the goals, purposes and expected direction of the team, and grow, change and develop together?
3. Give the team the power to make rules (purpose)
If the team feels that the leader doesn't trust them-and actually reports and manages the leader regardless of their size-they don't have the passion and motivation to do a good job. So give them more autonomy and let them make rules.
Arrange to sit down with team members and seek feedback on their ideal workflow. When the team feels that they can control their own work style, they will not only feel that they are not only in their daily work experience, but also in a larger career development track, and they will become more diligent.
Identify the most active members and help them inspire others (potential)
As mentioned earlier, some people are more motivated than others. As a manager, these people may be one of the best team motivation tools you can use.
Find the most active people in the team and then invest time and energy in these people. Schedule a regular 1: 1 meeting and ask how to support it. Put them in charge of team meetings, projects and plans. Give them as many leadership and guidance opportunities as possible.
Through them, the team is driven to be more proactive.
5 Make room for special individual projects or small team projects (purpose/potential)
If the team has enough space to work on the project they love, it will give them a sense of purpose and meaning, and provide them with skills development space suitable for their goals and ideals. These auxiliary projects will provide motivation for the team and inspire the motivation of employees, and the motivation of employees will continue to the projects you need them to do.
Spend two hours a week on the team calendar: one hour for them to carry out small projects that interest them, and the other hour for them to enjoy the projects with other team members.
6 motivate the team in the form of rewards (purpose)
If you want to motivate the team to do the best job, then giving them an incentive reason is a good starting point.
The next time you want to motivate the team to achieve their goals, give them a clear incentive. For example, if you want to motivate the team to achieve the quarterly sales target, please provide the team member with the highest sales with a gift card of 1000 yuan. If you want to motivate the team to play a role in the whole project, please let them know that if they complete the task within the specified time limit, you will invite the whole team to lunch.
By giving them practical reasons to work hard (in the form of rewards), you will give the team extra motivation to achieve their goals.
7 Use team building to keep people's enthusiasm (interest)
In order for the team to do its best, they need to trust each other. So, what if you want to motivate team performance? Help them build trust.
Team building exercises may be a good way to build relationships and trust among teams, which in turn will motivate them to cooperate and play a role at a higher level. However, with the transition to telecommuting, these exercises may become more difficult. Arrange team-building activities at least once a week, such as "virtual coffee break" to connect individuals and remote workers, or go on an outing after work, so that you have the opportunity to socialize with the team and get to know each other better.
8 Ensure team resources (purpose)
Ensure the resources needed by the team, including fair salary, correct support and adequate learning and development opportunities. Otherwise, the enthusiasm of the team will be greatly reduced.
Arrange meetings with senior management of the company. Let them know the problems they lead and the support they need.
Ask the team what their motivation is.
There is no one-size-fits-all solution to employee motivation. Different teams need different motivations. So if you want to know how to motivate the team, ask them!
Arrange a meeting with the team and ask them what they need you to do to make them more motivated at work. Follow up the meeting of 1: 1 to better understand how to motivate employees. Then, use the information obtained from the team to motivate them in a way that is useful to them.
10 Set an example (purpose)
If you have no motivation, you can't expect the team to have motivation. So, if you want to motivate the team, please make sure to bring your most active self to work every day.
For example, if you want to motivate employees to have a more positive attitude towards their work, please make sure to bring positivity and optimism to all the interactions of the team. If you want to motivate them to participate in more career development opportunities, please make sure that you invest in your own learning and development.
As a team leader, the motivation comes from yourself-so if you want to motivate the team, make sure you set an example.
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