As a team leader, how to stimulate everyone's maximum combat effectiveness

Some people say that I haven't brought a team yet.

It doesn't matter, the practitioners are very young now. It may not take a year or two for you to start interviewing others and leading a team. Even 2 people are considered a team.

In addition, even if other colleagues are not your subordinates, if they can better communicate and inspire, and better support you, it can be regarded as management in a broad sense.

Therefore, for operators, in addition to operational capabilities, team management is also an essential quality.

Management Philosophy

I have never studied management and do not know skills. My management philosophy is derived from the operation idea, which is to look at the problem from the perspective of the other party and pay attention to the needs and feelings of the other party.

Summarize the management concept into one sentence:

find the right person, refer to a clear career direction and give enough space to display, and assist their personal growth on the basis of achieving work goals.

Specific practices

1. Find the right person We are

talking about personnel recruitment, and the most important thing is to find the right person, just like a radish has a hole. When we recruit people, we are actually looking at the "pit" to find radishes. It doesn't matter if they are bigger or smaller, the fit is the most important.

This is appropriate, including capabilities and expectations.

In terms of ability, for example, for a P5 position, don’t look for P4 or P6 talents; or for user-operated positions, don’t look for brand marketing talents. This is ability matching.

In terms of expectations, this is mainly for talents, such as a P5 position and the corresponding salary, but the talent expectation is a P6 position and higher salary, which is not suitable.

Don't worry about whether the talent's ability meets this standard. If the expectations do not match, there will be troubles after entering.

2. Emphasis on plasticity

I used to think that it is most important to find talents with similar experience in similar products, ignoring non-business factors such as talents' potential, execution ability, learning ability, and three views.

Facts have proved that this is unreasonable, especially for the Internet industry that pursues creativity and vitality, empiricism is a stumbling block, and should pay more attention to the future development of talents.

I have tried my best to find a few talents that are a good match for the existing business, but the actual situation is a little disappointed because it does not reflect the greater value.

Simply following the previous way of working, without adapting or innovating, will definitely not do well.

In contrast, I have also found no relevant experience, but the quality of the talent itself is very good, but because of adaptability, learning ability, strong execution, and three positive views, the progress is rapid.

3. Pay attention to talent demands

Just as operations should pay attention to user experience, managers should pay attention to talent demands.

Needless to say about money, everyone will be happy if wages are raised. But I don't agree with people who say that work is only for money, even though money is the most important thing.

In addition to money, there are many people concerned about personal growth, after all, very young. In the process of work, I also long for the recognition of the company and users, which can be in various forms, such as promotion, salary increase, or even just verbal praise.

Therefore, as a leader, pay attention to the above-mentioned needs of talents.

When I discuss the division of labor with my colleagues, I will clearly point out that doing a good job in this type of work will benefit future personal growth and career development, and what the expected goals should be.

For example, you should not only tell your colleague where and how to go, but also tell him where the road is heading, where it leads, and how far you can get what you can gain.

In this way, colleagues will not think that it is just doing this thing well, and know the long-term benefits. Not only can it stimulate his maximum energy, but also let him plan himself with more goals.

4. Fully trust and respect the Internet industry

today , regardless of users or practitioners, the post-90s generation is the main force. This is a group that advocates individuality and freedom.

In addition, this industry is creative, so it is necessary to create a relaxed team atmosphere, which is more conducive to play.

To achieve this effect, the most basic thing is to trust and respect each other and ensure the most basic "user experience" of team members.

There are many specific manifestations, in all aspects of work. My approach is to communicate the work plan at a critical time point, such as every Monday.

The next link will be completed independently by everyone, but sometimes I will follow up on the difficulties and key points in the process.

During this period of independent completion, I will not interfere with everyone’s schedule and specific practices: I

don’t monitor the commute time. Just say hello if there is something

at home , no need to say the reason. I encourage

users to have dinner, which can occupy working time .

, Weibo

, etc.

focus of team management is not constraints, but incentives. Too strict constraints will restrict incentives and affect performance. In fact, the communication of your time nodes is itself a kind of management and restraint, not a state of "anarchy".

The ideal is expected to be when team members are fully engaged, not cross-tasking.

This is more sensitive. You have to decide according to the situation. It may not be suitable for every team. After all, we are a movie-related product and belong to pan-entertainment. And many of the team are movie enthusiasts, and it's important to protect their interests from professional harm.

5. Remove Obstacles

Team members are experts and play a role in their respective fields.

Take a football team as an analogy, that is, some people in the team are good at goalkeeping, some are good at scoring goals, some are good at stealing, etc. They are doing these things seriously and happily every day, because this is what they are good at and what they like.

As a team leader, it is necessary to protect the focus of team members, the combat power transformed by hobbies.

Therefore, some troublesome things such as wrangling, meeting, resource coordination, and even fighting against lightning are done by the team leader. This should also be an important work content of the team manager, otherwise why would you give it such a high level? The title and corresponding salary.

6. Know people and make good use of them

I am a firm believer that there are no "bad" employees, just not in the right positions.

I've been in this situation a few times where the employee works hard but never sees results, and you can feel that he's not good at it, or even a little clueless.

From the perspective of a manager, you can't blame him, but think about what kind of things he is suitable for, what are his interests and specialties, and then try to make adjustments.

After adjustment, there will be two situations, one is "suddenly enlightened", quickly finds the feeling, and performs well;

the other is still "silent" and fails to meet expectations. In this case, employees may consider changing companies or even industries to experience another way of working and find their own strengths.

In the process of management, it is necessary to take into account the progress of the project and personal development. I despise the practice of killing all existing employees and recruiting my own when I arrive at a new company.

Although it is possible to quickly get started and achieve results, this approach of placing too much emphasis on short-term interests is very harmful to team building.

The so-called "oneself" is not perfect, and there will be many deficiencies. Copying it is equivalent to bringing these problems over and giving up the opportunity for reconstruction.

The most important thing is that this "one size fits all" approach is very inhumane to existing employees and deprives employees of opportunities to fight.

There are many other details, which are very common and will not be expanded.

For example:

speak directly and speak clearly in person

Encourage a positive attitude and avoid negative energy

Encourage and praise more instead of

questioning Unqualified employees, deal with them quickly without delay

, etc.

Conclusion

The above is my team management experience , basically 10 people scale. If the number of people is an order of magnitude larger, it is likely to be another routine, and the management methods and requirements for managers are different.

If my colleagues see this article, they will definitely think that I am not doing as well as the article says. I agree, easier said than done. I can only say that this is my management philosophy, and I try my best to do it.

In addition, the positions of team members and leaders are different, which leads to different perspectives on problems, which is also normal.

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