The general manager of a petroleum engineering company once asked: "As a manager of a small and medium-sized enterprise, how can we better stimulate team spirit?"
Every company yearns for and calls for team spirit, but it often backfires. Under the influence of various emotions of envy, jealousy and hatred, it is inevitable that some gaps will occur and affect the team spirit.
The so-called team spirit is a collective consciousness recognized by all members of the team. Team spirit is the soul of a high-performance team. Simply put, team spirit is the synthesis of the "three consciousnesses" of overall situation awareness, service awareness and coordination awareness.
Mr. Zhao Lei, a senior consultant at Huaheng Zhixin, believes that how to stimulate team spirit is a challenge faced by all small and medium-sized enterprises. Good team spirit comes from correct management culture. For small and medium-sized enterprises, when the number of employees is not large, relying solely on external rules and regulations cannot solve the company's management problems well. Therefore, the design of a simple salary system generally has a poor motivating effect on personnel in small and medium-sized enterprises.
Regarding how to mobilize the enthusiasm of employees in small and medium-sized enterprises, Mr. Zhao Lei from Huaheng Zhixin suggested that the following three aspects can be carried out:
First, build the organizational atmosphere and pay emotional attention to employees. Organizational climate is invisible and intangible, but it is real and is gradually formed through continuous communication and interaction among employees. A harmonious and friendly organizational atmosphere can keep every member in a happy mood, communicate smoothly, and enhance team cohesion. Charismatic leaders are also an indispensable factor in a harmonious atmosphere. Senior executives must rely on leadership and exert leadership charisma. There are several methods for reference in building a harmonious and good organizational atmosphere:
Collective decision-making and joint participation
Leaders must pay enough attention to employees. If one or a few people have the final say for a long time, and other people's thoughts cannot be "vented", dissatisfaction will inevitably arise. Therefore, try to ensure that everyone has the right to speak, actively participate in team discussions, encourage everyone to put forward different opinions, respect the opinions of every employee, and give everyone a platform to express themselves.
Tasks are divided equally and implemented among people
Leaders cannot allocate tasks based on personal likes and dislikes of employees. They must fairly allocate tasks based on each person's strengths, abilities, and responsibilities to ensure a certain degree of job saturation so that employees have a certain amount of work motivation and achievement in completing tasks. feel.
Group activities to avoid barriers
There are more or less "small groups" in every company. In order to avoid gaps between small groups, the company should often organize some activities that everyone can participate in, such as travel, sports activities, etc., among which sports activities are for unfamiliar people. One of the quickest ways to get to know each other. There are also some expansion activities, which are also effective means to stimulate team spirit.
Second, the improvement of promotion channels, the construction of common channels between personal needs and organizational development. A survey shows that only 21% of employees leave because of salary, while more than 50% of employees are dissatisfied with their career development prospects. The specific manifestation is that the company has not carried out effective career development planning, employees cannot see the direction of career development, and there is no clear promotion goal. Today, the relationship between an enterprise and its employees is changing from one in which employees serve the enterprise to one in which the enterprise develops simultaneously with its employees, and even one in which the enterprise serves its employees. By establishing a scientific, reasonable and standardized promotion channel, and adopting reasonable evaluation qualification standards and job qualification management, each employee can see the direction and goal of his or her future career development and continue to progress along the planned ladder. A complete set of promotion channels can reduce employee turnover rates and stimulate employees' potential.
In addition, as managers of small and medium-sized enterprises, they should pay attention to the personal needs of employees, find the intersection between personal efforts and organizational development, and use this as the key point to motivate employees, so as to achieve a match between employee development needs and the core capabilities of the organization. Align personal development with organizational needs. Guide employees to correctly handle the relationship between personal value and team value. Maximizing team value is the basis for realizing personal value.
Third, design a reasonable distribution mechanism to encourage "more work, more gain". Clarify the standards for "more work, more rewards" for important positions. Different positions can be "more rewards for more work" in terms of ability, responsibility, and performance. For example, the Huaheng Zhixin team once designed a salary management system for technical personnel for a company. One of the items is: For technical talents who are unable to perform project tasks or have insufficient competency assessment, they will be assessed and assessed by lowering the level of the assigned project. It embodies the performance-based salary payment principle of linking ability and responsibility, linking performance and income, and encouraging more work and more gain. Coincidentally, the PC giant Lenovo advocates "performance-oriented", emphasizing performance rather than qualifications, and employee income is directly linked to performance.
In addition, in the salary system, in addition to the company bonus system, those who are willing to help colleagues should also be rewarded. Of course, the company's promotion of team spirit of mutual help is not to encourage Mr. Nan Guo who is just trying to make up for his mistakes, but to help those who are not capable but have strong ambitions. Instead of wasting time complaining about inefficient people, spend your time helping them so that the team can improve together.
In small and medium-sized enterprises, management cannot simply rely on systems to restrain people like state-owned enterprises. It must form a higher-level management concept based on the system and establish a smooth-running management structure. This structure is comprehensive. Every team member must be able to find his or her own position, every team member must understand that he or she is a member of the team, and every team member must have team spirit. This sense of ideological identity is a state of the team.