A brief view on how to do a good job in team construction and management

Tobacco Online Special Article The team is the most basic life unit of the enterprise and the final destination of all production, operation and management activities of the enterprise. Currently, many industrial enterprises in the tobacco industry are actively carrying out and exploring team building management. As the saying goes: "Thousands of threads in an enterprise are pierced by one needle at a time." It can be seen that team management plays an important role in enterprise management. In fact, to a certain extent, the management level of an enterprise depends on the team management at the grassroots level, because 70% of the problems of the enterprise are exposed at the grassroots level. Just imagine, how can a company with a weak foundation cultivate a strong brand and develop it? How to talk about promoting "cigarettes to the next level?" As the saying goes, "If the foundation is not strong, the earth will shake." Through years of understanding, observation and practice, the author found that some companies implement team building management, which to a certain extent, promotes the improvement of all aspects of the company. However, the results have been minimal. Due to the influence of various factors, some have not played a real role in the democratic management of team building. There are even no specific directions and goals, and there are more or less problems that have led to the enthusiasm of employees to participate. It is so low that it is difficult for team building work to be carried out normally. The main problems are reflected in the following aspects: First, the company leaders do not pay enough attention to team building, which is reflected in the phenomenon of "big thunder but small raindrops". Meetings and verbal emphasis on team building are far removed from actual actions, and they cannot effectively solve some practical problems of teams and team employees; second, there is no innovation in the management mechanism, and it is difficult to achieve self-management by teams; third, there is insufficient publicity and education In place, most employees do not have enough knowledge and understanding of team building, and their enthusiasm for participation is not high; fourth, the team management system is not perfect enough, many measures are not refined in detail, and the quality of execution is not high; fifth, the team leader and team leader The training of committee members is not enough, the overall quality has not been improved, the concept of team building is unclear, and how to carry out various tasks of team building lacks direction and goals; Sixth, team building lacks special fund injection, and many activities are difficult to Seventh, the enthusiasm of class committee members is low, the team management lacks innovation, etc. These factors seriously hinder and affect the development and advancement of team building work. It is particularly important to do a good job in basic enterprise management. For example, task management, work management, on-site management, safety management, quality management, personnel management, benchmarking management, 6S management, TnPM management and performance management are all reflected in grassroots teams. , how to do a good job in this area in the team and effectively improve the level of corporate management? It is worthy of our further exploration and reflection. The author has some thoughts on team formation. We might as well share and discuss it with everyone to achieve the best results. To do a good job in team construction and management, the author believes that in order to do a good job in team construction and management, we may wish to consider the following aspects. First, corporate leaders must change their ideological concepts and use management innovation thinking to pay attention to team construction. The leaders of some companies focus on the completion of production tasks, often focusing on the decision-making power of the top management and the execution power of the middle level, while neglecting the construction and management of basic team building and lack of enthusiasm and enthusiasm for team building, a management method that cannot see immediate results. Pay attention. Sometimes, they often use diagrams, follow the process, and listen to reports at meetings, and rarely go to the grassroots to understand the actual situation. They even lack a certain understanding and understanding of team building, or have different understandings, and sometimes have a negative impact on team building. In fact, the level of care and attention of leaders determines whether team building management can truly be carried out at the grassroots level. Most of the grassroots leading cadres and employees do things based on the words and deeds of their leaders. It is a common management problem in most enterprises, which seriously hinders the healthy development of team construction and management. Therefore, enterprise leaders must change their traditional ideological concepts, attach great importance to the new management concept of team construction management, incorporate it into an important content of enterprise management work, focus on solving the weak links of grassroots management, and make team construction management truly Play a role in promoting business management. Nowadays, many industrial enterprises in the industry have clearly realized the importance of team building in grassroots management, strengthened the training of team leaders (class committees), and established team leaders (class committees) associations. The leadership of the organization has been strengthened, and the factory leaders in charge of production are specifically responsible to guide and promote the development of team building work, and democratically select the president and secretary-general of the association.

Formulate rules and regulations and their respective responsibilities and obligations, and build a communication and exchange platform for team leaders to achieve mutual discussion, complementary experience, and common progress in team management, thereby promoting team construction and management. This is an effective way to strengthen team construction and management work. The second is to change the management mechanism, shift the management focus downwards, implement independent management of the team and improve the political power of the class committee. At present, team construction management has correspondingly set up team leaders, safety, quality, and cultural construction. The Democratic Management Management Committee established the class committee with the purpose of changing the traditional management model of the previous team leader's one-man management and allowing the class committee to jointly implement democratic management. However, in actual work, there is no corresponding management power, and they are in a passive position in team management. They cannot establish their prestige, and they even dare not manage boldly. For example, there is no independent power on team personnel arrangements, performance appraisals, promotions, and employee disposal. Everything is still handled by the workshop. As a result, team employees do not take the class committee seriously and do not obey the team leader's command and management. There is even a negative attitude towards the team management system, believing that team leaders have no rights and can listen or not. This phenomenon exists to a certain extent in teams in many companies. It is also one of the most troublesome and helpless problems for team leaders. Therefore, the focus of enterprise management must gradually shift downward, improve the power of team management, and implement independent management of teams. This is the most urgent problem that needs to be solved in the current team construction and management work. Only by increasing the power of independent management of teams can we effectively activate the vitality of the grassroots and promote the healthy development of various management tasks in team construction. The third is to increase the training and education of team leaders (class committees) to improve team management capabilities. In fact, an important part of team building is to select a good team leader, who must have certain cultural skills and knowledge, employee trust, good thinking, positive style, understand management, dare to manage, be good at communication and coordination, and have certain management arts of employees. At the same time, it is necessary to strengthen scientific and reasonable training for team leaders and improve their overall quality. Because the team leader's thoughts, behavior, management level, methods of analyzing and solving problems, etc., greatly affect employees' emotions and work enthusiasm. There is a big gap in the management level of some team leaders (class committee members). The management does not focus on the focus, and there is a lack of fairness in arranging work and handling problems. They even go their own way, lack the perspective of empathy, and are not recognized by the team members. It can even lead to feelings of resistance and disgust; some team leaders (class committee members) have vague ideas about team building, lack direction and goals, do not know how to carry out and advance, and even mistakenly regard team building as just a few more cultural and sports activities. It is just an activity. Some class committee members even think that they are just helping the team leader to reduce his work pressure, and do not fully realize the importance of democratic management of team building. Therefore, it is necessary to systematically train class committee members, correctly understand and understand the content, methods, significance and role of team construction, provide correct guidance, and cultivate a team of team leaders who are suitable for the new situation of team management experience, so that team construction management can achieve success. substantial results. The fourth is to set up special funds for team building to increase the enthusiasm of class committees and team employees. Nowadays, the fundamental reason why many activities of the team are difficult to carry out is mainly due to the difficulty in implementing funds. In fact, the reward mechanism has a certain incentive effect on promoting team formation, and can promote the development of various team building tasks to a certain extent. For example, the team carried out safety and quality competitions, rational suggestions, six source searches, team bulletins, and various cultural and sports activities of the team. In addition, visits to sick employees, visits to emotional employees, and employee birthdays, etc., due to team funding constraints, in To a certain extent, it has a certain impact on enhancing the cohesion and centripetal force of the team and humanistic care. Employees are not very involved in team building, which is also due to certain factors. In addition, the current class committee members do not receive corresponding remuneration. While doing their jobs well, they also have to spend a lot of time managing team affairs, and they also have certain emotions in their minds. Therefore, setting up special funds for team building and improving the treatment of class committee members will have a certain positive effect on team building management and improving employee enthusiasm. The fifth is to strengthen the team system and cultural construction and promote a harmonious team spirit. The establishment of the team system should focus on building a platform for employees to grow, adhere to the people-oriented approach, care for employees, understand employees, respect employees, and motivate employees. Organically combine the spirit, philosophy, creed, and goals of the team with the team's safety, quality, 6S management, TnPM management, performance appraisal, benchmarking, red flag machines, and typical advanced deeds of the team, and display them through the publicity column to form a A unique team culture wall.

Use typical advanced cases to promote excellence, constantly motivate and encourage employees to learn from the advanced, align themselves with benchmarks, and move closer to model posts, forming a good team atmosphere of "catching up with the advanced, surpassing the advanced, and being super advanced". We should care about every employee in work and life, so that employees in the team can feel the warmth of the team. At the same time, we should start from the details and do a good job in ideological work and psychological counseling for emotional employees. Provide mental and material help to employees in difficulty and solve their practical problems. Expand the channels for employees to report and solve problems, timely grasp employees' thoughts and work dynamics, and implement the warm and caring concept of the team into practice. Only in this way can a harmonious team spirit be effectively promoted. In short, under the new situation and requirements of "raising the standard of cigarettes", as long as we recognize the situation clearly, seize the opportunity, and conscientiously implement the organizational construction, cultural construction, talent construction, transparent management, process construction, system construction and team building in team building, If the basic work such as mechanism construction is done well, the team building and management work will surely be able to better serve the enterprise. Otherwise, team building can only become a "castle in the air."