How to establish a good team atmosphere?

For a manager, the human factor he has to consider is the whole team. To make the team's human factors reach a higher level involves many aspects, including the team atmosphere. Here only talk about the construction of team atmosphere.

First, doing a good job is fundamental.

If the work is not done well, the team atmosphere will certainly not be good, and creating a good team atmosphere can only be empty talk. Just as food and clothing is the fundamental need of human beings, if food and clothing are not solved, other more needs can only be empty talk.

If the work is not done well, there will be two situations in the team atmosphere: one is that the whole team is overcast, and everyone feels stressed and unhappy when they work; The other is that there is no pressure on the whole team, and everyone is happy to eat, drink and have fun, but they are not concerned about their work (it should be noted that this situation is not a good team atmosphere, but a cigar smoke).

Well done, many problems of team atmosphere are not problems; If the work is not done well, there will be places where the team atmosphere should not be wrong. As a manager, you must understand this. Leading the team to do a good job is fundamental. Subordinates are willing and like to work with you, mainly because you can help his career, improve his ability and increase his income.

Second, supervisors should pay attention to controlling their emotions in their work.

The relationship between superiors and subordinates at work is based on the premise of the same company. Assuming that the company has no platform, there will be no superior-subordinate relationship. Therefore, as a supervisor, don't feel superior and arrogant.

When making demands, generally don't be as rigid and strong as the army giving orders; When arguing, it is more reasonable than who said it, not whose voice is louder; When criticizing people, we should pay attention to the total negation of things, not the negation of people, but the negation of subjectivity. ...

Some people may have doubts-moderates and iron fists have excellent supervisors! Yes, that's right. I totally agree. I want an iron fist myself. I am in favor of strictness and strictness. What I mean here is not contradictory to iron fist and strictness. I think an iron fist means sticking to principles, sticking to a correct position, being meticulous in work, paying attention to execution and so on. Whether it is iron or gentle, there are appropriate ways to achieve these goals. We must not mistakenly think that high-handed policies, random criticism or even swearing are equivalent to strict requirements, and the result may be counterproductive and fail to achieve the expected management effect.

Third, the supervisor should close the distance with his subordinates outside work.

Outside of work, we are all friends, not superiors and subordinates. The supervisor should put down the leadership shelf and narrow the distance with his subordinates.

People are advanced animals and have feelings, especially the thinking and behavior of China people. We must adapt and learn to take advantage of this. Therefore, the same job, arranged by a leader who is close to his subordinates and a leader who is far from his subordinates, may have completely different results.

But here are two tips that are very effective. One is to ask your subordinates for help occasionally, tell them your difficulties (preferably at work), and discuss solutions with him; The other is to occasionally take the initiative to disclose privacy to subordinates (preferably non-work-related privacy). These two tips can make subordinates feel your trust and attention to him or her. With this, the communication between you will be much smoother.

I have to explain that colleagues are colleagues after all, and the distance between colleagues should be appropriate and not too close. Too close relationship is easy to form a small team, which is not conducive to the construction of the whole team atmosphere. In addition, if the relationship between male and female colleagues is too close, it will easily lead to unnecessary trouble.

Four, the supervisor should care about and help the work and life of subordinates.

Some managers will only put forward demands and pressure on their subordinates, regardless of the practical difficulties in their work, and will not work with their subordinates Qi Xin to find ways to solve the difficulties. It is strange that such managers and subordinates like him.

I am also an advocate of "heuristic management". I don't approve of answering questions and helping subordinates when they are in trouble, which will make subordinates become walking dead and lose their independence and initiative. But we must never go to extremes and turn a blind eye to the problems and difficulties of our subordinates.

There was a time when the understanding of "result orientation" was biased, and it was wrong to pay too much attention to the result and ignore the process. As a leader, it is understandable to pay attention to the results of subordinates' work, but don't go to extremes and check the problems and difficulties in the process, otherwise the result may be "a bad process leads to a worse result."

It is simpler and clearer to care about the lives of subordinates with your heart, and there is no shortage of methods. I'm afraid many managers lack this awareness and the "heart" in the "heart". If they have a heart, they will definitely use it. "A drop of water pays off a spring", which means between ordinary people. As a superior, if you really care about the life of your subordinates, what kind of effect will your subordinates get in return for your superiors at work? Shouldn't such a "high input-output ratio" be something that managers are willing to do?

Fifth, establish a good communication platform for the team.

The above three points are mainly between supervisors and subordinates, because the core of team atmosphere construction depends on team supervisors. If these three aspects are done well, we can ensure a good communication atmosphere between supervisors and subordinates. Then if the supervisor establishes a good communication platform for the whole team, I believe the atmosphere of the whole team will naturally be good.

There are many ways to establish a team communication platform. Different industries and different regions can find many different ways according to local conditions, whether it is group sports activities, tourism, games, collective work meetings, tea parties, leisure gatherings and so on. , can achieve the goal. In short, let's face to face together, open our hearts and let others know ourselves and others, and let us deepen our feelings in * * * and communication.

Finally, to clarify, what I wrote above doesn't mean that I did a good job. Some come from experience, some from negative experience (pushing back the bad aspects), and some absorb ready-made theories. But they are all from the heart, based on the summary of work practice. After all, experience is limited, and shortcomings are inevitable. We will continue to think and improve in the future.