Create a high-performance and capable team.

The ability of managers determines the development mode of enterprises. There is a famous saying in management that a flock of sheep led by a wolf can defeat a flock of wolves led by a sheep. It can be seen that leaders play an important role in the team, and only high-quality managers can bring out high-quality teams. What is effective management and how to improve performance? How to build a high-performance delegation team?

First, know yourself-management should start with knowing and understanding yourself.

Scientific management cycle-know yourself → know others → manage others.

First, concentrate on your own advantages. You belong to the field where you can give full play to your advantages and create excellent performance and results.

Second, strive to strengthen their own advantages. Feedback analysis can quickly find out what skills people need to improve or what new knowledge they must learn. It can point out which aspects of knowledge and skills can no longer meet the needs and need to be updated, and can also tell people what gaps exist in knowledge.

In order to be competent for a certain job, people usually have the ability to master any sufficient skills and knowledge.

Third, feedback analysis will soon find out where people have the arrogance tendency of frogs in the well. This conclusion is particularly important. Feedback analysis will soon help us identify these areas. Many people, especially those who are knowledgeable in a certain field, look down on knowledge in other fields, or think that "smart" can stop learning. Therefore, feedback analysis can quickly find that the main reason why people can't create achievements in their work is that they don't have enough knowledge, or they are dismissive of knowledge outside their professional fields.

Therefore, we need to overcome the arrogant tendency of the frog in the well and study hard the skills and knowledge that can give full play to our advantages, which is an important conclusion summarized according to the feedback analysis method.

Second, the best practice of team management-scientific performance management cycle-total performance management

Setting team goals and making work plans-the starting point of a high-performance team-begins with a single step.

The first step is value creation.

How do we mobilize all the elements of the team, sales department, administration department, technology department and supernumerary resources to make this cake bigger?

The second step is value evaluation.

When you make the cake bigger, you should consider how to evaluate the value and how to evaluate the merits and demerits. This is a very important point in performance. Therefore, in general management, many people equate performance with performance pay and performance bonus, which is actually completely wrong.

The essence of performance, we should do well in this important matter, instead of confusing it with performance bonus, which is completely different. Then merit should be based on everyone's contribution to value creation, and we should make a reasonable evaluation.

The third step is value distribution.

Based on the advantages and disadvantages of such a reasonable evaluation, it can promote everyone to make the cake bigger, thus promoting a fairer evaluation and better distribution, which is the spiral rise of enterprise management.

Three, the five key objectives of performance evaluation

1. Set goals

Goals should be set through employee participation. Autonomy can bring strength when employees know that they have the ability to achieve these goals. For example, employees can choose skills training courses to help them achieve their goals. Whenever needed, it should be broken down into operational projects. This will enable employees to easily combine their daily work with the company's long-term business goals.

2. Performance recognition

Nothing motivates performance more than recognition. Commending and rewarding outstanding people should be an integral part of performance appraisal objectives. The key part of this goal is a transparent rating based on performance, which can inspire employees' confidence. They should know which parameters can reward someone's performance. These indicators should be carefully considered together with objectivity, and personal prejudice is not allowed. Recognition can be achieved by increasing wages, bonuses or through non-monetary means (such as rewards).

Provide regular feedback.

Human resource managers should strive to provide regular feedback in order to compare employees' performance with their goals. It must be honest, realistic and, most importantly, constructive. This means that the analysis should consider the whole organizational environment and possible changes. When the situation requires, managers must provide suggestions and feasible suggestions on how to correct employees.

4. Cultivate talents

As HR managers know, it is easier (cheaper) to retain talents than to hire them. Talent stays on the way forward. Therefore, the key goal of performance appraisal should be to cultivate internal talents for the future. Talent training must be a regular activity, not a one-off activity, and should be tailored to the specific needs of employees. First of all, we must determine the people with the best performance and the employees who can stand out under guidance.

Step 5 find out the weak links

In the knowledge economy, rapid change and adaptability are the keys to success, and persistent weak links will bring bad luck. Work that may be limited to a specific team may work overtime, thus becoming an obstacle to business growth on a larger scale. However, finding out those who are underperforming should aim at guiding and managing their talents in order to get the maximum benefit from them. In order to succeed, it is necessary to evaluate their performance honestly according to the data.

Managers should spend time with these people, accompany them to finish their work and share their suggestions. Then, they should listen to the opinions of employees. Maybe they just need to change their working environment or improve their skills a little. The purpose is not to punish them, but to give them honest feedback, constructive remedial plans and a demonstrable timetable for change.