How to build a competitive team

Building a "Tiger and Wolf" team is what corporate managers dream of. To this end, companies often use goal identification, value identification, cultural identification, etc. as theoretical starting points to vigorously carry out team building campaigns, post slogans, Methods such as pulling up banners, flip chart boards, running internal magazines and inspirational education, memorizing ideas, shouting slogans, focusing on learning, standardizing words and deeds, communicating, outdoor integration, solidarity and mutual assistance, etc. all came together. There was an atmosphere and atmosphere of the "People's Commune Movement". ?Running into the spirit of communism? Is this method good? Yes, but it just looks good. Why do we say this? Consider the following example.

How to build a competitive team

In ancient China, there was an army that looked like jackals, tigers and leopards. Its combat effectiveness was so strong that it could achieve brilliant results no matter who commanded it. The ten-year war can be described as encountering people and killing people, meeting gods and killing gods, so much so that Sima Qian wrote it as the embodiment of cruelty and the devil of hell. Although his ten-year campaign drew the wrath of men and gods, he was always invincible and unstoppable. He quickly swallowed up six countries of equal strength in one go, and finally completely shattered the theory that "evil prevails over good" in the historical interpretation of the evil purple seizing the red. Hypothesis and complete the unification of China. You must be able to guess that it is the Qin army more than 2,000 years ago. The great China has lasted for five thousand years. Whether Genghis Khan's cavalry or the lions of Emperor Wu of the Han Dynasty, they have been submerged in the vast dust of history, but only the Qin army has stood alone, and will always look down upon them with the posture of terracotta warriors and horses. Descendants. Here we might as well imagine: If the Qin army is governed by methods such as posting slogans, pulling up banners, flipchart boards, running internal magazines and inspiring education, memorizing ideas, shouting slogans, communicating heart-to-heart, encouraging each other, uniting and loving each other, what will be the result? It is estimated that the Qin army Not only is it difficult for a country to devour another country for a year and a half, but it will be swallowed up by another country for ten days and a half. Therefore, many of the team-building methods previously listed are "good-looking" at best. Companies that use these team-building methods have a better result: after working hard on people, money, and nerves, although the results are minimal, it can still be regarded as rewarding. However, most of the results are: they obviously want to create an invincible "wolf pack", but they end up building a chaotic "monkey group"; they obviously want to create an invincible "legion", but they end up being rolled into a group of "monkeys". It’s hard to knead the “dough”.

Some comrades may think: "You are wrong. Through these methods, my subordinates have turned into wolves." In fact, it is not important what managers think or see. What is important is what team members think? How do they see? How do they do it? Moreover, this kind of thinking, seeing, and doing is not a passion that has no beginning and no end, but Long-term, sustained work motivation. If the personnel do not have long-term enthusiasm, whether it is a "wolf pack" or a "monkey group", they will end up being a bunch of rabble; if the personnel do not have long-term enthusiasm, whether they are a "legion" or a "dough", they will end up in a mess.

The reason why companies cannot successfully use these methods to stimulate subordinates' enthusiasm is because these methods are a kind of "spurring" logic. For example, managers put up slogans, pull up banners, flip chart boards, publish internal magazines, shout slogans, and engage in education. The purpose is to make employees take what they advocate into their hearts. But will employees really take it into their hearts? On the contrary, when employees have conflicts or interest disputes among themselves, and managers ask them to tolerate each other, communicate heart-to-heart, unite and be friendly, don’t take it to heart, they will not take it to heart, create an environment and enhance the atmosphere. Although it has a subtle effect, this effect is not inexhaustible. Once employees encounter a situation where the relationship between work and gain is not proportional, everything advocated by managers will be forgotten without thinking. Although team-building concepts such as goal identification, value identification, and cultural identification have been accepted by current managers, if "efforts do not equal gains", will employees agree with these things? If goals, values, and cultural identification can make employees diligent and dedicated , isn’t it superfluous to imitate the crow of a chicken in the middle of the night?

Of course, it is not impossible to get employees to identify with the company’s goals, values, and culture, but there is a prerequisite: employees agree with what they get. As long as the employee agrees with what he gets, he can agree with anything you want him to agree with. Anything can be discussed. Just like the people of the Qin State, in addition to being an emperor, it is not a dream to be a minister, a marquis, or to seek wealth. As long as you accumulate enough enemy leaders stipulated in the "Military Merit System" on the battlefield, it is like fighting monsters and upgrading in a video game. Generally speaking, when soldiers agree with the benefits they have received, they will become extremely bloodthirsty, and their combat effectiveness will be born. As a result, the entire Qin State will be transformed into the most powerful fighting machine in the history of the country.

We often associate illegal pyramid schemes with "brainwashing". In fact, illegal pyramid schemes are very similar to Qin soldiers. Qin soldiers are fanatical about saving enough "bloody heads", while illegal pyramid schemes are about saving enough. Heads without blood are fanatical. As long as there are enough heads, you can sing "My future is not a dream". The essence of the so-called "brainwashing" of MLM personnel is: under the influence of the distorted "God rewards hard work" mechanism, greedy people who believe in once and for all become obsessed with fanaticism and disregard right and wrong in pursuit of "My future is not a dream". If people's brains could be "washed", there would probably be nothing difficult in the world except for brainwashing.

To sum up, it is not difficult to draw a conclusion: goal identification, value identification, and cultural identification are only the products of interest identification. If employees identify with their interests and benefits, goal identification, value identification, and cultural identification are just a simple matter of saying nothing and making their own way. The formation of a tiger-wolf team is just a natural and inevitable result. On the contrary, if employees do not recognize their benefits and benefits, managers' efforts to emphasize goal identification, value identification, and cultural identification will only undermine the success of the enterprise. The most basic argument of materialism is that matter determines consciousness. Employee enthusiasm belongs to the field of consciousness, and the recognition of goals, values, and culture also belongs to the field of consciousness, but employee interests will eventually turn into material things; if we ignore interests and ignore them, we will blindly use consciousness to determine consciousness. ?, will undoubtedly fall into a state of idealism. Zhou Papi even knows that by creating a false material environment to force long-term workers to get up and work, if managers insist on "using consciousness to determine consciousness", their wisdom may be less than one-tenth of Zhou Papi's.

Some people may ask: How to make employees recognize the benefits they receive? Mencius said: "If you get the right way, there will be many help, but if you lose the right way, there will be little help." What is the great way in the world? The way of heaven. What is the way of heaven? Reward those who work hard. Therefore, in order for employees to recognize their income, they must correctly handle the relationship between work and income in accordance with the principle of "God rewards hard work" to ensure a balance between work and income. The relationship between labor and gain includes the relationship between labor and gain. In the final analysis, the relationship between labor and employment is about employing people, which includes two questions: Who should be employed and for what purpose? The relationship between gain and gain refers to distribution, including two questions: how to divide and how much to divide. Due to the length limit of the article, I will not go into this in depth, but simply mention two basic principles to ensure a balance between work and gain: one is to recruit people based on competition for jobs, and the other is to compete for labor for distribution. The key to employment in competitive positions is to scientifically design the content of the competition, completely abandon the employment habit of "knowing people well and doing their job well" and the employment model of "renewal upon expiration", and strive to put all personnel in a position of "sailing against the current". If you do not advance, you will retreat. In the environment, this gives enterprises the "metabolic" function; the key to dividing labor is to quantify the value of labor, which is similar to the people's commune "grabbing for work points", so that those who can work more will get more rewards. Create a good ecology and activate the self-optimization function of the enterprise, thereby avoiding problems such as internal friction, idle work, wrangling, and buck-passing caused by overstaffing and competition for labor division. In this way, we can create a situation of "doing other people's things and leaving others with nothing to do; following other people's paths and leaving others with no other way out; eating other people's food and leaving others with no hope of prosperity", and ultimately create a team that is like a jackal, a tiger or a leopard.