Problems and Countermeasures of Team Building in Enterprises at Present

Problems and Countermeasures of Team Building in Enterprises at Present

How to improve the enthusiasm of employees, strengthen team management, improve team execution, strengthen the post awareness of team employees and coordinate the cooperative relationship between teams has become an important content of enterprise team building. Through the analysis of the factors related to team building, this paper points out the main problems faced by team management, and puts forward some solutions such as people-oriented and comprehensively improving team quality. The following is to sort out some problems existing in the construction of enterprise teams and groups, hoping to help you.

1, what is team building?

Team is the smallest organizational unit in enterprise management. Enterprise team building is an enterprise management means to strengthen team management and improve team efficiency through effective ways. In practice, through training and education, the skills and quality of employees are generally improved, and the management level of the team is improved through innovative management mode, thus improving the overall work efficiency of the team. Strengthening team building is conducive to improving the enthusiasm of employees, increasing team output, stabilizing product quality and ensuring safety.

Obstacles to safe production are an effective way to promote the long-term and stable development of enterprises.

2. Main problems in team building.

2. 1 did not fully realize the importance of team building.

At present, many enterprises carry out team building work with slogans, and there are no practical measures. Enterprise managers don't pay much attention to team building, and think that as long as they increase capital investment and improve hardware facilities, they can improve team work efficiency. Some employees even think that team building is formalism, and they don't fully realize that team building is an important way to improve team management level and overall efficiency.

2.2 lack of awareness of the pursuit of Excellence

At present, many enterprise team employees lack enthusiasm and initiative for the creation of "star team" and "benchmark team", and their enthusiasm for creation is not high. It is often the management of the enterprise that issues an administrative order to force the team to complete the creation goal, rather than the team actively striving for it.

2.3 Create a single carrier

To strengthen team building is to build the team into a thoughtful, ethical, educated, skilled and dedicated staff, and to build a team management team that understands technology, is good at management, is strong in politics, is proficient in business and is loyal to enterprises. However, in actual work, team members often have unclear concepts, unclear purposes, simple methods and ineffective measures, and can't find a correct starting point. They only pay attention to the creation goal of star-rated teams, but not to the creation of carriers, which affects the effectiveness of team building.

2.4 Innovation ability is not strong, lack of typical experience.

Innovation is the key to team building. Some enterprise employees are rigid in thinking and conformist in team building, and team managers can't creatively carry out their work according to the actual situation of their teams, which leads to the team building being in a passive state and lacking characteristics and highlights. Team members only pay attention to the actual production operation, ignoring the work summary, unable to extract the typical experience gained in the work, and failing to give full play to the leading and exemplary role of advanced teams and groups.

3. Analysis of the causes of team building difficulties.

3. 1 employees are rigid in thinking and lack understanding of team building.

The development of enterprises has generally gone through a long period of time, during which relatively fixed ideas and ways of doing things have been formed. With the development of the times and the rapid changes of the market, the traditional ideas can no longer be applied to modern enterprise management, and enterprise reform is imperative. However, some employees have low acceptance of new things and deep-rooted traditional ideas, which undoubtedly has a negative impact on their thinking and behavior habits, making them complacent with the status quo, conformist, lacking sense of responsibility, risk awareness and competition, and failing to fundamentally realize the necessity and importance of team building.

3.2 Team managers did not give full play to the leading role.

Small and medium-sized enterprises are restricted by their own development strength, and team building may have problems such as lack of funds, poor infrastructure and relatively backward hardware and equipment. This increases the difficulty of team building to a certain extent, and also affects the confidence of team managers in leading employees to build star-rated teams and benchmarking teams. In team building, the comprehensive quality of team managers plays an important role. Some enterprises attach too much importance to business ability when selecting team managers. The selected team leader is often good at business skills, hard-working, conscientious and hard-working, and can better complete various production tasks. However, their low level of education, slow updating of knowledge and slow adaptation to new forms are also key factors affecting team building. The low quality of employees is also one of the factors that affect the leading role of team managers. The low education level of employees and the lack of vocational skills training lead to the employees' ideological quality and skill level staying at a lower stage. Even if the team managers have a higher management level, it is difficult to give full play to their leading role.

3.3 Team building is divorced from actual work, and measures are ineffective.

In order to cope with the inspection of team building, some teams are superficial, confusing the fake with the real, and the virtual with the real. In practical work, there are no clear measures and methods to strengthen team building, or the daily work is not really combined with team building, and the breakthrough point and effective carrier of team building can not be found, which seriously affects the effectiveness of team building.

3.4 Corporate culture has not landed in the team, and the leading role of culture is not strong.

State Grid Corporation of China has advanced corporate culture, but the advanced corporate culture has not completely entered the team, landed in the team, precipitated in the workflow, and played its due leading role in the team. Workers are content with the status quo, not enterprising, distracted, United and cooperative, enterprising spirit, team cohesion and fighting capacity are not strong.

3.5 No timely summary and refinement, lack of typical experience.

Some teams and groups have unique practices and many bright spots in the process of creation, but they neglect to summarize and refine, and have not formed typical experience to popularize and apply.

4. Countermeasures to strengthen team building

4. 1 Strengthen staff education and training, and comprehensively improve the quality of the team.

To strengthen team building, we must first educate and train employees, improve their ideological quality and skill level, help employees realize the current economic development situation and market situation in China as soon as possible, innovate ideas, get rid of the shackles of rigid concepts, guide employees to understand the spirit of corporate culture with a pragmatic attitude and scientific methods, and instill employees with advanced business management concepts, so that employees can fully realize the importance of team building and independently apply relevant measures of team building to practical work. Enterprises should attach importance to the effectiveness of education and training, so that learning and training can be normalized and institutionalized. Build a learning exchange platform, establish a good mechanism system, build a learning team, strive to be knowledge-based employees, and urge employees to work in learning, learn at work, and make progress in learning.

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