How can managers lead a good team and convince employees?

How can managers lead a good team and convince employees?

How managers lead a good team

Four misunderstandings of team management &; solution

Although many team managers are promoted by excellent business backbones, an excellent business backbone may not necessarily become an excellent team manager.

Myth 1: Do it yourself and become a team manager; When employees encounter difficulties in their work, they like to seek the help of managers at the first time. When managers encounter such help, they will directly give answers to questions or even directly solve them instead of employees.

Negative results: potential employees, lacking ideological inspiration and methodological guidance, can not make progress; Employees' sense of accomplishment and identity with the team is reduced; Employees and leaders who muddle along are getting more and more irresponsible and muddle along; Laziness, fishing and paddling bring a bad team atmosphere.

Solution 1: Be a coach, not a housekeeper.

Manager = coach; Give employees appropriate pressure; Lead by example and influence employees with their own behaviors; Actively motivate and cultivate employees' self-confidence; Constantly throwing out questions to let employees think independently.

Myth 2: lead the team to become an overtime madman; If a team works overtime every day, it must be a problem with the management of the team, the efficiency of the team, or the company's strategy, resources and culture.

Reflections on the reasons for the formation of overtime culture in departments or companies

Reflection on two aspects: how to match goals and abilities; Looking for overtime reasons: the goal is too high? Poor team ability? Determine the improvement methods: target decomposition and reasonable distribution; Empower and improve team efficiency.

How to shape behavior and culture; Reflect on the reasons for the formation of overtime culture in departments or companies; Find a solution; Change the team atmosphere of your own department; Manage, influence or promote the upward change of leadership.

Solution 2: Authorization, no overtime.

Avoid overstepping authorization, which will cause the accusations of lower-level organizations to be overhead and easily lead to management confusion; Match authorization with ability, and give appropriate authorization according to the ability and level of employees; Full trust, if employees have some deviations or mistakes in their work, they should be given appropriate guidance, not lessons; The content of authorization is clear and specific, and the authorization must be open and clear about the tasks, objectives, nature, terms of reference and standards of the power granted; Equal rights and responsibilities, employees are authorized, but also need to bear corresponding responsibilities, to guide them to take responsibility for the results, rather than just indulging in the use of power.

Myth 3: overemphasize "team interests above everything else"; Team interests are really important, but if the team interests are put in the supreme position, any management measures and decisions must ensure the realization of this goal, which will bring certain negative effects.

Negative 1: it is easy to cause personal interests to be ignored; Negative 2: It is easy to breed small team spirit.

Solution 3: Correctly handle the relationship between peacekeeping interests and group interests.

Personal interests and team interests are not antagonistic. In a team, the relationship between managers and employees is collaborative, and both sides should consider the problem from the other's point of view. When there is a contradiction between individual interests and collective interests, managers need to consider it from many aspects and handle it properly; To have empathy, we must try our best to be fair and just; Managers should have empathy, find a balance point for the team and employees, and achieve a win-win situation; Managers should attach importance to the work of team members, especially in assessment and motivation, be fair and just, and ensure the balance between team interests and personal interests;

Provide a good environment and opportunities for team members; Only by finding a job that suits you in the team and working hard can you show your intelligence better. Managers should give full play to employees' creativity as much as possible, stimulate individual vitality to the maximum extent, and ensure that employees can truly contribute to the interests of the team. Guide employees to focus on the overall situation; Generally speaking, excellent employees have team spirit and will work closely with team members to achieve team goals. When recruiting and cultivating talents, managers should pay attention to identifying individuals with team spirit, cultivate employees' overall situation and build cohesive teams.

Myth 4: a good old man who doesn't offend anyone; Enthusiastic about being a peacemaker, pursuing the atmosphere of "hello, I am good, everyone is good", and being a team spear in the short term.

Shield does not break out, but in the long run, it is harmful to team management.

And who doesn't scold the mud, each plays 50 boards; Suppress "good guys" and encourage "bad guys"; Lack of fairness and distrust of employees; Seriously affect team morale.

Solution 4: stick to your principles and stand, don't be a "good person", and show your principles and stand in advance.

Quality of managers: employees join the team and tell them your principles and positions: what do you advocate, what do you oppose, and what is the bottom line; Once these are made clear, the manager should send a clear signal to the team, and it will be easy to manage; From the typical problems that often occur, sort out and summarize the defects and deficiencies in rules, processes and systems, and improve and correct them in time; If there is no clear conclusion or fair judgment standard for the time being, even if it is shelved first, don't play Tai Chi. We must proceed from the facts to solve the problem.

Formulate clear rules, processes and systems; When encountering intractable problems or major contradictions, they don't please both sides and don't ask for prices casually.

Summary: From business to management, many people will not "turn around" because they are still used to helping each other and solving problems by themselves. But in fact, the essence of "management" is to promote the rapid solution of problems and the smooth development of things by "managing" people and things; If everything is done by yourself and the atmosphere and efficiency of the team have nothing to do with you, then this is just an "executor" and you will never become a "manager".

How do you manage your team?