How to improve the execution ability of team members

How a successful enterprise succeeds is an eternal topic that people talk about. There is no standard answer and there is no most reliable method. If we have to identify a more accurate method, it would be "execution". As the world-famous management masters Bossidy and Charon said in the book "Execution": Without employees' execution, how can an enterprise be competitive? The team is the cell of the enterprise. All the work of the enterprise ultimately falls on the team. The key to improving employees' execution lies in the team. If the execution ability of the team members is high, the company's execution ability will be high. vice versa. Therefore, taking team building as the starting point to promote the construction of employees' execution capabilities is of great practical significance to enterprises.

The execution ability of team members means that employees can do the work assigned by their superiors meticulously according to quality and quantity. The basic criterion for measurement is to provide results that are satisfactory to their superiors. The kind that cannot create value or provide results is not the real execution ability, it is just going through the process and completing the task.

When the execution ability of the team is not high, there will often be: there is a lot of buck-passing, the work efficiency of the team is low, employees are not motivated to work, the team leader has no authority and cannot convince the team members, If things go on like this, the team will become a mess.

To improve execution, we must strengthen the sense of responsibility of team members

The so-called execution refers to the operational ability to implement strategic intentions and complete predetermined goals. It is the key to transforming corporate strategies and plans into benefits and results. Execution ability includes the willingness to complete tasks, the ability to complete tasks, and the degree to which tasks are completed. Execution ability, personally speaking, is the ability to do what you want to do successfully. To effectively achieve certain goals, it is necessary to give full play to the subjective initiative of each employee during the implementation process. Through everyone's innovation and creation, we not only complete tasks with quality and quantity, but also do better work and complete tasks more perfectly. From this perspective, improving execution ability reflects an attitude for an individual. Although everyone has different abilities, their attitude towards work and their sense of responsibility are very different when reflected in their execution ability. With a sense of responsibility and the courage to take responsibility, you can concentrate your energy, devote yourself wholeheartedly, and create first-class performance. An enterprise is like a complex machine. Each person and each position is a component on the machine. The team is an integrated block of components. Only when every component on the integrated block can function normally, then Only in this way can the machine operate normally and efficiently. If every member of the company closely links his own interests with the fate of the company, knows his position and the position and role of each link in the company's strategic decision-making, takes job responsibilities as his destiny, and consciously fulfills his duties If things are within the scope, the company's execution ability will definitely be very high.

From an economic and management perspective, the goal of an enterprise is to maximize profits. Under given conditions, the level of profits is closely related to the quality and cost of the product. The quality and cost of products largely depend on the level of responsibility of employees. In the face of fierce market competition, product quality directly affects market sales and corporate benefits. There are many reasons for unqualified product quality. As far as human factors are concerned, the key point is that employees lack a sense of responsibility, work sloppily, and do not implement process discipline during the production process, resulting in product quality that does not meet the requirements. If the team carries out strong ideological and political work in the daily production process to strengthen employees' sense of ownership and responsibility, so that each team member can conscientiously perform their duties and perform standardized operations in their respective positions, the product quality will be improved. It will definitely be done, and the company's economic benefits and work goals will definitely be successfully achieved.

To improve execution, we must guide employees to become experts in their positions

Without diamonds, you cannot get the porcelain job. In modern large-scale production, every member of the enterprise needs to continuously learn and master the professional knowledge and skills of modern production to make themselves experts and experts in their respective positions. A large number of facts show that people with the same type of work and the same position have different skill levels, and their execution ability will be very different, and their performance results will also be different. A person may want to do something, but he may not be able to do it. Good thing. To do good things, in addition to wanting to do things, you also need to be able to do things. Wanting to do things means having a sense of responsibility, and being able to do things means having skills. Improve execution and have a high sense of responsibility.

They also need to be proficient in their own business and technology, be able to skillfully operate production tools, and have a set of excellent skills to make significant achievements in their respective positions. The team must find ways to take effective measures to shorten the skill gap between members, improve the technical and business capabilities of all employees, and promote the overall skill level of the team to a new level. This is an urgent requirement for enterprises to enter and gain a foothold in the market under the new situation.

Strengthen the technical quality of employees. On the basis of strengthening situation and task education and further enhancing the crisis awareness, sense of responsibility and urgency of all employees, we must strengthen job skills training to help employees improve their business and technical capabilities and strive to Create a good environment for them to grow their talents. In the context of the shortage of professional talents, in addition to innovative introduction and development of training mechanisms, we must also give full play to the incentive effects of various reward systems to stimulate the enthusiasm of employees to learn technology and become role models. Only when every member of the enterprise team is based on their own duties, does one line of work, loves one line of work, and is dedicated to one line of work, "three hundred and sixty lines of work, and the best in each line of work", and becomes an expert in the line of work in different positions, will the execution of the company be Strength can be improved one step further.

The team should incorporate the training mechanism into daily management. Based on the monthly summary, find out where there are deficiencies, analyze the reasons and make a training plan for next month. Training should be carried out in two aspects: on the one hand, the method of employee training must be innovative. The traditional training model of you talking and I listening and taking exams after class must be changed. This aging method leads to a lack of interest in the training among employees participating in the training, making it difficult to achieve results. Therefore, employee training methods must reflect hierarchy and diversity, widen the gradient, and use training of different natures and levels; they must be flexible, lively, lively, and easy to be accepted by employees; they must be closely connected with reality to form Positive interaction between both parties. On the other hand, the choice of employee training instructors must be innovative. Different members of the team teach different courses based on their own strengths, and the staff will rate each teacher. After each training, a case simulation is conducted, and a dual test is conducted on the teaching results of the lecturers and the listening effect of the lecturers, so as to comprehensively improve the professional level of all members of the class.

To improve execution, we must play the role of assessment and motivation

"Supervision is the soul of execution." People are always lazy. In the process of implementing corporate strategic decisions, the team must Supervision is required. Overcoming inertia is like sailing against the current. Without upward traction, the boat will not move forward. When people take action, they need motivation. This motivation comes from a certain amount of pressure. Without pressure, inertia will develop. This pressure comes from supervision - the company's assessment of every employee. By formulating scientific assessment methods, the company rewards diligence and punishes laziness, changing employees' thinking about good and bad work, and forcing each member to take correct actions to implement the company's decisions, so as to complete the tasks faced on time and effectively and ensure phased progress. and the achievement of overall goals.

The team is the most basic and critical unit of enterprise management and the front line of enterprise production. All corporate activities are carried out through the team. In addition to ideological education and political work, the team also needs to improve the execution ability of team members through the assessment system. The team must make full use of the company's various assessment systems, strengthen team management, and strictly require and strictly assess violations, regulations, and disciplinary violations that affect the company's production and operation; for things and behaviors that are conducive to the survival and development of the company, timely reporting Praise and reward. Not only the assessment process, but also the assessment results should be paid attention to. For example, assessment and rewards for team members who make reasonable suggestions should focus on the effectiveness of implementation. Some of the rational suggestions put forward by employees are reasonable in terms of the suggestions themselves. However, if the actual conditions are not met, they are not implemented, and no benefits are produced, they cannot be counted as achievements. We cannot only focus on quantity, overfill the number, and blindly reward. . Only by focusing on results and whether they are conducive to promoting production development and technological progress can the role of assessment in enterprise management be fully utilized.

Improving execution requires employee motivation. Matsushita Konosuke believes that many employees pay attention to how to improve at work every day, and the results are better than all the production engineers and planners of the head office. They actively seek employees' opinions. He likes to bring visitors to visit the factory, pointing to an employee and saying: "This is one of my best supervisors." This makes the person being criticized feel proud. Employee motivation is an eternal topic in enterprises. Especially managers in enterprises must not only master the skills of motivating subordinates, but also learn to motivate themselves.

Being valued, affirmed, and taken seriously is the passion buried in the hearts of employees. To stir up this passion and love the career they are engaged in, the ability of managers to motivate people is crucial. Incentive means no need to motivate: with your encouragement, employees become passive and become active, and can motivate themselves. Then they will remain confident and brave, and they will be more serious and meticulous in doing what they should do, and your management work will also become more efficient as a result. There is ease.

We must constantly explore and analyze existing management tools and methods, constantly improve assessment methods based on actual conditions, and try to be as open, fair and just as possible. It is necessary to refine and quantify the responsibility objectives to make them more operable, adapt measures to local conditions and positions, emphasize practical results, and avoid generalizations and graphic forms. It is also necessary to strengthen accountability. Based on the facts, those team members who fail to perform well must strictly follow the assessment methods, hold them accountable, and assess them in place. Only by achieving both education and punishment can all employees continuously improve their execution ability, unite as one, and work together to complete various production and work tasks.