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9 Secrets To Bring Out Effective Teams

2014/3/7 17:02:00 20

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Counselling Motivation Subordinates Training

First: let soldiers fight: counselling /p >

First: recruits - let him know what to do (about three days) /p >

1, arrange seats and office tables for new people, have their own places;

2, holding a welcome meeting to introduce everyone in the group, and get to know each other;

3, separate communication: let it know the past, present and future of the company, and understand the new person's growth experience, family background and career planning.

Inform your job responsibilities and value and growth for yourself.

Define what to do every day and how to do it.

Familiar with corporate culture.

4, timely finding and correcting problems in daily work, giving timely recognition and praise; checking daily workload;

5, let the elderly contact as many as possible with new people, eliminate the strangeness of new people, and let them integrate into the team as soon as possible.

New people should be off duty on time and not working overtime.

main points: eliminate strangeness, do well a href= "http://www.91se91.com/business/", career planning < /a >, help them grow up.

Second: recruit training - let him know how to do well (three weeks or so) /p >

1, leading new people to familiarity with the environment and departments, let him know how to send faxes, use which computers to send emails, what things to find, how to say hello, and so on;

2, arrange the new person near the place to facilitate observation and guidance.

3, timely observe its emotional state, make timely adjustment, teach him his experience in time, and let him learn in actual combat;

4, timely affirming and praising its growth and progress, and putting forward higher expectations.

main points: care for life, pay attention to work and observe details

third paragraph: survival of the fittest - let him know that if he does not work well, he will disappear (about three months).

1, the basic skills and methods that have to be mastered have been grasped, the requirements for clarifying the work are clarifying; the index and assessment requirements of the company assessment are clearly stated;

2, encourage more participation in company activities, observe its advantages and capabilities, and foster strengths and circumvent weaknesses,

3, the opportunity to change when making a mistake, if necessary, to stimulate its change, to see its adversity, to observe its behavior, to see its cultivation value; to give it pressure, and to stimulate at the same time, if it is really impossible to cultivate, to see if it is suitable for other departments, and give more opportunities;

main points: clarify rules, clarify achievements and clarify consequences.

Second: let soldiers love to fight -- encourage /strong

fourth paragraph: applause is going to be heard -- to say that I only have your eyes /p >

1, where it is found to be good, or where there is progress, be commended and rewarded in time; avoid praising and formalizing praise after the autumn;

2, various forms of praise and encouragement, we should give him more surprises and create more pleasant surprises;

3, grant subordinates more autonomy, show and publicize subordinates' achievements;

avoid: only punishment is not commended; only demand, no encouragement;

fifth paragraph: moving is always in my mind. You are the most important /strong

1, pay close attention to the life of subordinates, love him from the heart; when he is attacked, work needs help, illness, lack of cohesion, face to stay, encounter life change, and psychological confusion, give encouragement, support, communication, care and help;

2, remember the birthday of every colleague in the Department, celebrate the birthday on the day of the Department, record every breakthrough and progress of the Department's memorabilia and colleagues, and give each other's recognition and reward;

avoid: do not take form, grasp "degree", do it yourself.

sixth paragraph: give advice and Suggestions -- work with more efforts to use brain /p >

1, encourage subordinates to actively participate in meetings of the team. When subordinates make good suggestions, praise them in time. If they are not accepted, they must be affirmed;

2, for incentive mechanism, positive activities, team building

growth, team culture system and good experience should be discussed and shared more frequently;

3, each meeting gives the subordinates enough room to speak and the right to speak. After they speak, they can be commended and encouraged;

avoid: be powerful and exclusive, and act arbitrarily;

Third: let the soldiers win the battle -- Planning /p >

seventh paragraph: there is God in the heart - giving him the sacred mission /p >

1, help subordinates relocate, let subordinates re recognize the value of work, the meaning of work, the responsibility of work, the mission of work and the height of work, and find out their goals and directions;

2, always pay attention to subordinates. When subordinates have negative emotions, they need to adjust in time and be sensitive to all aspects of their subordinates. When subordinates ask negative and childish questions, they need to change their ways to remove their problems from the positive side, and give them a satisfactory answer;

3, amplifying the company's vision and cultural value, amplifying strategic decision and leadership intention, amplifying the meaning of execution and work, focusing on cohesion of people and culture, focusing on correct direction and effective communication, focusing on performance improvement and professional quality;

4, when the company has something important or exciting news, we should share it with you;

requirement: encourage subordinates at any time and place, .

eighth paragraph: Blood consistency and water - do not abandon, do not give up

1, organize team activities to find out the advantages of each person and plan the right way of work according to their advantages;

2, organize a heart to heart talk, talk about your recent work and life, understand the situation of your subordinates, and cultivate the feelings between the teams;

3, the team conducts pair activities, monitors each other, helps each other, and competes with each other;

4, organize a variety of team activities every month to increase the cohesion of the team; request: honesty, appreciation, emotion; dare to sacrifice .

ninth paragraph: a higher level will be the best way to see the hills.

1, every quarter guarantee at least two times more than 1 hours of formal performance interviews, before the interview, do a good job of investigation, talk to make sense, evidence, and section;

2, performance interview should achieve: clear purpose; staff self-evaluation; what things have been done, what achievements have been made, what efforts have been made for the results, what aspects have been inadequate, and what aspects have been different from those of other colleagues;

3, the leadership's evaluation includes: achievements, abilities and daily performance. First, we must affirm the results, and then talk about the deficiency. When we talk about the shortage, we should have real cases to support them;

4, to assist subordinates in setting goals and measures to enable him to make commitments, supervise the progress of goals and assist him in achieving the established goals;

5, for the subordinate to strive for development and promotion opportunities, discuss with him more about future development, give written feedback report to subordinates at least every 3-6 months;

6, let subordinates think of him, encourage their subordinates to participate in the < a href= "http://www.91se91.com/business/" > Training < /a >, usually learn more and read more books, each person will make a growth plan and check it step by step.

main points: future planning; do not focus on mistakes and shortcomings; more growth and promotion.