Steps/methods
First of all, define the team goals and make an action plan.
An excellent team must be based on the same interests, hobbies and goals.
Therefore, at the beginning of the team's establishment, team objectives and work plans must be formulated according to the team's mission, organizational objectives and the needs of stakeholders. For example, after signing a contract with a customer, a management consulting company sets up a project team according to the customer's needs, and sets the mission and organizational goals of the project team-using the professional knowledge and skills of the management consulting company to help customers solve practical problems within a specified time and successfully recover the consulting service project funds. On the basis of this goal, the team needs to further formulate the team's work plan and objectives, clarify the work tasks and project achievements at each stage, every week or even every day, and design key nodes to facilitate the overall control of the project.
Second, clarify the responsibilities of members.
After the goal is clear, determine the main person in charge of the team, be fully responsible for the planning and organization of the corresponding work, and be responsible for the team collectively. Determine the main responsibilities of the team according to the objectives, and then decompose each responsibility into each member, further rationalize the main responsibilities of each member, and ask them to clarify their real job responsibilities, level roles, work rights and team value contributions, so that everyone knows who is responsible for each job, thus avoiding laziness to a certain extent.
Third, establish a team system.
The construction and development of the team can not be separated from the management system, and the establishment of a suitable team management system is the realistic guarantee for building a high-performance team and achieving organizational goals. Specifically, in the process of team operation, it is mainly to establish and improve the system of punishment, reward and assessment, internal communication and so on.
Fourth, the implementation of team assessment, adhere to clear rewards and punishments.
After the team's incentive assessment system is established, the key is implementation. Even the best system is useless if it is not implemented effectively. Therefore, in the process of team operation, we should strictly implement the performance appraisal system, reward and punish according to the team's performance appraisal, and guide the team to move forward through the performance appraisal system. The person in charge of the column group of a TV station did not insist on strict assessment of the column group members according to the established assessment system, and the income distribution of column personnel was not obvious, which led to the decrease of the enthusiasm of high-performance employees and the idleness of low-performance employees. The films made were often criticized by Taiwan leaders for their many mistakes and low level. Later, after re-competing for posts, the new column director dared to evaluate the performance of column members, which stimulated everyone's enthusiasm for work and brought the quality of film production back to the right track.
Fifth, attach importance to process communication and emphasize stage management.
As mentioned above, the team's action plan should be determined at the beginning of the team's establishment, and every key node should be strictly controlled. To achieve this goal, we must establish a regular and irregular team communication mechanism. Every member of the team not only has the responsibility to feed back his work progress to other members of the team at any time, but also has the obligation to know the work progress of other members and the whole team as much as possible, and correct his behavior appropriately according to the situation to avoid deviating from the right track, so as to finally achieve the team goal.