How to unite well

On the contrary, a team with poor service quality is definitely a disunited team. Because teams and groups are not United, employees are unhappy, interpersonal relationships are not harmonious, work opinions are inconsistent, and even they quit each other, such teams and groups can not provide high-quality services for guests. Doing a good job of teamwork and creating good interpersonal relationships is the basis for us to do a good job. The monitor (foreman) should do a good job in team unity from the following aspects. The first section is to contact the masses and respect the relationship between the team leader and the team members. This does not mean that the team leader can boss around and disrespect the team members. In socialist society, people are equal in politics and personality. In order to complete the task correctly and get the support of team members, team leaders must respect the masses, maintain frequent and extensive contact with the masses, and let team members know themselves, trust themselves and support themselves. There is a lot of content to contact and respect the masses. Let me briefly introduce it below. 1. managed by democratic management. Generally speaking, when arranging the work of team members, do not use the imperative tone, but speak in a consultative tone, and consult with the masses if something happens. Let team members know as much as possible about team work, be bold and decisive, and not be arbitrary. 2. Respect old comrades. Respect old comrades who are lower in rank and older than you, and don't talk about their shortcomings in front of old comrades. If someone says that old comrades are "peasants", "stubborn" and "old orthodoxy", you should stop them. Old comrades are experienced. It is very beneficial to your work to respect them and get their support. 3. Care about the physical and mental health of team members. If you find that team members are upset or in a bad mood, talk to them, understand their difficulties, share their pain, try to help them solve the problems that can be solved, and give them some comfort if they can't. Team members should visit when they are ill in hospital. Although these things are small, they can show your concern for him and are an important channel for emotional input. 4. Say what is good for unity, do what is good for unity, don't spread what is bad for unity among team members, and don't do anything bad for unity among team members. Don't intensify the contradictions among team members, mediate and eliminate them in time, severely criticize those who find fault, and protect those who report the situation to you. In short, the team leader should be the adhesive of team unity. Section 2 Mastering the Leadership Art of Criticism and Praise Criticism and praise is not only a working method, but also a leadership art. There are many ways to criticize and praise people. For example, the conference is open, small-scale public, notice, personal, face to face, and others leave messages. What form should be taken should vary from person to person. Generally speaking, universal issues can be made public, and they can play an educational and encouraging role in the general assembly or in a circular way or in this way. If it is an individual problem, you can use the individual type, which is conducive to protecting the individual's self-esteem and condensing the individual's centripetal force. For careless and extroverted people, it is suitable for open or face-to-face style. Specifically, we should pay attention to the following issues in criticism and praise: 1. Ways and means that critics should master: 1. Master the principle of criticism. The principle of criticizing people is to seek truth from facts and convince people by reasoning. In other words, the content of criticism should be accurate and the method of criticism should be moderate. In order to be accurate, we must not make a fuss out of nothing. Otherwise, the critics will be unconvinced and even ask where the facts you don't have are, which will put the critics in a passive position. Don't criticize what you are not sure about. Don't criticize others until you have verified what others have reported to you, and don't say anything until you have confirmed the evidence. Leaders can see and remember what they do bit by bit, and they can be encouraged by it. True praise can convince the audience and establish the prestige of the praised. 2. Praise people from the heart. When leaders praise subordinates, if you are sincere, then you can show your happiness or passion from the content, tone, gestures and eyes. Your happiness or passion can inspire and move subordinates, and it will become a stimulant for subordinates to continue their efforts. 3. Praise others as openly as possible. The purpose of praising others is to encourage those who have made achievements to continue their efforts and call on other subordinates to learn from him. In order to achieve this goal, the commenders should make full use of public meetings or written briefings to encourage and educate more people. If you want to praise publicly, you should ask their opinions in advance. Generally speaking, most people are willing to accept praise. However, some people do good deeds and don't like praise. They think that praise will bring great pressure on themselves, or that what they do is not worthy of praise. If they meet people with this mentality, they should respect their psychological requirements and not praise them publicly. 5. Praise people in time. As a leader, you should be able to discover the achievements of your subordinates in time and give them timely praise and encouragement. Don't wait for your subordinates to do a lot of achievements and good deeds before accumulating praise. When leaders should know that timely praise can give timely encouragement to subordinates, and praise them when they have accumulated to perfection, no one will get a chance of praise or encouragement. 6. Praise for major achievements should be combined with material rewards. When subordinates make great achievements or important contributions, they should be publicly praised or reported by TV, radio and newspapers, combined with corresponding material rewards. This combination of material encouragement and spiritual encouragement is very inspiring to motivate subordinates to make contributions. 7. Don't attribute the achievements of others to those who are praised. It is untrue to attribute the achievements of others to those who are praised. This kind of praise is an unprincipled flattery to the person who is praised. The pacesetter who is touted in this way has no prestige and status among the masses, but will only be notorious. Praising such a person at the conference is a deception to the audience. Cheating praise will not inspire and educate everyone, but will only make everyone angry. As a leader, false praise can not establish the positive image of the praised person, let alone the positive image of the leader. 8. Praise the underachievers in time when there are good changes. This kind of praise can make them moved and encouraged, and it is likely to be an opportunity for them to further transform. The third section should be good at helping backward people. Advanced and backward people exist relatively, and any team may have backward team members. In order to carry out team work comprehensively and effectively, the team leader should conscientiously do a good job of underachievers, so that the whole class can take active actions and everyone can complete their own tasks, so that the service work will not be affected by personal and local constraints. The job of being an underachiever is: 1. Take the initiative to talk with underachievers, understand their subjective factors and put forward their requirements for progress. 2. For the shortcomings of the backward players, the team leader should not gossip with other players, but should respect the personality of the backward players. 3. When the backward team members make progress, they should be affirmed and praised in time, and reflected in the bonus. 4. Don't always reflect the shortcomings of the backward team members to the superiors, let alone always say that you don't want this person, which will easily hurt the self-esteem of the backward team members and intensify contradictions. 5. If a person commits a crime again and refuses to change after repeated education, he may be suspended for inspection, and the salary calendar and bonus during his suspension shall be given appropriate punishment. For such people, we should manage boldly, not show weakness, and beware of delay. 6. For those who are not good at work and are good at winning bonuses and benefits, we should give appropriate criticism and education, and strive for superior leaders to support your team work. When criticizing people, we should pay attention to protecting those who reflect the situation. When criticizing others, you should not name the person who reflects the situation intentionally or unintentionally, because dealing with the problem in this way will cause contradictions between the criticized person and others, and will also dampen the centripetal force of the person who reflects the situation. 4. Don't criticize beginners at will. Beginners' mistakes are mostly due to lack of skills or experience. In this case, you should give more guidance on skills or experience, which can increase mutual affection and improve your prestige. 5, critics should pay attention to the way. An experienced manager, when criticizing people, will use different criticism methods because of people and things. If what someone does is a universal problem, he will criticize and educate the parties in the form of public meeting or written briefing, which can play the role of mutual criticism and education. When something is inconvenient for everyone to know, but it must attract the attention of some people in a small scope, criticism and education can be carried out in a small scope. For those who have not done anything wrong at ordinary times but have done it wrong for the first time, we should take the way of individual criticism, which will not only give him face, but also point out shortcomings, and he will be willing to accept it. For those who have done something wrong, realized that they are wrong, and sincerely expressed their intention to correct their mistakes, leaders should not use public criticism at the conference, especially for those who are introverted. As a leader, excessive criticism can't achieve the purpose of educating people, and it will only make the criticized people have inner confrontation and resentment. 6, critics should pay attention to discretion. Pay attention to the sense of proportion, that is, you can't exaggerate, and your speech should be based on facts. For people with high self-esteem, you don't have to be honest about the content of criticism, and you don't have to name names. As long as you gently mention what they have done wrong, they will know it and receive education from it. As the saying goes, "drums don't need heavy hammers." That's the kind of person you are talking about. However, this method cannot be used for people who have made mistakes many times and refuse to correct them. Criticize such people, the content of what they have done wrong should be specific and exact, the punishment should be severe, and the way of criticism should be open, so as to educate them. 7. Critics should be practical. When criticizing a person, we should pay attention to criticizing only something he did wrong, and don't bring up the old things, let alone list the mistakes he did or made. Critics can't stand this practice of digging up old scores. He will think that I haven't forgotten anything, but the leader doesn't care about my grades. When he has this idea, it is that your criticism is true, he. 8. Criticize others by judging them. As far as people are concerned, criticize whoever is wrong and criticize whoever is wrong. When some foremen criticize people who have done something wrong, they will not only bring up the past, but also personally attack or even abuse the parents or colleagues of the criticized person. It is really not advisable to scold others for this person. It will not only fail to educate and unite people, but also expand the situation and intensify contradictions. 9, subordinates have mistakes to timely criticism. When you find that your subordinates have done something wrong or made mistakes, you should criticize them in time and let them correct them in time. Don't wait for your subordinates to make many mistakes or make many mistakes before criticizing them. This kind of general ledger criticism is not conducive to work, to educating people who have made mistakes, and to learning from mistakes. 10, criticism should be combined with encouragement. When the foreman criticizes his subordinates, he should show his dissatisfaction and sadness at the mistakes made by his subordinates. Your performance will make them feel sad and get education from it. When subordinates have this mentality, you should encourage them not to make the same mistake again in the future, and believe that they will not make the same mistake again in the future. At the same time, I hope that your encouragement and belief will become their motivation to correct their mistakes. 1 1, timely and properly handle the negative emotions of the critics. If the monitor criticizes his subordinates' excessive language or improper way, the criticized will have negative emotions. When he finds this situation, he should talk to the criticized person in time and get rid of it. If the content criticized by the critics is inaccurate, the language is too heavy or the way is improper, you should apologize to others. Second, the way to praise people: 1, grasp the principle of praising people. The principle of praising others is that the content is concrete and true. The content includes five elements: time, place, people, events and results. The specific content of praise will let the praised team leader set an example. The team leader is not only the leader of the team, but also the specific staff. We should not only organize and manage the work of the whole regiment, but also do it ourselves. Teaching by example is more important than teaching by words. Team leaders should unite team members. To have prestige among team members, we must set an example in the following aspects: 1, and take the lead in observing the rules and regulations. 2. If the team leader asks the team members to do it, the team members will do it first. 3. Take the lead and enjoy it later. 4. Do your work in an exemplary way. 5. Take the lead to be a model of unity, do not do anything or say anything that is not conducive to unity. 6. Don't argue with team members. Section 5 Team leaders should treat all team members equally in their work. There should be no similarities or differences between team members in their work, which is easy to form a circle and is not conducive to unity. At work, in the communication of team members, six points should be consistent: 1, and the assessment (or attendance) standards should be consistent. No matter who gets along well or not, they should be strictly assessed according to the same standard. 2. The work arrangement is the same. We should not be biased when arranging our work. Everyone's favorite jobs and dislikes should be arranged in turn, and so should the night shift. We can't arrange one person to work the night shift and one person to work the day shift forever. 3. The inspection standard is the same. For example, the inspection standards of working procedures, hygiene inspection standards and service quality should be consistent, and different inspection standards should not be used for different people. 4. The rest arrangement is the same. It is very hard to engage in property management. 365 days a year, people have to work in their posts every day, even holidays are not allowed. In this regard, everyone always hopes to have a rest or vacation after working for a period of time. When arranging these vacations, the team leader should try to be as open as possible. Every Spring Festival (New Year's Eve) does not arrange people to rest or arrange people to be on duty, so it should be arranged by turns. 5. Care and consideration for team members are the same. For example, Zhang San's father is the director, and Li Si's father is the common people. We should be the same when arranging and checking the work, and we can't generalize.