How to improve team cohesion

Maintaining a team, managing an enterprise and enhancing the cohesion of the team are necessary conditions. Only by strengthening the cohesion of the team can we maximize the potential of the team and condense the wisdom and creativity of all members. The following is what I bring to you about how to improve team cohesion, for reference only. Welcome to read!

How to improve team cohesion 1 1. the necessity of strengthening democratic management and improving team cohesion

Focusing on oil and gas production, improving service quality, focusing on building a harmonious community, improving service effect, enhancing regional influence based on the service needs of front-line employees, and strengthening responsibility to achieve sustainable development are all closely related to the democratic management role of the service office. Democratic management has become a potential force to guarantee services, promote development, build culture and build harmony. It is an effective way to educate, guide, publicize and promote democratic management and fundamentally enhance team cohesion.

(A) democratic management is the core foundation to enhance team cohesion.

Democratic management is an important part of service management and a management operation mode suitable for the wishes of most employees. Strengthening democratic management means fully implementing employees' right to know, participate, express and supervise, giving employees a sense of ownership and belonging, and making every small assembly unit in the team move in the same direction and goal. The more comprehensive the contents involved in democratic management and the more detailed the problems solved, the stronger the sense of belonging of front-line employees and the stronger the cohesion of the team.

(B) Democratic management is an inevitable condition to enhance team cohesion

The diversification of democratic management forms, the concretization of contents and the pertinence of supervision create conditions for employees to exercise their rights. Through the effective implementation of the powers and responsibilities of the party and government working groups at all levels in the service office, we will guide employees to exercise their rights in ideological cognition, perceive value orientation in opinion collection, and pay attention to reasonable wishes in proposal adoption. Strengthening democratic management is an effective means to guide management to self-management. When the wishes of employees are consistent with the development goals of the service office, democratic management becomes the premise to support the progress of the team, and the management atmosphere suitable for the personal growth of employees becomes the spiritual driving force to enhance the enthusiasm and initiative of employees.

(C) democratic management is an effective way to enhance team cohesion

Democratic management is directly related to employees' sense of belonging and honor to the service office. In the specific work operation, it is inevitable that there will be realistic contradictions such as personal will, balance of interests, lack of functions, and unfavorable control. How to effectively enhance employees' awareness of learning from each other's strengths, taking care of the overall situation, implementing responsibilities and accepting suggestions, how to mobilize employees' initiative from service awareness, base on and pay attention to service quality, practice in daily work, how to enhance team influence and establish an overall service image, etc. All of them need to strengthen the team cohesion by strengthening democratic management, enriching management methods and refining management measures.

(D) Democratic management is an important carrier to enhance team cohesion.

Team cohesion can be enhanced through many carriers and platforms, but democratic management is an indispensable carrier. Democratic management can closely connect with employees' subjective wishes in form, means and methods, and connect rationalization proposals with each other, feedback supervision and judgment, and truly implement knowledge, participation, expression and supervision. Effective democratic management, through the improvement of work performance and service quality, has built a platform for enhancing team cohesion and enhanced the influence and reputation of the service area.

Second, strengthening democratic management is an effective way to enhance team cohesion.

Strengthening democratic management, creating a democratic atmosphere, broadening management ideas, allowing employees to fully enjoy democratic rights, giving full play to their participation and supervision functions, and highlighting service quality and development benefits are one of the "magic weapons" for the service department to gather strength, boost confidence and stride forward.

(A) the correct guidance, enhance the awareness of participation in supervision.

In view of the uneven cultural level of employees and the relatively close combination of subjective cognition and objective reality, the service office actively guides employees to put forward reasonable suggestions and opinions with strong pertinence, operability and integrity through policy preaching, soliciting opinions, information feedback and suggestion reply, so as to avoid the one-sidedness, extremes and meticulousness of opinion collection and play an ideological and political guarantee role in supporting employees to participate in democratic management scientifically and normatively.

(B) Further promote and create a democratic management atmosphere.

By establishing and improving the open operation system, the service office promotes the effective implementation of the democratic management mechanism at all levels, focusing on the convening of the workers' congress, extensively collects the rationalization suggestions and opinions of the workers and implements the requirements of the proposal. Organize grass-roots research activities in stages and at different levels, effectively put the most concerned, realistic and direct hot spots and focus issues on the agendas of teams and departments, form a sense of responsibility of my participation, my concern and my support, actively create a working atmosphere for creating "five-type teams", "six ones" party branches and learning teams, realize the change from passive management to active management, and change the sense of responsibility from participation and interaction to suggestions.

(3) Pay attention to development and build a cohesive platform.

Starting from gathering employees' abilities, the service department pays attention to infiltrating the concept of high-quality service to promote development from the perspective of democratic management, takes personal growth as the basis for improving team execution, and highlights the development consciousness of positioning personal growth to promote the overall ability of the team; Establish mentoring activities such as "one group, one belt, one class", actively create development opportunities for employees, build a talent ladder, and provide a display platform to let employees feel the practical significance of democratic management more directly; Enhance the willpower of active practice and self-improvement, enhance the stamina of discipline construction through demonstration, driving and guidance, improve the overall service satisfaction, and realize the management benefits of rallying people to do practical things.

Third, strengthen democratic management and enhance the actual effect of team cohesion

By strengthening democratic management, employees' rights to know, participate, express and supervise have been effectively implemented, service awareness has been significantly enhanced, and the service office has entered the stage of sustainable development. The work performance has achieved new growth, and the work concept has been expanded, showing the development trend of mutual support, mutual promotion and mutual promotion of service quality and team cohesion.

(a) Service satisfaction has been continuously improved.

Democratic management promotes team cohesion and enhances employees' awareness of active service. Since 1 month, the service office has received a total of 165 thank-you letters and 58 banners, and the comprehensive service satisfaction has been rising. In 2065438+2005, the service satisfaction was 95.5 points, and the industrial property service of the mining service department ranked first. These services have been well received by oilfield companies, divisions and units. In practice, all employees have fulfilled the service promise of "You work hard for oil and gas production, and I will do logistics life", which has laid a solid foundation for the construction of harmonious mining areas.

(2) The service system and working standards have been gradually improved.

The service system based on "four service modes" was further established, and the standard of "window service" was refined to every post. In terms of residents' satisfaction, invisible supervision has become an important basis for annual service supervision, assessment and evaluation. Specific standardized services, integrated operation mode and family service commitment have enhanced employees' sense of responsibility and strengthened their subjective understanding of upgrading their skills. Combined with the system construction, measures such as on-the-job training, technical training and emergency drills are taken as practical carriers to improve the service ability of employees, which has built a bridge for continuously improving the service quality.

Fourth, strengthen democratic management and enhance team cohesion experience and thinking

The establishment of goals and the integration of culture have a significant effect on improving employees' self-confidence, team honor and professional pride. Democratic management has realized the transformation from ideological perception to spiritual encouragement, and from formulating measures to implementing actions. The service quality has been effectively improved, the service satisfaction has been continuously increased, and the core competitiveness has been enhanced, which has established a centripetal force for the service office to step into a scientific, efficient and rapid development track.

There is still a certain gap between the work currently carried out by the service office and the functional orientation of democratic management. Democratic management is not effective enough to enhance team cohesion, and the means are too simple. Democratic management has the problems of one-sided understanding and broad thinking, and can not give full play to the role of strengthening team cohesion. How to play the role of supporting, leading, boosting, encouraging, condensing and promoting democratic management more widely with the help of work carriers, and how to integrate team building with democratic management are the focus of the service office in the future.

How to improve team cohesion 2 1 Establish the goal of team unity and shape team culture.

Establishing the common goal of the team is the basis of team cohesion. It is precisely because of the common goal that team members will work actively, cooperate closely and try their best to achieve the goal. Every enterprise team should also have its own team culture, which is the spiritual demand. Ren Zheng Fei, president of Huawei, said, "Resources will be exhausted, and only culture can last forever." Huawei promotes team cohesion in spirit by shaping team culture. Huawei believes that only when employees respect their parents and help their brothers and sisters first can they care about helping others, the future development of the enterprise, the development of the enterprise as their own development and the fate of the enterprise as their own destiny, and they can care about the development of the motherland and cultivate their thoughts and feelings of loving the motherland. At the same time, enterprise leaders should be role models for employees, companies should care about the development of employees, and leaders should care about the working and living conditions of employees. Only in this way can we form a good atmosphere in which employees care about each other, enterprises and customers, and make enterprises in a virtuous circle. This is Huawei's caring culture.

In addition, team culture is not static, and it can be constantly improved and upgraded at different stages. Therefore, team managers have great responsibilities in team culture construction. Managers should not only attach importance to the management of daily affairs of the team, but also constantly enrich and develop team culture and enhance team cohesion.

2. Let the team members have a strong sense of belonging and regard the team as their home.

How can a team organizer and a leader of an enterprise gather a large number of followers, and how can employees willingly contribute to the work of the enterprise and take the business of the enterprise as their own business? It is very important to improve the sense of belonging of team members. With a sense of belonging, employees will have a sense of identity with the enterprise, a sense of mission and accomplishment, be proud of the development of the enterprise, have a strong sense of responsibility from the heart, be self-disciplined and self-motivated, and regard the team as their home and their career. Alibaba holds a "five-year-old" award ceremony every year. Five-year-old employees can get two gifts: a platinum ring and equity. With such a boss, which employee will not work hard? It can be seen that to improve the sense of belonging of team members, we must first improve the wages and benefits of members. But treatment is not the decisive factor to retain employees. Enterprise leaders should also provide space for team members to develop, provide opportunities for employees to learn and exercise, let employees make continuous progress, strengthen the re-education of employees' quality, and improve their unified understanding of ideas. In addition, the managers of the team are democratic, open-minded, willing to accept opinions, fair, able to discuss things with everyone, considerate and caring for subordinates, and can also enhance the sense of belonging of team members and improve the cohesion of the team.

3. Coordinate the relationship between team members and promote cooperation among team members.

Mencius said: "The weather is not as good as the geographical position, and the geographical position is not as good as human harmony." It can be seen that the ancients all knew that unity and cooperation were the magic weapon to defeat the enemy. A pearl can be turned into a beautiful necklace, which needs a thread to run through. Cooperation among team members is the main line to enhance team cohesion. Without a unified conductor and a unified score, the band can't play a beautiful movement; If there is no proper proportion of whole grains in brewing, there will be no mellow wine. Similarly, the members of a team have no ability to unite and cooperate, and this team can only be fragmented. Therefore, every member of the team must have the ability of unity and cooperation, and the organizer of the team must also have the ability to enhance teamwork in order to enhance the cohesion of the team. As a team manager, we should learn to coordinate the relationship between team members, communicate with team members frequently, and enhance understanding in communication. Only in this way can we cooperate from multiple angles, put ourselves in the other side's shoes, and accept different opinions from each other's perspectives, thus enhancing the unity and cooperation ability of team members and the cohesion of the team.

4. Team managers should be good at solving conflicts and frictions among team members.

It is inevitable that there will be differences of opinion, arguments and even friction confrontation between members in communication, which will lead to tension between members and directly threaten the cohesion of the team. At this point, the role of team managers is very important. In many conflicts, some are caused by job differences. In this case, managers can use competitive strategy to deal with it, let the members with differences do it according to their own methods, and then use performance to test right and wrong, reward right and encourage wrong, so as to finally eliminate differences. Some conflicts are conflicts between members due to personal interests, which is a challenge for team managers, because once handled improperly, it will seriously affect team unity. At this point, managers should express their opinions independently, calmly, impulsively, calmly and clearly, objectively evaluate the right and wrong of the employees involved, adhere to their correct positions, and do not take sides.