Team planning ideas

Team planning ideas

Team planning ideas. In actual society, profitable cooperation or losses will occur when doing business. Not every company will do so in the course of business operations. To make a profit, this is a great test of the operator’s ability. Share team planning ideas below. Team planning ideas 1

1. Team cohesion is lacking and employees are depressed. When working hours are long, they will inevitably have laziness or even selfishness. The original enthusiasm will gradually fade over time; the forest is getting bigger. There are all kinds of birds, and everyone will inevitably have conflicts, opinions, and complaints. In an unchanging environment, it may be difficult to deal with these problems by relying on inherent communication methods; and when employees cannot see the company A way out, a personal way out, when you can’t feel the warmth of the team, there will be job changes and resignations

So, in this case, everyone does outdoor training together, eats and lives together, By shouting slogans, singing team songs, and completing projects together, communication, coordination, and team cohesion can be demonstrated. When the intention to challenge oneself and build a team is realized, work enthusiasm and work attitude will also change accordingly.

2. Graduates who have entered a new unit, have just entered the society, or are unable to put the knowledge they have learned into practice into practice at work

Experiential exercises emphasize team spirit and promote enjoyment. For newcomers who have just arrived in a new company, an friendly team can help them gain confidence and enhance communication and coordination skills; and for those who cannot "apply what they have learned", the outdoor training team's discussion and sharing of communication with each other is not only It can enrich and update their knowledge structure, and also help cultivate their ability to think independently, which has a positive effect on inspiring them to tap their potential and express their strengths.

3. Managers who are in high-level positions, work intensely for a long time, and have their minds stuck in a certain form of inertia

Outdoor training is an experiential and entertaining way. Provide learners with a relaxed and natural learning atmosphere, and set more challenging, passionate and interesting tasks. This will help these managers adjust or even completely rebuild their own knowledge structures, allowing their minds to run at high speed again and create new ideas. Sparks all play a big role.

The knowledge that students master during indoor teaching is the mature hardware of employees, while outdoor training enables employees to unite with each other and become the software of working together. We can summarize the learning process into the following formula: (real knowledge) = (knowledge) (experience) (thinking) (guidance) (implementation) Experience in learning is an indispensable course in outdoor training

Allowing students to grow in experience is an important process. Therefore, we believe that teaching and outdoor training complement each other. Outdoor training after teaching is a kind of relaxation and enjoyment, and it is also a accumulation of knowledge and experience.

Changlingzhe teaching technology combines high-challenge and low-challenge elements to provide a good method for the company’s team building. After outdoor training, participants can understand their own potential, enhance self-confidence, and defeat With a lazy mentality, you can exercise your will to overcome difficulties and cooperate more harmoniously with the collective, so that the company team can be more closely united and move more steadily.

For a qualified employee, you must first have corresponding knowledge and technology, and for an excellent employee, in addition to knowledge and technology, you also need to have a good understanding. Human behavior, motivation, ideological activities and behavior patterns are the main factors that affect human value.

Team planning ideas 2

1. Corporate culture:

Business philosophy:

Goals:

Desires:

Development direction:

Core value:

Mission:

Cultural concept:

Enterprise spirit:

2. Team building purpose:

The core of the early stage of team building is execution. The team’s execution is reflected in the team’s daily work and the execution of tasks. Every employee in the team can arrange work and tasks. , can be executed efficiently. The basic characteristic of an efficient sales team is rigor. The team should regard rigor as the soul of the team. The rigor of the team is reflected in the work attitude and behavior, so that every step of the work can be done with a rigorous attitude.

3. Team positioning and overall goals:

The sales team must have a vision that they hope to achieve. In team building, the team should be driven in the same direction. Team goals must be quantified and can be broken down into annual, quarterly, monthly, and weekly goals.

And there is a corresponding performance system to supervise the process implementation of goals.

Team tasks need to be communicated with upper-level leaders:

IV. Team culture building plan:

1. Elements of establishing team culture:

Recognition: Recognition of employees’ work behavior, work status, and work results.

Praise: Be good at praising employees.

Promotion mechanism: Promote employees who are capable and can meet promotion targets.

Incentives: Bonuses and other rewards are given when goals are achieved.

Team awareness: Cultivate employees’ sense of unity and overall perspective. Focus on the interests of the team and the company.

2. Establish a common goal concept:

Members of each team must believe that only when the company can develop in the long run can employees receive good career development and treatment. .

3. Establish a rigorous work system:

Develop specific daily work arrangements for the team and strictly implement them.

Improve team work discipline and supervise execution with reward and punishment measures.

Clarify the team’s error punishment and responsibility identification system, and whoever makes the mistake will be held accountable.

Clear the responsibilities of each level of the team and ensure that everyone does their own work and does not work beyond their authority.

5. Team building work plan:

Team composition (formation):

The potential and ability of a team are determined by The personnel of the team determines the quality of the team basically determines the prospects of the group. Although the quality of the personnel can be improved through training and teamwork, after all, no matter how perfect the training mechanism is, it cannot fundamentally improve the quality of the team. Changes can improve a person's basic qualities. The team is fundamentally an employer group, not a training institution. The quality, skills, and mentality of team members directly affect the overall level and work efficiency of the team. Team leaders should pay attention to the three most basic principles when selecting team members:

1. Choose a composite type Talent:

The customer groups we face are diverse and involve all walks of life. This requires each of our excellent sales employees to be a "miscellaneous person" and have some understanding of all walks of life. Because sales are engaged in the work of communicating with people, they have to face different types of customers every day. Different customers should use different methods, at least to have an entry point for a new customer.

2. Structuring the recruitment process:

If you want to improve recruitment efficiency, you should establish a set of recruitment procedures.

Determine the responsibilities of each member of the sales team, formulate standardized standards corresponding to the skills, experience, quality, etc. of each function, and then design written examination or interview questions based on these standards, and select qualified talents based on the overall performance of the candidates in each link.

3. The team’s problem-solving ability and execution ability:

The basic requirements that team members must have, such as hard work, normality, good communication, etc., will be strictly required during recruitment. regulations, but the most important criterion that best reflects the qualifications of a salesperson is the ability to proactively solve problems. Nowadays, the role of many personnel is only to answer questions and give feedback. They lack the ability to properly solve problems and needs from customers and the market. In other words, the strength or weakness of the team's execution ability is actually solved by the team members. The problem is determined by the strength or weakness of the ability.

Team training and development are key:

The training of a team is not just the training when new employees are recruited, nor can it be combined with the training of new employees and the development of the team. Mixed together. The training of the team should start from every detail, continuously improve from all aspects in daily work and life, gradually form a team's style and atmosphere, and give the team a spirit different from other teams, that is, team culture. If the team forms this kind of culture, it will bring in every new member. No matter how the team members move around, there will be no losses.

This can solve the problem of relatively large turnover of personnel in this industry, but this requires patience and perseverance. It is a long-term process to build such a team.

Specific implementation measures:

1. New employee training:

The training content includes industry characteristics, product knowledge, and professional abilities.

The training courses are as follows:

Basic knowledge of the Internet and B2B, Zhongguo product knowledge, sales skills

2. Image etiquette training and cultivation:

Company personnel should be well-dressed, behave elegantly, speak softly, and have a sunny personality.

The company system should stipulate the clothing and image requirements for employees during working days.

3. Training and cultivation of customer development methods:

4. Training and cultivation of telephone sales skills, interview skills, order-forcing and other sales skills.

5. Expansion training and cultivation of after-sales service awareness.

Daily management of the team:

The improvement of the team’s quality and the cultivation of its style is a step-by-step process, which determines that it is formed bit by bit in the team’s daily work. , then the management of daily affairs should not just implement the existing rules, but should implement them in every detail. If there are problems, they should be reminded in time and promote their corrections. However, employees’ self-esteem must be taken into consideration and their self-confidence should not be undermined. At the same time, supervisors are also required to conduct strict supervision.

Implement quantitative management of the team:

Subdivide the daily work into each numerical quantity for assessment, so that the working method is flexible and not sloppy. The staff's work must be controllable. Make an information form for each intended customer, including name, position, company products, marketing model, contact information, each follow-up record and other information. Facilitate employee customer follow-up and supervisor inspection and supervision, and provide guidance.

Team management must be humane:

What the company values ????for the team is performance results, which often makes team members feel that they are in a team that only focuses on results without humanization. , internal cohesion and stability should be strengthened so that every employee can find a sense of belonging in the team.

Formulate complete work rules and regulations and strictly supervise their implementation, and supervise execution with reward and punishment measures.

The team’s performance appraisal and incentive mechanism (not yet determined) Team Planning Idea 3

This depends on your own strength. Or where you are on your team. Short board efficiency. A team works together.

It’s not about evaluating who does a good job. Who did not do well. . Being a boss depends on your team spirit. Only then will he have the ability to evaluate your work performance. Rule accordingly.

How to build high expectations for a "successful team"?

As an advanced organizational form, teams have attracted more and more attention from organizations. Many companies have begun to build teams from different management levels such as concepts and methods, and have given "successful teams" the Extremely high expectations. However, companies should be careful not to fall into the "team trap" while maintaining enthusiasm.

For now, teams are suitable for situations where the work tasks are highly challenging, the environment is highly uncertain, and the organizational members are very different and of high quality. In fact, the reason why the team's success rate is unsatisfactory is nothing more than falling into the team trap.

Team traps mainly manifest themselves in the following forms:

The team’s goals are lost. Teams, as one of the organizational forms, serve to accomplish organizational goals. However, due to factors such as the particularity and challenge of the tasks faced by the team and the uncertainty of the environment, it is often difficult to clarify the goal that serves as the team's compass. Moreover, when team members participate in the execution of decisions, goals are often fragmented due to information asymmetry and differences in personal values ??and personal interest perspectives among members, ultimately losing the function of improving morale.

Corning is a company that is good at human resources. In more than ten years of team operation practice, they found that as one of the organizational forms, the probability of completing the goal is only 3%. Among the reasons for failure, The target loss rate was 51%.

Team adaptability and flexibility are lost. The external environment of the team determines that it must be highly flexible and adaptable, otherwise it will easily lead to rigidity in the team's actions.

According to research by an authoritative organization, overall, teams are not as flexible as work groups. The main reasons are: team members have great differences, and their motives, attitudes and personalities are difficult to be consistent; during the action process, the "free-rider" mentality and conflicts of team leaders and members make the team's attention introverted, which also makes the team less sensitive to external information. Reactions slow down; the need for team members to reach consensus also affects the team's flexibility.

The team split apart. Team members themselves have a tendency to divide their efforts, and a slight laxity in team management will lead to a significant decline in team performance.

According to Corning’s team management experience, teamwork is often impacted by the following situations: leader changes; discontinuous plans; layoffs of members; improper management; discontinuous rules.

Here are the following suggestions on how to avoid team traps:

Teams need strong leaders, especially wolf teams. A strong leader is like a wolf, able to turn separate forces into combined forces, implement and execute team goals, and enable team members to remain sensitive to the outside world and respond quickly. Experience shows that teams need strong leadership more than other organizational forms.

Unified team rules. Excellent teams have unified management rules that can be followed by all members and become a unified language within the team.

Careful management and attention to detail. Team traps arise from subtleties, so teams need detailed care from managers and members