团队管理Team management

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明确团队目标

所有的管理动作都是从明确团队目标开始的。如果没有目标，管理动作越多，团队越容易跑偏。

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Clarify team goals

All management actions start with clear team goals.

If there is no goal, the more management actions there are, the more likely the team is to deviate.

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提前要求承诺

制定和拆解目标的时候，一定要和员工达成共识，这样才能把公司的目标和员工的目标相统一。

员工提前承诺好的目标可以更有效地完成，还能提高员工的自我管理能力，激发员工的创造力

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Advance request for commitment

When setting and breaking down goals, it is important to reach a consensus with employees in order to align the company's goals with those of employees. Employees who promise their goals in advance can achieve them more effectively, improve their self-management skills, and stimulate their creativity

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明确组织架构

目标决定组织架构，组织架构是目标达成的核心关键因素，公司的组织架构应该紧紧围绕着目标。

拆解目标的过程就是明确组织架构的过程。

每个子目标都要设置唯一负责人，负责人必须有权。可以知道谁在什么位置，负责什么内容

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Clarify organizational structure

The goal determines the organizational structure, which is the core and key factor in achieving the goal. The company's organizational structure should closely revolve around the goal.



The process of dismantling goals is the process of clarifying organizational structure. Each sub goal must have a unique person in charge, who must have authority. You can know who is in what position and responsible for what content

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打造高效团队

很多管理者会发现团队里很多人都很优秀，工作也很有热情，但是整体的效率却上不去。

首先明确一个问题：团队的整体效率不是每个人效率的相加，因为里面有协作成本。

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Building an efficient team

Many managers will find that many people in the team are excellent and enthusiastic about their work, but the overall efficiency cannot improve.

Firstly, clarify one issue: the overall efficiency of a team is not the sum of everyone's efficiency, as there are collaboration costs involved.

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洞察你的员工

尝试用三个关键词形容你的员工：他的需求是什么、他擅长什么、他拙于什么。关键词一定要定位分明，这样才能支持决策。

了解他的需求，你才能给他激励；了解他的擅长，你才能给他授权；了解他的短板，你才能有目的的培养。

彼得·德鲁克在《管理·实务篇》中说过：“组织的目标在于使平凡的人做出不平凡的事”。

准确洞察你的员工，合理搭配你的团队。有效地发挥员工的优势，利用每个员工的优势为团队创造更大的价值

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Insight into your employees

Try using three key words to describe your employee: what their needs are, what they are good at, and what they are not good at. Keywords must be clearly positioned in order to support decision-making.



Only by understanding his needs can you motivate him; Only by understanding his strengths can you authorize him; Only by understanding his weaknesses can you cultivate them purposefully.



Peter Drucker once said in "Management Practice": "The goal of an organization is to make ordinary people do extraordinary things.".



Accurately gain insight into your employees and coordinate your team effectively. Effectively leveraging the strengths of employees and utilizing each employee's strengths to create greater value for the team