When a leader, do management, you must be strong!
As the saying goes, good people are bullied, and good horses are ridden!
In team management, a smart manager must be strong enough in these seven aspects.
Let's see if that's true.
01When the team slacks off
At work, when subordinates generally show fatigue and lack of motivation.
As a manager, the first task is to identify the root cause of slackness -- is it too much work, vague goals, or lack of incentives?
Once you've identified the crux of the problem, you need to be decisive and step in with a strong stance to break the dull, negative atmosphere.
At this time, you may wish to set a series of short and easy to achieve small goals from the perspective of human nature.
These goals should not only be specific and clear, but also closely related to the vital interests of subordinates.
Make it clear that every step of the way will translate into tangible returns.
In order to further strengthen the positive incentive effect, a clear reward mechanism is necessary.
Whether it's a big performance bonus or extra time off, it needs to touch your subordinates' hearts directly.
Let them feel that their efforts are proportional to their gains.
At the same time, publicly praise individuals or groups that have made significant progress.
Making these star employees a team benchmark is also a key step in creating a positive team atmosphere.
02When team hesitates
Faced with new projects, new challenges, internal team hesitancy, unclear direction.
This is a direct reflection of subordinates' lack of confidence and uncertainty about the future.
As the core of the team, you have to step up quickly and show the way for the team.
This not only requires managers to have keen insight and a precise grasp of market dynamics.
It requires that you can deeply analyze the strengths and weaknesses of the team, so that you can know yourself and your enemies, and formulate a feasible plan.
Of course, when the plan is presented, show strong and firm communication.
You need to speak with facts and figures to clear the minds of subordinates.
Let them understand that only by following the pace of the team can they overcome the difficulties in front of them together.
At the same time, understand the team's fear and unease about the unknown.
Boost their confidence by sharing past examples and highlighting the team's strengths and potential.
Let the team feel that they are not alone, but have a strong team behind them.
Finally, make sure that all people have the same idea and the same goal.
Through clear division of labor and collaboration mechanisms, let everyone know their roles and tasks in the team.
Make sure everyone can work together towards a common goal.
03Team slump
When the team is failing, morale is low, and the atmosphere is dull, managers need to act quickly and forcefully to boost it.
First, calmly analyze the reasons for failure.
This is not only to identify the problem, but also to show the team:
Even in the face of setbacks, we have the ability to find solutions.
This attitude, in itself, is a boost to team morale.
Next, refining the lessons learned from failure and turning them into momentum for the team is another important task that managers must accomplish.
For example, organize team building, strengthen team culture, let subordinates relax in a relaxed atmosphere, learn, and draw strength from it.
In the process of boosting, managers need to understand the true feelings of subordinates, humanized care and rational analysis, in order to more effectively boost team morale.
04Team crisis time
In the face of a crisis, the first task of a manager is to assess the situation quickly and accurately.
This requires managers to have rich experience and be able to capture the essence and possible impact of the crisis at the first time, laying a solid foundation for subsequent decisions.
Then, develop an emergency plan and implement it decisively.
Contingency plans must not only be tailored to the specific circumstances of the crisis.
It is also necessary to fully consider the psychological bearing capacity and actual needs of the team.
In the implementation process, the manager also needs to show strong and firm leadership to ensure that every step can be effectively implemented.
At this time, information transparency and smooth communication are the key to stable military morale.
The manager should timely inform the team members of the overall picture of the crisis and the progress of the response, so that they can feel the positive response of the management, so as to enhance confidence.
At the same time, encourage the team to make comments and suggestions.
Let their voices be heard and valued, and enhance the cohesion and centripetal force of the team.
05Team yaw
When the team deviates from its goals or core values, the leader of the team must step in promptly and forcefully.
At work, you need to be able to keep an eye on the team at all times.
Gain insight into your team's thinking and behavior to identify problems in the first place.
From a human point of view, teams often yaw because they lack a clear sense of direction or are disturbed by external factors.
In the process of correction, managers should not only focus on the formulation and implementation of rules.
It is also necessary to pay attention to the psychological needs of the team, strengthen team building, and let members deeply understand and practice the core values.
For example, through communication, care and support, help them regain their sense of direction and strengthen their sense of identity and belonging to the team.
Through training, preaching and other ways, the team culture is implanted in the heart to form an internal binding force.
06Team stall time
When team development is stuck in a bottleneck, innovation is weak, and efficiency is declining, managers must be strongly driven.
The first step is to break the rules and actively introduce new technologies and new methods to breathe new life into the team.
At the same time, it is necessary to adjust the team structure and optimize the work flow.
To ensure that the team operates efficiently and that each member achieves maximum value.
In the process of change, it is important to pay attention to the psychological changes of team members.
Stagnation can lead to anxiety and confusion, and managers need to communicate, guide and motivate their teams to regain confidence.
Encourage the team to offer suggestions, participate in changes, have the courage to try and innovate, and feel their own value contribution.
In order to continue to stimulate the creativity of the team, managers can also consider bringing in new blood.
Inject new ideas and vitality into the team by recruiting new members and carrying out internal training.
The addition of new members can not only bring new perspectives and ideas to the team, but also stimulate the sense of competition and crisis of the old members, so as to promote the development of the whole team.
07Team retreat
When the team encounters setbacks, it is inevitable that there will be feelings of fear and withdrawal.
It's human nature, and it's an impediment to growth.
At this time, the encouragement and motivation of the manager is the most important thing.
Managers should share the industry's struggle history, so that the team understands that success needs to be tempered, inspired to fight, know how to face bravely, in order to grow.
At the same time, clarify the team mission and vision.
Let subordinates know that the work is not only for personal interests, but also for team goals, and this sense of belonging and mission will become a powerful motivation.
In addition to spiritual inspiration, managers also need to provide necessary support, including material and spiritual levels, such as funds, equipment, encouragement, recognition, etc.
Team members who feel supported and trusted will be more confident in facing difficulties.
Write at the end
A smart manager must demonstrate strong and effective leadership in the face of team challenges.
Only in this way can the team break through the difficulties and ultimately achieve the common vision and goals.
Remember, managers are strong, not to suppress and exploit, but to lead and support.
Let the team grow in challenges and become stronger in difficulties.
I hope every manager can be a strong backing for the team.
