Five skills of team management

Is it difficult to manage a team?

I don't know when, I always see many people complaining about why I have such stupid subordinates; why I have worked so hard but the team still can't develop; why my subordinates have all gone home but I am still working overtime. To sum it up in one sentence: Why is team management so difficult?

But is it really that difficult? Or maybe I haven’t found the skills and methods to manage the team.

As the leader of the team, personal ability will no longer be our main development ability. Therefore, if we want to do a good job in team management, personal ability alone is far from enough. It is more about mastering skills.

Five skills for team management:

1. Is there a clear division of labor?

The first task of management is scientific division of labor. Everyone has different abilities and personalities, and the environment and requirements of each position are also different. Managers should make corresponding adjustments based on the actual dynamic development situation, let everyone understand their position, give full play to everyone's due role, and prevent the phenomenon of "unqualified people filling in the gaps".

2. Are there any standards for rewarding people based on their merits?

Work standards are not only a guide for employees’ behavior and a basis for assessment, but also a direction and motivation for their efforts. Managers should be good at rewarding employees, but the rewards should be commensurate with their achievements. This will not only let employees know which behaviors to promote and which behaviors to avoid, but also motivate employees to repeat and strengthen those behaviors that are beneficial to the company’s development.

In fact, affirmation and praise is also a low-cost and effective way of motivation. Seize every opportunity to show that you are proud of your employees, which can not only inspire their work passion, but also enable them to maximize their potential.

3. Have you involved your employees?

Managers are actually Bole, and employees are the horses waiting to be discovered. Employees do not want to be simply ordered and instructed, they hope to play a more important and meaningful role in their work. Managers need to let employees participate in plans and decisions related to their vital interests, give employees more opportunities to display their talents, and respect employees' opinions, so that even if you do not adopt their suggestions in the end, they will feel that you value them and are willing to support your decision.

4. Do you avoid being emotional?

Many managers tend to criticize their employees in extreme anger when they find that their employees have made mistakes. You must know that the important thing is not to criticize employees to vent your emotions, but to stick to the facts, point out the reasons and correct the mistakes, rather than yelling at the employees, which makes no one happy.

Also, before you blame an employee, it's best to point out his strengths and show that you just want to help him.

5. Have you set an example?

To correct others, you must correct yourself first. If managers want to manage their subordinates well, they must set a good example. On the one hand, you must be consistent in what you say and what you do, so as not to let your employees lose their trust in you; on the other hand, you must have the courage to admit your mistakes and apologize. If you shirk responsibility and blame others, your employees will definitely become more and more distant from you, and eventually lose their loyalty.

Team management is not difficult. It depends on whether you have the skills and combine your own abilities, then everything will no longer be a problem.