公司已完成数百万次印刷 球队work clichés 上 coffee mugs. Sometimes it feels like there’s an unspoken rule that everything must be a 球队 effort. 球队work is better than individual work. If a person 说 “I did” or “I said”, they’re immediately labeled as being self-absorbed and not a 球队 player.
让 me toss out there that it should be okay to be an individual contributor. Everything is not done 通过 球队s.
We should be able to think in terms of both individuals and 球队s. If we lead a 球队, 我们需要参与 with 球队 members individually as well as collectively. We need to find out what makes them tick as a person so they can become a productive member of the 球队.
As managers, our role is not to treat everyone 上 the 球队 exactly the same. It’s to treat everyone fairly.
让我们以奖励为例。您和我在同一家公司工作。我受到金钱的激励–我想要更高的薪水来购买衣服，鞋子和名牌手袋。 （希望巴特德先生不要读这本书！）而且，您会因休假而受到激励-参加滑雪假期，自愿参加 人居， 随你。如果老板给了我们完全相同的报酬……我们中的一个人就会不高兴。老板给我们俩相同的东西，但给我们俩对我们来说很重要的相同数量的东西，不是我们的责任。
Another example, this time using recognition. We’re still working for the same company. You like being recognized at 员工 meetings – think it’s cool when the boss 说 what a good job you did 上 XYZ project in front of the 球队. I like being recognized behind the scenes maybe with a note card or an email. If the boss sends you a card mentioning your great job, will you feel the same? Nope, probably not. And, if the boss stands me up in the 下一页 员工 meeting, will I feel happy or embarrassed?
对于经理来说，在个人层面上吸引人们很重要。而且，作为员工，我们可以以个人自豪感和主人翁感为荣。如果我们不这样做 让人们自己连接, then we can’t expect them to connect as a 球队.
There is an “I” in every 球队…in fact, we should view each 球队 as a collection of “I’s”.