卷起你的袖子。給你的團隊一個理由，讓他們相信自己能夠成功。慶祝成功。這些都是激勵團隊的基本準則。它們是基礎性工作，但還是太過簡單了。要讓一個龐大的團隊完成一項偉大的事業(yè)，你還需要做更多工作。不妨嘗試以下這四種有助于推動所有員工團結一心的方式：

讓人們相信你的使命

你的團隊需要知道你試圖實現(xiàn)什么，你的使命需要足夠吸引人，讓他們愿意參與其中。所以，明確你的目標，并解釋原因。最重要的是，你的目標不能太局限，或是過于戰(zhàn)術化。

讓員工相信每個人都能發(fā)揮作用

接下來，你的團隊需要了解你打算采用哪些步驟來實現(xiàn)使命。除了創(chuàng)造清晰而且能夠獲得成功的戰(zhàn)略之外——這種戰(zhàn)略需要把重點放在當年的核心舉措（時間不要超過五年）上——你還需要確保整個公司步調一致，也就是讓每個人的工作計劃與這項舉措掛鉤。由谷歌推廣開來的“目標與關鍵成果”（OKR）就是一個有用的模型。這一流程不僅能讓你把所有員工的工作與公司整體的重點舉措聯(lián)系起來，還能讓員工了解其他員工在干什么，從而創(chuàng)造出協(xié)調、合作和凝聚的機會。

展示最好的自己

在每個人都看到實現(xiàn)使命的計劃，并相信他們能成為其中一份子之后，他們還需要弄清楚你的運作方式。這是你獨一無二的DNA，它無法從一家公司復制到另外一家。你的品格就是公司的品格。你的價值觀就是指導你運作的準則——本質上就是當你狀態(tài)最好時你是如何工作的。當一家公司明確了自身的價值觀時，它就提供了一個供員工模仿的典范，這有助于篩選和招聘新員工，并有效地獎勵那些把價值觀發(fā)揚光大的團隊成員。

提供成長機會

如果員工認為他們能掌握寶貴的新技能，建立不局限于公司、而是延續(xù)至整個職業(yè)生涯的關系網絡，獲得從未有過的迎接巨大挑戰(zhàn)的機會，那么他們就會動力十足。做到了以上這些，你就能夠更有效地從員工內部培養(yǎng)和提拔領導者。這是一種維護公司文化、建立英才制度、挽留優(yōu)秀員工的積極方式。

譯者：嚴匡正

審校：任文科

Roll up your sleeves. Give your team a reason to believe they can succeed. Celebrate success. These are all standard principles of motivating your team. They are foundational, but still relatively basic. However, to drive a massive team to do great things, you need to do more. So here are four things you can do at your company that every employee can rally behind:

Make people believe in your mission

Your team needs to know what you’re trying to accomplish, and your mission needs to be compelling enough that they will want to be a part of it. So provide a clear purpose, and explain the “why.” Most importantly, your goal can’t be limited or obviously tactical.

Show how every employee can make an impact

Next, the team needs to understand the steps you plan to take to implement the mission. In addition to creating clear and winning strategy — that puts focus on the core (no more than five) initiatives for the year — you also need to ensure the entire company is aligned around the strategy, meaning everyone’s work plan can be tied back to your initiatives. One useful model is Objectives and Key Results (OKR), a method popularized by Google GOOGL 0.90% . The OKR process not only allows you to link all your employees’ work to the broader company critical initiatives, but it also allows them to see what other employees are working on, creating opportunities for alignment, collaboration, and cohesion.

Define your best

Once everyone sees how you plan to implement your mission and believes that they can be a part of it, they need to also understand how you operate. This is your DNA, something that can’t be replicated from one company to the next. Your culture is your company’s personality. Your values are the principles that guide how you operate — essentially how you work when you are at your best. When a company is very clear on its values, it provides a framework for employees to model, helps screen and recruit new staff, and effectively reward people who exemplify these values.

Provide opportunities for growth

Employees get motivated when they believe they are learning valuable new skills and building relationships that will span not only their time at the company but during the course of their career, and having the opportunity to take on bigger challenges than they ever had before. By doing this, you have a greater ability to grow and promote internal candidates for leadership roles. This is a positive way to retain our culture, create a meritocracy and keep our best people.