In team management, it is recommended not to simply classify people from a certain region into stereotypes. Instead, everyone should be treated as an independent individual, and then management measures should be formulated according to their actual situation. The following points can be used as a reference: 1. Speak with facts and formulate policies based on people: Don't let the stereotype of "Northeastern people are careless" influence your evaluation of employees. Everyone has their own strengths and weaknesses. In project management, you can objectively evaluate a person's work style and performance through data, work results and team feedback. 2. Clarify communication and division of responsibilities: Regardless of the personality of team members, clear goals, responsibilities and communication mechanisms are the key to preventing mistakes. Establish a detailed work plan and progress inspection mechanism to ensure that each node has a responsible person to follow up and implement, and avoid errors caused by poor communication or unclear responsibilities. 3. Establish standard processes and inspection mechanisms: Regardless of individual personalities, setting up standard processes, regular reviews and feedback mechanisms for project processes can help to discover and correct problems in a timely manner. In this way, even if some team members are more casual in their working methods, they can make up for the risks in process management through institutionalized management. 4. Cultivate team collaboration and complementary capabilities: Different personalities will bring different perspectives. You can use the individual strengths within the team to encourage mutual complementation and mutual assistance. For example, assign detail-oriented and steady people to key links or positions that require rigorous data analysis to balance differences in personality and work style. 5. Training and guidance: Help team members better understand project requirements and management methods through project management training or communication skills training. Guide everyone to realize the importance of clear communication and sense of responsibility, thereby reducing misunderstandings or mistakes caused by differences in personal style. In short, companies should evaluate employees' specific abilities and actual performance, and use a sound project management system and communication mechanism to minimize risks and errors, rather than simply classifying and managing based on stereotypes. This will not only avoid bias caused by "personality labels", but also more effectively leverage the strengths of each employee.