Continue-manage the troubles of R & D teams of hundreds of people (below)

Last time in myPublish this blogArticleThe page view rate is still very high, so this time5MonthProgramThe member magazine is exactly available. Today, I took the time to publish it. I feel that it is still a bit useful;

 

 

 

Manage the troubles of R & D teams of hundreds of people (II)

Make a good job of efficient "big pot meals"

OldSThere is a dream to find someone who can send a bottle of yogurt to all the developers at four o'clock P.M. every day. OldSWith years of development experience, most of them do not know how to cherish their bodies.SOpen, every mature enterprise should have. ,

Generally, we have a wrong concept: Synonymous with "big pot"-style inefficiency. But in fact, many developers who have joined major international companies have found that the management models of these companies are almost all "big pot",In contrast to the "big pot" that we think is equivalent to inefficiency, the Competition Atmosphere is strong in those companies with both scale and fit, the internal consumption has reduced the overall efficiency.

In fact, the key issue is that the core goal of "big pot meals" is to solve the problems that all employees should consider as much as possible, just like the oldSAs said: "If you help an employee think about what he should consider, he will help you think about what the company should consider. "Along with this R & D Management clue, we can analyze how to manage R & D in the left eye from the following three aspects.

Performance appraisal should be team-oriented

Performance appraisal is like a "hot potato". When handled properly, it is very easy to manage. Because they have a simple idea, it is difficult to manage a recognized job if they can do well consciously and spontaneously, because everyone is very smart, you can easily find the reason why 10 thousand Administrators cannot refute the lawsuit if any task fails .......

On the one hand, the assessment has to be done. On the other hand, the assessment targets are relatively special. How can we do a good job of the development team?

Simply put, the principle of "rewards, rewards, and fines" can be used to reward outstanding performance, such as "technical difficulties" and "Excellent programmer Award".

Cultivating the loyal middle layer is the key

Most of the rapidly growing companies are lacking in middle-level management. They often suffer from being unable to transfer their entrepreneurial enthusiasm to more grass-roots organizations. How to Ensure the loyalty of middle-level employees is even more important. OldMIn the longer term, we have considered this issue: "Our company is developing. Although we have made great progress over the past two years, we have limited funds, I want to devote more resources to employees." OldSAnd oldMAfter some hesitation, I decided to take it out from the company.10Ten thousand yuan of cash to support technical management personnel to buy a house, the money will not really let him spend years of practical repayment, let the oldM,OldSFortunately, today,QBAt least all the entrepreneurial teams have settled in Beijing. Why?QBOne of the reasons for the extremely low turnover rate of core R & D teams so far.

Assign a Political Commissar to the R & D team"

If you do a good job in the true sense of "big pot", only the strong middle layer is not enough. The team needs to assign a "Political Commissar" to engage in ideological and political work ". The Political Commissar communicates with developers in terms of ideology and logistics to solve their worries. Management targets are people. In addition to making money at work, employees also have other needs, such as personal growth and daily life. When specifying a management system, managers should also consider these factors ...... Simply put, communication and caring for employees

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