Relationship between result orientation and self-management

"You only need to finish the task well. Why should I consider self-management ?" -- This is probably a question raised by many managers when implementing "self-organizing and self-management. Fortunately, someone will mention that it will never be able to solve the problem.

In fact, there is no conflict with the implementation of self-management. We use actual examples to explain the problem.

The boss gave cainiao a task. The original saying is: you write something about the svn tool for new people.

So cainiao wrote this sentence: SVN is the abbreviation of subversion. It is a version control system, that is, a code management tool.

In terms of form, cainiao "perfectly" completed the tasks of the boss, because the boss "looks like" is just to be introduced.

Next, new people start to speak out: You have to teach me how to use it ???!!!

The boss agreed, even annoyed, and said to cainiao, "you just need to write a tutorial on how to use SVN.

As a result, cainiao listened to the question of how to use all SVN commands, such as ADD, update, and commit. This cainiao is very proud. The boss must be satisfied.

But new people started to talk again: how to install SVN? Why can't I find out which command should the code repository administrator use?

As a result, cainiao consciously added the svn Server Installation and Operation tutorial, SVN Client installation tutorial, and even several clients (command line, tortoise, etc.) in the client tutorial) I have already said this, and I have also talked about the use of multiple operating systems.

When the boss got a new draft, he immediately sprayed it: it's messy. Why don't I even have a directory? The layout is messy. The descriptions of these commands are changed to tables, which is clear. I'm upset with so many processes. Why don't I draw a picture?

The cainiao is depressed, and he feels that the boss is making him difficult. Then the new people spoke in the same way. He had nothing to say, just do it. Later, this article was changed more than a dozen times before no one spoke about it.

In fact, at the beginning of the freshman year, the hope is that cainiao can write a document without any complaints. This is his real requirement for this task, but he didn't make it so detailed. After several rewrites, The cainiao did a good job.

Later, the company switched to git instead of SVN to manage code. Due to manpower problems, the boss asked cainiao to write git training documents.

However, the boss can be intelligent, and the task is arranged in this way: you should write a git training document, from server construction and management to the installation and use instructions on the client. The layout looks good, easy to read and understand. It is better to have a typo ......

He doesn't want to repeat the same mistakes. After finishing the boss's super-long task requirements, he thought more than the boss, for example, adding the rules for creating and merging branches and the branch name specifications.

The boss was delighted to see that the cainiao was not a cainiao at last. He really made the task "good!

Later, the boss learned a skill to describe the task in great detail every time he assigned the task. He tried to let the person who handled the task know how to meet his requirements. However, after a long time, the boss found that he did not have so much time to consider and describe so many details, so he thought of implementing self-management.

In fact, the essence of self-management is to let the manager's will be directly buried in the hearts of everyone, no longer need to worry. For example, if the boss gives you a very simple sentence, you will be able to consider potential requirements without too much charge, or even more things than the boss thinks.

Self-management is also result-oriented, or even the product of result-oriented development to the advanced stage. Because there are a lot of high requirements on the results, managers do not have the energy to take into account so much, I hope you can consider so many things from his perspective.

The result orientation is more common, that is, the performance is the highest. If you have any performance, you will naturally get a promotion and salary increase. However, managers in many technical fields have neglected a little and have not explained how to achieve good performance. what's even more terrible is that they do not know how to evaluate the performance. Employees stay in such a company. Unless they have strong self-learning ability, it is difficult to grow and often get the result of complaining about the company's bad or poor leadership.

Taking the programmer's work as an example, the sub-line of "developing a module" is: code is readable, scalable, high-performance, bug-free, unit testing, easy-to-understand Use and Maintenance documentation ......

One of the results of self-management is to make everyone agree with the "good results" Standards and constantly improve them. This "order" is changed from "command" to "command" because of self-management, and is consciously executed by the same user without supervision.

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Relationship between result orientation and self-management