As a manager of the project and the product of some sentiment, some are painful lessons

A picture is popular recently.

What kind of idea does this picture want to express? Users want a liretong version of the Dragon female image, in our prototype implementation, became the Liu Yifei version of the Little Dragon Girl, although with the user's request there is a gap, but overall is a user can accept the range. But the final online effect is a steamed bun version of the Little Dragon Girl, this is different from the user's expectations.

See this figure, we will feel that this is definitely the staff in the process of development has a lot of problems, resulting in the product and pre-expectations have a big gap. Because managers also have a kind of shirk responsibility of the heart exists. I think that the effect of this figure, we as the entire project, and even the entire department of managers have a relatively large management error.

In the project development process, the project leader as a project of the overall control, will say the task decomposition, and then arranged for the development of different employees. If there is a big eye on the Dragon Girl's face, a small eye, or a scar on the face, the nose is too high or too short that is the staff in the development of the wrong place. And as far as this figure is concerned, each part of the face is reasonable and correct, but the effect of the overall implementation does not meet the requirements of the user. This overall effect is the project leader most need to care about the content, employees often consider the problem in their own module, the project leader is to stand in the overall direction of the project to look at the problem. This time the project leader should stand out in time to put forward the overall framework unreasonable place, and then lead you to improve the product to meet user expectations.

Through this diagram, this thing, I want to express is, as a project manager, not a simple and rude management of the progress of the project, can not be completed, when the completion of the end of overtime. As a manager, we need to manage the whole project from the perspective of a big picture, analyze the users ' needs, mobilize the enthusiasm of the employees, train and excavate the talents, and make the summary and optimization of the failure and the successful management.

In terms of managing the entire project, the project manager's views, understanding of the user's needs, and the direction of the project play a crucial role. The so-called Snake without head, the country can not be a day without a king is this truth. If a country without a king, we all stand in their own scheduling to see the problem, focus on their own work, the resources are limited, so that will lead to anything is not good, what can be nondescript. As an employee, if there is enough enthusiasm in the work, the more emphasis is on the development of their own modules, optimization, summary, need to improve the function and performance of the module, so it is not easy to stand in the overall perspective to look at the problem. For example, we a project, a product, in fact, can cover the needs of the entire user, and each user needs to do better, but after integration, may be dissatisfied with the user. It may be that the functional combination is unreasonable or the operation is too complex for the user to use and so on. These are difficult to recognize in the development of local functions. At this time, the project leader will need to look at the whole project and the product to see if they can meet the user's needs and whether the user can accept and pay the bill. If the project leader himself can not look down or will not be used, the user's idea is self-evident.

The enthusiasm of the staff is also the need for managers to consider the most serious issues. In the end, our management is not the project, but the people. For the enthusiasm of the staff, I suggest that you say "if", less "but". In a project and product development, if the final product is not very good, in the meeting, the project leader will often say:

Such a person, this function does so, "but" what circumstances can not meet.

General project leaders in this way, staff psychology will be very uncomfortable, even if they know they do wrong, it will be very inconsistent with the project leader such a statement.

If the project leader is to express this:

This function does not meet any requirements, and if so, it will be satisfied and better.

Employees hear such words of the subconscious feeling is: really is so, if that is better, I did not think of it, I will finish the meeting to perfect.

Through this example we find that the meaning of the expression is the same, but the effect is completely different.

"But" is a turning point in the sense that people are criticizing, "if" is a progressive point of view that makes people feel inspired by advice and encouragement. This will not hurt the employee's self-esteem at the same time, to achieve improved results.

Therefore, the project leader in peacetime, especially in the meeting when speaking must pay attention to the wording. Why people have two hands, two feet, when walking is a former one, so there is a word called final touches. Why do people only have a mouth, because said out of the words will not be returned. So it doesn't matter if you talk to everyone as friends. But on important occasions, public speaking situations need to be aware of their identity and wording.

In our project management, we should pay attention to the training of staff enthusiasm, we manage not the project, we need to manage people. So we can not express this in the process of project management or meeting:

"I don't care what you do, I just want to do it, and if you have to work overtime, it doesn't matter."

Such a statement is an outsourcing company's talk, such leadership management is not people, management is the project. For the project does not care about the feelings of employees. I call outsourcing the management of the company, do not care about the management, only care about management projects, as long as the project is done, the other does not matter. Because in the outsourcing company, many leaders feel that everyone can do, you do not do, I recruit other people to do it. Anyway, the technology and architecture of the project have been set up, just need people to write code just fine.

Such a management approach is undesirable as an entrepreneurial company or a technology-based company. In the need of creative companies, our management needs around the staff, because of the product and project technology There is a lot of up and down space, the ability of people can do very well, incapable of people do very general. Outsourcing companies are just people who have the ability to do faster, less capable people do slower. As an entrepreneurial company, we want to be able to do fast and good talent. This needs to mobilize everyone's enthusiasm, so that everyone can take the initiative to think about learning. As is the case with the project, if we talk to our employees about the meaning of our products or projects, what kind of experience they have, what market position they can bring to the whole company or the whole market. This will enhance the sense of mission and responsibility as an employee. Even if the leaders do not say to work overtime, only the core staff can lead overtime, other employees will follow together overtime, and such overtime efficiency is very high, we will cherish the time, the project to do better.

Through this we can mobilize the enthusiasm of the staff, not only to do this project well, other projects can do well.

If the way to manage the outsourcing, people are creative on the big discount, just to achieve the goal, but also from the staff's heart there is a relatively large frustration and resistance to the heart. The project may be complete, but it's not necessarily a good effect to achieve. Such a vicious cycle, other projects are also difficult to do perfect. In the final analysis, management is the management of the people, we will say that talent strategy, the Chinese people, the Chinese dream, the introduction of talent, in fact, are to mobilize the enthusiasm of people, can play a person's creativity. So we can not only attract talent, but also cultivate a large number of people.

Our usual recruitment is recruit talent, not to find talent, find the talent does not necessarily meet the company's needs, not necessarily with the company's philosophy is the same, not necessarily can stay of this. So we have to recruit talent, to our corporate culture, corporate mission, the ideals and objectives of the enterprise described out, through this we recruit the talent has a sense of identity, belonging, sense of responsibility, mission, is really able to work for the company, can be a loyal employee.

Big companies such as Google and Microsoft why so many people want to go in, not only good treatment, is to have a sense of belonging, a pride, but also a sense of responsibility, the company provided me with such a good environment, I can not do good things, the heart will be very guilty.

For the failure and success of the summary, this is also the project leadership needs to do, we as the project leader can not always say to the staff, you should often summarize, the failure of the lessons learned. For employees, the lessons learned are mostly refined and technically. is to let the future products on the technical level to make better things. Our project leadership also needs to be constantly summed up, we need to stand in the perspective of products and projects to experience. One or two functional issues do not affect the success or failure of the entire product or project. The success or failure of the entire product and project is very good, may be the user's needs are not understood, may be the unreasonable allocation of resources and so on.

There is no reason for failure, there is no reason for success. Everyone will think of failure to summarize, but for success we must also summarize. Success is not for no reason, it is existence and rationality. It may be that you inadvertently do something particularly good, especially effective. Such unintentional may be the key to success. Success may be because something is doing particularly well, or some action is particularly effective. Therefore, we must be able to find out the successful projects and products in particular good, particularly reasonable place, and must form rules and regulations, the formation of experience summary. In this way we will not miss out on the next product and project planning management of some very helpful places, will also guide you to the right way.

The so-called reading history and know Hing for, is such a truth, we should not only know the "for" the lesson, but also know "Xing" the truth, the formation of a system.

These are some of my own ideas that I have learned in some of my experiences and lessons, and there may be some people disagree about where we can all discuss together.

As a manager of the project and the product of some sentiment, some are painful lessons