Employing people (I)-How to Build a software development team

SentenceFamous saying: "People are divided into four categories-People, talents, people, and scum ."

If the above four types of people in an organization are complete, it is best to make "figures" as leaders, "talents" as important jobs, and "Manpower" as secondary jobs, "scum" to harass competitors.

 

How to build a software development team

1.Basic team creation process

Understanding product development needs --> determining team personnel needs --> identifying qualified talents --> establishing a team

Proportion: Team Leader (10%); Core members (30%), Common member (60%)

2.Several ideas about talent

Only those who have created more benefits for the enterprise than those who have paid for it are the talents required by the enterprise. Talent that cannot create benefits for enterprises is actually a bucket, no matter how high their educational qualifications and titles are.

The team needs excellent talents. Software development is a non-manual task of intellectual creation. The creativity of excellent talents is much higher than that of mediocre people. If the team does not have excellent talents, it is almost impossible to develop competitive products. The price for a good talent is usually high, but he is worth something. Enterprises should recruit less mediocre people and invest less money in talents.

However, the more talented people in the team, the better. Too many talented people have more disadvantages.. First, if the labor cost is too high and they may consume most of the benefits created by the product, they will not be counted. Second, the risk of team splitting is too high because the team's space is limited to meet the desire of many talented people to develop at the same time. When this conflict arises, the inner power of excellent talents will produce great destructive power. This is the truth. So,The team's talents are enough..

3.Find team leaders

The software development team leaders should have four qualities, sorted by level from low to high;

Good technical skills (segment)

Strong management capability (second segment)

Rich product development experience (3)

A keen business mind (four paragraphs)

Currently, mostItWhen looking for team leaders, enterprises mainly examine the candidate's management and technical skills. If he is a technical leader, his technical skills will not be too bad. Otherwise, he will have a bright start. However, even if a person has the strongest technical skills in the team, if he does not have the ability to lead all the members of the team to work correctly (that is, the management ability), then he cannot be the team leader.

It is widely recognized that qualified project managers should have strong management capabilities and good technical skills. So for the project manager, is technology important or management important?

There is no judgment criterion in the industry, and there is no need to argue too much. It depends on the scale and complexity of the project.If the project is technically difficult but small, and only a few people work, leader technology can be more important than management. On the contrary, if the project's technical difficulty is not high, but the scale is relatively large, as long as the team has more than 10 members, leader management can be more important than technology..

When looking for leaders from major teams, enterprises should not only examine the technical skills and management capabilities of candidates, but also focus on business acumen and product development experience.

Business mind is the most important quality for team leaders. A business-minded leader can lead the team towards the most profitable path. Even if there are some bumps, it will not affect the final success. On the contrary, leaders with a lack of business acumen usually do not know what the selling points of products are, but work hard on the technical aspects, and often let the team do something that is not profitable.

If the team leader has rich product development experience, he can reuse his previous successful experience to avoid the risk of failure. When the project encounters some unexpected difficulties, he will not be in disorder and can lead the team to overcome the difficulties with ease. For example, in a battle, veterans in the team usually have a high survival rate,Because they have rich combat experience, not better than new recruits..

In short,If you want to become a qualified leader in a common team, you should have good technical skills and strong management capabilities. If your ambition is bigger and you want to become a handsome talent, you must have rich product development experience and a keen business mind..

4.Find core team members

Leaders should select some core members from the team to share the pressure on themselves. It not only assigns important tasks to them, but also gives them more benefits. To avoid affecting unity, leaders do not have to stick the "core" and "common" signs on people's heads. You just need to know your mind.

The difference between "core" and "common" is: "talent, responsibility, and loyalty ".

It is a logical task to make a person with outstanding talent and strong sense of responsibility a core member. Many people are skeptical about "loyalty", and think that this is advocating "gangs and playing power ".

You don't have to worry about the word "loyalty". No leader in the world doesn't "pull gangs and play power". Otherwise, how can he consolidate his position and develop upwards. As long as he is right and right, this is his leadership level.

Wise leadership not only makes those with outstanding talents and strong sense of responsibility become core members, but also has charm to make core members loyal to him, so that the team is getting stronger and stronger, and everyone's career is getting better and better.

On the contrary, mediocre leaders often reuse people who are close to themselves but are mediocre and do not have a strong sense of responsibility. when they are in trouble, the team will "Scatter in the monkey group.

5.Find Common team members

Even common members?

Yes, any Member may have an impact on the project, positive or negative. Therefore, team leaders should also look for common members with great care. If the core members are compared to doctors, the common members are equivalent to nurses. Good doctors and nurses can complete the medical work well.

The main indicator for selecting common members is "qualified skills, self-managed, and hard-working ".

Skill qualification is the lowest requirement, because recruiting him to work, not to look at it. A person with unqualified skills (useless) in the team should be removed, even if he is a good man. If you want to recruitProgramWhile a down-to-earth doctor came to apply for a job, he wrote a lotArticleBut almost no programming, so ask him to seek other advantages instead of attracting others.

Being able to keep yourself safe means that this person is honest and has no way to avoid damages. Members of the Security Group can reassure the leaders. One step forward is to work hard, which is not only reassuring but also touching.

Hard work means that the leader will let him do whatever he does, and he will be happy even if he is tired and has no sense of accomplishment.The virtues of hard work and resentment are only available to ordinary people, because excellent people will only be enthusiastic about what they are pursuing, and seldom complain about the work assigned by superiors..

Even though the hard-working common members cannot make great achievements in their career, it is worth making friends. A friend's distance is measured by emotion rather than effort. No matter how outstanding your leadership can be, in your strong age, you must take care of ordinary members who work hard and make them your friends. When you are weak, they will give back to your friendship and help you out of the predicament.

summary : just like people looking for objects, it is very difficult for you to find perfect people. What you have is actually the most suitable for you. In reality, looking for talent should not be too picky, don't expect too much, or even gather together is a normal phenomenon, because you cannot make all the ideal good people together in a team. It is important to use the existing conditions to build a team that can fight, move forward to the goal and strive to win. Reference Lin Rui PhD - software engineering and project management