Team building (4)-no banquet in the world

In the end, the team members will inevitably leave when they gather together. Some Members are becoming more and more powerful, and they naturally need to rise/change jobs. If they do not reach the bottom line of the assessment, they also need to find another way out.
As a development team lead, the best thing is that when other departments set up the development team, their boss ran to ask you, "do you have anyone who can lead an Development Group to us ?" When such a good thing comes, you should talk to the appropriate team members in private about the requirements of this position and his career plans (this is also why team building (3) has been vigorously advocating career planning ). In the past one and a half years, the Team has successfully sold two development leaders. :) Of course, the departure of a good team member will surely bring pain to the team and may feel lost at once, but as long as the training and recruitment mechanisms in the team are always running normally, you can quickly "recover from injury ". At the same time, it also tests whether the successful operation of the team depends on everyone or only individual members. Someone may ask, "Do you like" self-abuse ?" Well, from another perspective: When the opportunity comes, do you have to wait until your team members "propose it on their own initiative ?", Or... when a change happens, push it, not block it! At the same time, it also quickly expands the influence of the team in the company. Of course, I have also seen some managers do their best to impede the departure of team members, and never let go after submitting a resignation. I personally think that "the harm to others is not self-interest", maybe different people may have different opinions.
"XX has a chance That suits me better. I don't want to miss it ." One day in the conference room, such conversations are inevitable. As an employee of the company, you naturally have to try your best to retain your team members. As a friend, you can give objective suggestions. If your team member is determined, let it go and bless him. All you have to do is keep the team attractive. When there is a more suitable position, call and talk to him. After four years in this company, some employees returned to the company two or three years later. This is what I admire most. Of course, the departure of the team members should not happen when the project is half done, or when the company has spent a lot of money on returning to school. In the latter case, of course, it is the time to show your tough.
If the company is not a nursing home, the team members who fail to reach the bottom line of the assessment naturally need to leave. In February last October, a member was forced to leave. At that time, he had just been married for two months and his wife had no work at home. How can this problem be solved? Of course, at that time, I had been suffering from insomnia for many days and was trying to solve the problem. His work fails to meet requirements. Why? He is very diligent, but his understanding is not flattering and he always writes wrong code. Of course, the team lead should not say how he understands him. Your task is to help him as much as possible, rather than to crack down on him. After a few attempts to explore the root cause of the error, I will talk to him about his career and his team's acceptance. A person is not a fool. Naturally, you understand what you mean. In the past, the team tried their best to help him, and he would not be too resistant. He said that he wanted to switch to a sales job. 20 days later, he successfully found a sales job and offered to leave. The team members welcomed him and hoped to keep in touch.