From programmer to Project Manager (20): Everyone needs a sense of accomplishment

Speaking of the sense of accomplishment, many people will think that it originates from the success of the cause, is a "good horse hoof, a day to see the Chang ' an flower," the pleasure, if only in this way to achieve the sense of accomplishment, then we ordinary people can only be unhappy for a lifetime. In fact, the sense of accomplishment not only stems from career success, but also from the work and life of every little thing. Managers to protect, cultivate and use this sense of accomplishment, can be a person's intrinsic potential to fully stimulate, and produce an unexpected power.

the sense of accomplishment is a basic human need.

A sense of accomplishment is a feeling of being happy or successful when a person finishes a thing or does something. The sense of accomplishment is very important to everyone, and it is the basic need of every person in modern society.

The American psychologist Maslow once suggested that a person's needs are divided into five levels: physical needs, security needs, social needs, respect for demand and self-fulfilling needs. The physiological needs and safety requirements are out of the human instinct, is a need to live the most basic requirements, and the back of the three levels of demand, in fact, are the pursuit of the sense of accomplishment.

Therefore, to a certain extent, the purpose and meaning of a person's life is also in pursuit of a sense of accomplishment. The rice JAL, one of the four Saints in Japan, thinks: "A man's life is more perfect than a birth," and on this basis, it is hoped that everyone will do it daily. In essence, rice JAL pursues a sense of accomplishment. It is because of his progress every day, feel away from his ideal realm and close to some, so produced a pleasant or successful feeling. In this sense, and Shang is also in the pursuit of the sense of accomplishment, through meditation, his inner realm is constantly improving, to people, to life, to society, to the understanding of the universe is also constantly upgrading, thus the heart to obtain a sense of pleasure.

You may think that they are saints, their achievements are hard to reach, in fact, the saints and ordinary people in the heart of the difference is very small. There is a difference in the size of a person's achievement, but there is no difference in accomplishment.

Let's look at an example of a headache for countless parents who are now addicted to computer games because children are overwhelmed by the fact that they have been hit hard in real life and have struggled to create a sense of accomplishment, instead of looking for a great sense of accomplishment in a virtual world.

And look back at our programmers. From the layman's point of view, in fact, programming work is very dull, why programmers can sit in front of the computer for a long time, bored? One important reason is that programmers control computers and solve problems with a sense of accomplishment.

On the contrary, many people because there is no sense of accomplishment, the value of life and the meaning of the idea of the elimination, some people even went to the brink. On Baidu to check the "college entrance failure Suicide", you will find that just because not admitted to the university, a lot of people end their lives every year. According to the figures released by the Ministry of Health at the 2003 9-month-old "suicide Prevention Day", the number of people who committed suicide in China since the year of five years, each year about 28.7 million people suicide deaths. We feel a bemoaned sigh for these lost lives, and we are also feeling the importance of a sense of accomplishment to everyone.

Unfortunately, many managers are unaware of this in the workplace. They tend to think that to pay employees, high welfare can retain staff, to play the enthusiasm of employees, after all, "Money can make the devil", in fact, otherwise.

Penghaili, a well-known trainer at the American International Management technology company, gave a title to the top management of the business: Ask the trainees to arrange a list according to the importance of motivating factors. Many people put the highest salary first, the sense of participation in the last one. At this time Penghaili published a survey of employees from the enterprise: ranked first is to recognize the work of employees, participation in the second, the high salary in the fifth place.

Therefore, as a manager, we must pay attention to protect and develop the programmer's sense of accomplishment, they only get a sense of accomplishment, can be more active work, but also can really achieve "happy work."

How to develop employees ' sense of accomplishment

The essence of accomplishment is a person's inner experience, which depends on his own perception and is easily influenced by external evaluation. Managers play an important role in fostering employees ' sense of accomplishment, and the same thing, because of the different management methods, the results will be a big difference.

For example, the programmer struggled Dickens, finally solved a technical difficulty, excited to report to the project manager. The project manager may have the following two reactions:

One is: "So simple, still doing so long?" Why don't you report it to me when you meet the problem? ”

The other is: "Well done!" Would you like to share your experience with me? ”

The results of these two processing methods are conceivable. The former will be a big blow to the enthusiasm of the staff, if he does not cooperate with your work, it is also reasonable thing-- anyway, I did a good job, you will be hit, boring. And a good sense of protection and stimulation of the staff, he will be more willing to communicate with you, but also because you understand him, appreciate him, so more willing to obey the command.

Thus, the managers of the deeds will have a positive or negative impact on employees, so management must be cautious, do not make a blow to the sense of accomplishment of employees.

As a project manager, to protect and nurture the sense of accomplishment of employees, the following points should be noted:

( 1 let employees believe the value of work

Peter. in his book "Management Practice", Drucker spoke of "The story of Three Masons". Someone asked three Masons what they were doing. The first Mason said: "I'm making a living." "The second stone mason side of the Stone side said:" I am doing the best in the country work. The third Mason looked up at the sky with an imaginary glow and said, "I'm building a sacred cathedral." "The same is done by the Mason, the third Mason will obviously be more fulfilling, his work will be more motivated."

But not every employee can recognize the value of work as a third Mason. Different programmers can also consider programming as a livelihood, as well as building an excellent system, or helping customers create value. How programmers see it, project managers can play an important role in it. In fact, the employee's understanding of the job is largely due to the introduction of the project manager, or to the information it intentionally discloses. If the project manager thinks the job is simple and unimportant, the employee will naturally think it is worthless and will only muddle through. Conversely, if the project manager sees the project as an important, sacred job, the employee will naturally be motivated. Therefore, in order to motivate the employees ' sense of accomplishment, the project manager must convince the employee that the work is valuable or significant.

One of my friends, Miss Wang, has presented a project case for the students to analyze:

Project manager Lao Zhang took over a project that is not valued by the company, the company leaders think the project amount is too small, the company does not have much value, but because the customer has to do, so the company is more difficult to put the excellent staff into the project team. Because the leadership does not pay attention to the project team members of the enthusiasm is not high, but the project still needs to be carried out, so Lao Zhang felt more difficult. Can you give Lao Zhang a way to make sure he can lead a good team to do the project?

The students have a lot of strokes, some say, the project manager to play emotional cards, with feelings to win, some say the project manager to apply for project bonuses, with money to attract, and some say, the project manager to do a good job, let everyone get growth.

In fact, everyone's analysis is reasonable, but can not fundamentally solve the problem, because the problem stems from the case in the "Company leaders think the project has no value", as long as this concept has not changed, staff enthusiasm is not likely to be high, because no one is willing to do something unimportant.

In fact, it is an illusion to think that the project is worthless. A project has no value, not just to see its amount, but also to see the value it brings to the customer, the impact on customer satisfaction. The relationship between the company and the customer is not affair, but a long-term cooperative relationship. Although the company at a loss, but as long as the customer satisfaction, the future will be compensated, this is a kind of industry unspoken rules. Not to mention, this is the leader of the balance after the decision to do, not important what do you do it?! As for not making money, that is the company must bear the results, how can it be thought that the project is not important?

So here I put forward two suggestions to Lao Zhang: first, immediately to the staff to correct the project is not important views; second, explain to the leadership that the leadership does not pay attention to this project will bring serious harm in the future, please the company leaders attend the project meeting, reaffirm the strategic value of the project, and equipped with the necessary resources. Only in this way will the project be able to turn the tide and get it done smoothly.

Therefore, the company leaders and project managers, please, do not say that the project is not important, do not tell the story is very simple such words. This may be an unintentional statement for you, but it could be a devastating blow to the project team.

( 2 ) Timely recognition of employees

Many companies have developed incentives to motivate employees, such as salary increases, bonuses, awards, promotions, and so on, most of which require the boss to "bleed", and that's why this is not a regular effort. In fact, there is a kind of incentive that does not need to spend a penny and can be carried out at any time: praise the staff, or call it praise.

Have seen a foreigner produced by the video called "Seal", the protagonist is a parking lot of the administrator, he kept praising others, through praise, so that people around the life become more beautiful, and finally the pursuit of their beloved girl. This can be praised with great strength.

The morale of the staff is like the tires of a bicycle, and it will naturally deflate if it rides long. Each time the praise is equivalent to give the staff a gas, often to cheer the staff, "tires" will be kept full of working conditions.

Programmers are a very need in time to praise the group, they are generally very emotional, and work is relatively monotonous, life is more closed, a sincere praise, the incentive for them to play more than the guidance of the thousands of words of earnest.

( 3 ) with a desire to inspire

American psychologist Rosenthal has done a psychological experiment in a school, he randomly from each class of 3 students to write in a table, to the headmaster, very seriously: "These students are scientifically determined by the IQ-type talent." "After half a year, Rosen came to the school, found that the students are indeed more than the general, the progress is very large, and then the three people all in different positions to do extraordinary results." This effect is the resonance phenomenon in the expectation psychology.

We are inspired by how managers expect their employees to become, and what they might become. Therefore, the project manager should pay attention to the positive expectations of employees, employees can feel your expectations of him, he will redouble their efforts, and hope to live up to your expectations. In this process, his initiative, enthusiasm and creativity are fully played, so that his goal to achieve the possibility of a significant increase.

For the new employees in the project, some project managers will think that "he is very bad, do not know anything, can not give him any work", some project managers think "he has great potential, can soon be integrated into the team, the work of the project", these two different expectations may lead to diametrically opposite results. The former may be as the project manager said, long-term in the project idle, unable to integrate into the team, to other people homeless, while the latter is likely to grow rapidly, become the backbone of the project.

( 4 ) Let employees participate in management

Only the autocratic, assertive project manager will think that project management is one of their own, a really gel-type team should involve employees in the management work, so as to really play the wisdom of the team, and inspire each employee's ownership and achieve a sense of accomplishment. The most important thing for employees to participate in management is to establish an interactive management mechanism that allows employees to participate, listen to different voices, and make scientific decisions in important aspects.

( 5 ) to keep employees tolerant

Allow employees to fail in the project, allowing the target to be reached. For the employees existing problems, can not blindly criticize, demand perfection, and should help employees to analyze the reasons, find solutions, let subordinates in the failure of learning to grow.

Of course, proper criticism is also necessary, before criticizing employees, should first of all the highlights of the staff, such as work attitude, methods, the results have been achieved recognition, to protect his existing sense of accomplishment, and then the analysis of the case, so that people like Mu Spring breeze.

From programmer to Project Manager (20): Everyone needs a sense of accomplishment