How to build a website development team

How to build and build a good development team, these developments are personal views, if there is bias, hope to communicate with each other.

1. To achieve the basic premise of forming a development team.
A: The premise of starting a small or large-scale development team is the project prototype and funding in place.
B: Any investor, entrepreneur has a subconscious, with the least cost to do the most things.
The above two is to start to form a formal development team premise, otherwise, suggest the entrepreneur or investor or do the project prototype (business purpose, planning process, marketing process), funds and other things. Of course, these things are not necessarily perfect, and there is no need for it, but at least the task and funds are enough for the next 3 months of use.

2. The establishment of the team size
With the premise of establishing a formal development team, the size of the team is now to be considered. In project management, I'm used to calling this the definition of project scope. Chairman Mao once said, "Many people have great power." And for the boss of the team, it's impossible to think about it, and the crazy expansion is going to be a crazy layoff, even if it's a multinational group. For an early-stage project, this means failure. From a personal experience, the initial development team is in the size of 6 people-10 people. 6 people are the establishment of the filling type of each position, and 10 people is to increase the handling of personnel risk and the protection of work efficiency.
The 6-person positions are: Project manager, Project Assistant (concurrently database engineer), architect (software and hardware architecture), UI designer, test engineer, deployment engineer, all of the above positions must have coding ability, and can quickly encode.
10 person positions are: Project manager, Project assistant, architect, database engineer, UI designer 2, software Engineer 2, test engineer, deployment engineer.
For large or giant companies, they can withstand the pressure of layoffs (for listed companies, layoffs will spur equities), and for startups ' development teams, try to maintain stability for at least 1 years.

3. Looking for reasons to attract talent
With the prototype of the project and start-up funds, then must think about, with what to attract excellent development talent. "Liang Qin Habitat", there are passionate entrepreneurs, also need a reason to start a business, and then the passionate developers need a reason to develop. Do not subjectively think that developers are code machines, give you wages, benefits honest work can be. That is to say, the big and small jobs for the development team are given reasons for their existence.

4. Space for the development of personnel
Ask a simple question, during your interview, will the interviewer ask you about your future career plans? If I ask you, will you express your career plan? This has been overlooked by most startups, so much so that "the ladder of career progression is to jump." For startups, to avoid the "ceiling effect of premature arrival", people have inertia, all need stimulation. Although the final proportion of the result is "iron camp, the flow of soldiers," but the more late this day, the more favorable for the project. In other words, for the excellent talent to give and development of space, many times, these people are the future team expanded project manager. For example, the UI has a UI project manager, a test project manager, a deployment project manager, a chief architect, a senior DBA, and so on. For startups, do not worry about the top organizational structure of the vacancy to fill, leaving a certain space will be better, in fact, is also a more cost-effective way to play a joke.

5. Select a healthy project manager
The project manager can be replaced by any one of the subordinates in the team (usually the project Assistant replaces). But the character of a sound project manager after being replaced, to leave the team is normal and can be modified, and the problem of the project manager in the replacement, the new project manager will find the team bad habits, disease difficult to change, then trouble. What we need to understand here is the value orientation of the project manager, whose voice is based on his professional competence and personal charisma. Expert ability can be cultivated, but character is the brand of life. Character determines too many things, minimizing the negative impact of this aspect. Project Manager is the lowest level of professional managers, the requirements of professional managers I do not swim in here.

6. Establishing a fair remuneration system
Salary, welfare, is the company's institutional contract. It is normal for us to admit that there is a gap in the salary of different positions. So to avoid the salary is no gap or too large, this is necessary for the stability of the development team. People are working together for a long time, it's hard to be a secret. If the entrepreneur feels it is necessary to avoid this problem, it is better to define a rule that prohibits talking about wages. Each level of pay gap should be around 20% most appropriate, such as project manager monthly salary of 10K RMB, then the project assistant, the architect's monthly salary should float around 8K yuan. If the project manager's monthly salary is $8K, then the monthly salary of the Project assistant and architect is about 6.4K USD. Detailed data to be based on specific companies and cases to develop. Equal pay, at least at the same wage level, is the best salary system. For example, the programmer's salary level is floating in the 2k-5k, for a new graduate, a year of work, two years of reference to the individual ability of the premise of the assessment of their salary level.

7. Establishing an effective incentive system
Do not talk nonsense, words will be done. Most of the time, when we do something, we need an extra cost. This is the incentive system consisting of bonuses, options, shares, and tourism activities. This is a kind of non institutional contract, most of the company's stealth culture. But its existence is itself is to increase the team condensation ability and excavation individual work passion work method. Can not, the most employees will say the boss is very buckle, but should not promise not to perform. There is a "differential treatment" concept in which wages can be assessed for their ability to work, but what about bonuses? Bonuses, options, shares must find the best performance of the 20%-30% people, this is Jack Welch's classic 20%, 70%, 10% experience portrayal. For a very good performance of the 20% staff, to give a special reward; for the 70% of the people in the first part, although not rated as 20%, but also very good, so to give the reward, for the performance of unqualified 10%, to give the corresponding punishment. The difficulty is how you evaluate the rewards of the person and the person who punishes it.

Problem Resolution:
1. Everyone on the team is the elite, so why use differential treatment and salary levels?
Answer: Yes, building an elite team is our ultimate goal, but it's about building an elite culture, not an elite group. Instead, in this world, you have to realize that someone is a leader and someone is a leader. Including the family also, either you lead, or your other half lead. Businesses need the most suitable people, not the best. In addition, people on the team are best to mix in a combination, or a combination of expertise, to the ability to combine. Imagine what it would be like to put 6 of the best database designers in China on a team. If it is you, I think you will put the best 6 database designers to the 6 team!