How to Improve the execution of an IT team

When it comes to execution, I feel that the pen is very heavy and I don't know where to start. Executing it is not only a rich set of learning, but also a set of very specific behaviors and art. It is impossible for individuals, groups, enterprises, and countries to execute it, no matter how great your ideal is, no matter how advanced your management philosophy is, if you do not struggle or execute it, you can only stick it on the wall and be self-satisfied. As an IT team, its executive power is equally important. If there is no strong executive power, the project cannot be completed on time, and the product cannot be listed on time. Even if it is barely released, it is also prone to bugs and complaints, SP1, SP2 ...... SPNs keep crawling up the pole.
How can we improve the performance of an IT team? Maybe everyone has a different approach and different practical experience. I only threw a brick here and hope to discuss it with you.

First, understanding and familiarity.

Be familiar with everyone and everything in the team. Each person has his own strengths and weaknesses. Each person has his own views and understandings about his current job. Each person has his own style of work, everyone has his expectations for the team. If a team leader is unfamiliar with them, it is impossible for us to make the best use of them. The expectations of team members may be very sensitive. Many members do not want to express their opinions, many leaders do not want to face them, or they do not want to take the initiative to conduct in-depth exchanges with employees, I think that when we mention the expectations of a staff member, it may be a requirement for a promotion and salary increase, which makes it difficult for him to face. In fact, the expectations of employees are not so simple. Some people want to learn more and improve them. Some people want to have a harmonious team atmosphere, I can work happily every day. Some people hope that their opinions will be paid attention to, their work achievements will be affirmed by the leaders, and some people hope to get a promotion and salary increase. If you don't face it, you don't know it, it doesn't mean that the employee doesn't want it. After all, the employee is your subordinate. Of course, I'm sorry to ask you directly, but one day, I suddenly received his resignation letter. After several years of hard training, I exchanged my gratitude for your leadership. Thank you for your training over the past few years. Will you feel a bit sorry? If we often communicate and communicate with our employees, and when their psychological status changes, we can promptly clear and guide them, which may solve a lot of problems, it does not affect the execution of work and the progress of the project.

It is not enough to understand people. It is equally important to know everything about the team. Only by fully understanding the entire incident can you know the difficulty of the incident, arrange the right candidates, make appropriate plans, and the employees can feel that you pay attention to what they do. He is bitter and tired, and you know very well, instead of being high, regardless of the red, his head shot: "You must come out tomorrow", "day, this is a big demand. It's not enough to work overtime until dawn. "After several times, I think it's not long before he leaves the team.

We know people, things, the focus of the project, the difficulties, and the features that should be concentrated on strength, and we are all aware of them, the progress of the entire project has been fully guaranteed. Just like the famous "barrel theory", how much water can a bucket hold is not the longest board, but the shortest board, we can hold more water only by extending the shortest plank.

2. Team culture.

An enterprise has an enterprise culture, a team culture, and a team culture. The cultivation and formation of a team culture are also important factors for improving the team's executive ability. As an IT team's execution culture, I would like to talk about the following aspects:

1. Strict and enforceable regulations. From demand research, demand analysis, system architecture, detailed design, program development, system testing to the final implementation, there should be clear specifications, and it cannot be caused by individual habits, personal hobbies can be changed or deleted at will. Only with clear standards can everyone have standards for implementation, inspection standards, and final assessment standards, the whole project can be a whole, and the whole system can be a style. However, in practice, the situation is not ideal. Many programmers may complain like this: "modifying others' programs is really a pain ". Why is it painful? Needless to say, everyone knows that the annotations are not clear, the structure is not clear, and the encoding is not standard. What's more, when the software comes up, it can be seen at a glance that this function is made by one person, that function is made by another person, and that several different styles are spliced together. The specification must be available and executable. Every team may know that the specifications are very important and have their own specifications. However, they are not very operable, and the employees are very painful to execute them. They will modify the specifications one day to night, in fact, there is no specification.

2. Clear rewards and punishments. At the end of a project, there should be a detailed, comprehensive, full-participation Summary of the project, showing the advanced technologies, advanced deeds, and advanced figures in the project progress, we should put forward, praise, and reward the problem. We should also put forward the problem, find out the root cause of the problem, sum up experience and lessons, and severely criticize the persons responsible for the accident, and give punishment. This may be difficult to implement in the IT team. I have read an article <embarrassing Project Manager>, which means that many companies now implement matrix management, the Project Manager and department manager are both leaders. The project manager is responsible for plan arrangement and project implementation, while the department manager is responsible for career planning and performance evaluation. This is a contradiction, the Project Manager only has the right to arrange tasks, check tasks, and have no right to assess, reward, and punishment. The problem arises: if things are done well, they are not as good as links, the department manager is not clear, and does not have much impact on his assessment. In addition, the department manager often uses his power to strike a balance between various projects. After a long time, everyone's work enthusiasm naturally went on. Therefore, to improve the team's executive power, it is imperative to solve this embarrassing situation.

3. harmonious team atmosphere. Work and be happy, this is everyone's yearning. If a team is in a harmonious and harmonious relationship, like a big family, working together, resting and living together, this team must be a harmonious team, it must be a cohesive and combiner team. In this regard, the influence of leadership is very important. Your words and deeds, your attitude is the catalyst of a team. If the catalyst is good, the team will be more passionate, more dynamic, and more energetic, if the catalyst is not good, it can be suffocated. Sometimes a little smile, a little more encouragement, and a little more time to communicate with employees, the team atmosphere will naturally change a lot.

4. Establish a learning team. Liu Chuanzhi, Lenovo's president, said that to improve the executive power of a team, the first thing to do is to make soldiers love war and use various methods to mobilize the enthusiasm of employees. Second, we need to enable the fighters to fight and improve the overall and professional qualities of our employees through continuous training. Finally, it is the operational orderliness of the training team of the decision makers. It can be seen how important the team is to learn, especially IT personnel. Today's IT technology is changing with each passing day. If a team does not provide learning opportunities and the team members do not have the habit of learning, the team may be the evening sun. Even if there is a bit of beauty, it will slowly fall down.

Third, we must have good organizational and coordination capabilities.

Today's society is an era of heroes. We praise and praise heroes, but do not advocate personal heroism. A team is a collective movement, like a football match. A star can be a spiritual leader who leads the competition in an organized and orderly manner to win the final victory, however, it is impossible for him to complete the competition even if he has a great skill. Isn't some star games often organized in the world? The best stars in the world are gathered to form a team to compete with some national teams or club teams. The result is often the latter's victory. Why? Star team: they are a team built by the team. If they are not familiar with each other and do not understand each other, they will not have a tacit understanding. They are very unfamiliar with the cooperation. Despite their excellent technologies, they are difficult to achieve the final victory. The same is true for our team. We hope that everyone will become a hero and everyone will become a star. But we also hope to have a good coach who will take responsibility for their respective roles, we are a super-powerful team. Are you looking at Microsoft and Google?

There are still many factors that affect the team's execution, so I will not be so embarrassed. When our project cannot be completed on schedule and products cannot be listed on schedule, do not complain that the demand changes too quickly, don't complain that the cycle is too short. The change is normal, and only changes can make progress. We need to think more about how our team is fighting, how it is executed, and how it can improve the performance of a team.