[Ideal stream] do not manage false intentions

Since the books "win" and "Basic evergreen" are published, as long as they are individuals, they will pay attention to culture as long as they are still engaged in management.

This is correct, but the key is that we cannot take the form of this matter, and we cannot build a culture that is imaginary in management.

I don't know what happens to everyone when it comes to culture?

Some may think of preaching, some may think of group activities (drinking, singing, traveling, training, etc.), and some may think of pictures and historical presentations. But in fact, these methods are more similar to one another. If there is no core support, it will easily become false.

This core support is: can you give a clear answer to what your employees may obtain after three years (or years? Can you give a clear answer to your team? How can an employee effectively achieve his/her next life goal?

In all other fields, people are emphasizing the ownership of interests. It is unreasonable to emphasize only an empty orientation in the Construction of corporate culture.

It can be said that enterprises and employees need a balance of interests, while balancing means are embodied in "income", "Development", and "work ".

The first two are employees from the company, and the latter is employees from the company. If the balance does not exist, you can either leave or quit.

"Wage" and "work" are more similar to activities under a systematic framework, while "development" is more complex and must be culturally supported.

Away from the cultural construction supported by the core, no matter how colorful it is, it can be simply summarized as: You need to work more! What is false or false?

In this core support, managers often have considerable responsibilities.

Only a manager can focus on the foundation, ability, and personality of his or her employees, and only a manager can design a development path that fits with the individual.

I have described a programmer in "programmer's character and destiny". This type of programmer has never been self-motivated. In this case, if the direct supervisor does not provide a warning or a little thrust, five years or eight years later, this person may be finished. Isn't this a more important part of team culture construction?

It is easy to check whether the management of yourself or your superiors is false:

Do employees know what their resumes can look like after three years?

In this process, what kind of guidance does the boss give? In terms of directionality, feasibility, and the degree of fit between personality, you actually need a person with a higher perspective and more experience to provide guidance.

During the continuous process, does anyone keep track of the execution status and communicate with each other?

Finally, management can be divided into two branches: one is technical, which is emphasized in the models of CMMs and PMBOK, and the other is cultural, as long as there are people in different places, this cannot be avoided, but it seems that there are few models to address this.

Associated articles:

Programmer's character and fate

Software Knowledge Classification

Modeling for software development

Required books

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Ideal stream + software = perfect software development: Methods and logic
Ideal stream + life = ??
Ideal stream + Management = ??
Ideal stream = the essence of deduction by concept and logic, and the pursuit of truth.