Keep the design team of "iron Camp plate, Iron soldier"

There is a saying that leaders love to use, but employees generally do not say, is the "iron camp, the flow of the soldiers"-for employees, this sentence if it appears in the Department meeting, year-end summary or HR of the conference, is basically "resigned" to bury the foreshadowing and for the KPI means to do the necessary psychological construction; for the leadership, This is generally to cover up due to their own problems caused by the loss of talent is the magic weapon. In fact, this comes from the lyrics of the vernacular is simply said the succession process, but the work of the evolution of the subtext is: "Camp on the line, the soldiers can flow, should flow, and even must flow."

The subtext has a huge effect, easy to be used as a weapon by good people, the Chinese are interesting here, before and after thousands of years Song hard to create countless "famous sayings", and then each interest group in the appropriate time to select suitable for their own use, in order to achieve no war and the effect of the soldiers bent. I have found that the guy who is in the opposite of interest, if he cannot continue to justify himself on the basis of reason and morals, will usually end the conversation with the sentence of "good as the saying goes ~ ~ ~".

This kind of slang thinking can be said to be the direct reason that most of the rules are misled into latent rules. Take the stability of the team, the recent design team are very active, while in the crazy tail in the strategy of the 2010-year layout, a good corporate vision is often based on the transfer of a good talent in another enterprise, especially like our skilled workers scarce industry. A lot of small white enterprises in their own staff after the loss of their wages have also risen, the position also rose, only to realize that "the original from our business people so excellent Ah!" ”

So, if you want the flow of soldiers to stay a little longer, there are some "normal" phenomenon we have to do an abnormal interpretation-how to maintain a "iron camp plate, iron soldiers"?

1. Factors of character

Why do I put my character in the first place? Because most of the unspoken rules are brought out by people who are passionate about unspoken rules, you recruit a curse, don't blame your team will be young life thin, character factor now has become the design circle recruitment important indicators, so I want to remind all unemployed, employment, re-employment of the designers, China's design circle is not big, Please try to keep clean and moral integrity, in the workplace offend people, the cost of digging holes is very high; as a soldier who wants to be a general, your excessive performance has the potential to cause a quick loss of others ' interests, pushing a winning game to 0 and.

As a design manager, the character of the factor is more important, I in the "small design" also mentioned a lot of design management of the rotten coffee, whether you have seen this because of the benefits caused by the psychological expansion, should be timely introspection and correction. Good design manager is to build their own reputation, rather than occupy some of the surface of the results, I now see: "Designers to be animals, the desire to maintain passion and aggression, but know how to share and unity; Design managers want to be pets, remain humble and peaceful, but understand direction and principles. "– Sadly, some of the managers that have been caused by historical reasons (such as coming to the company very early, or digging people carelessly, or title dazzling) are directly turned into creatures (looking pretty, practically useless), or waste (lacking the motivation to push the team forward, the status quo).

2. Shared values

When it comes to values, the "management experts" I see are soon starting to bobbing, all of you are a set of terms, the terminology of the concept of flying, it is very difficult to do, yes, GM in 21 to establish a "frank and open", Apple in 15 to build "design taste", Google used 11 to build "Don t be evil" .... Where's your business? Where's your team?

If your business tells you "let e-commerce become the Chinese cause", your department manager told you "every day to take E-commerce as a part of life," Your life tells you "I am every day e-commerce, buy things who give me reimbursement ah?"-This is a common occurrence, endless ... At what level can values be unified?

As a chicken-level manager, I formally called for a sentence, if you want your team to have the values you expect, you should first give them the price they expect, including but not limited to: wages, bonuses, vacations, team pride, Team ownership, team recognition, short-term career planning, efficient corporate administration support, Reasonable budget, etc...

3. Clear space for development

The ultimate performance of team instability is that someone is leaving, people usually come in, we call it "the healthy development of the team" – but if someone's coming in will cause someone to leave, I believe this is also the fuse of instability, this situation is a little complicated, I will say later. Back to the question of someone walking, a lot of people say: "In fact, I go not simply for the salary"-generally speaking, the basic is the salary is double, your boss if you do not give you the budget, you basically do not retain the killer; if he works under pressure, working time and other factors to flash people, Most of the time, there is no room for appreciation or promotion.

A person who has been a designer for more than 8 years, if there is no breakthrough in the industry, there is no promotion in the professional position, which is tantamount to not give people a vision, a lack of prospects and goals of the designer, how can continue to release energy? On the development of personal space, but also reflected in the changes in the team, with the company growing, staff expansion, Job segmentation, these will bring fresh blood, the biggest role of fresh blood is not to reduce costs (do not admit that most hr are thinking so), but to stimulate the efficiency of the team.

4. Salary Structure

In addition to the basic salary, the year-end bonus, I know the designer group, the recognition of opportunity rewards is very high. Opportunity rewards include: recognition of a design work, praise for innovative behavior, tolerance of errors, rapid response and resolution of specific problems, and project bonuses and additional gifts (including books, teaching materials, etc.).

In terms of basic wages, we are temporarily unable to relate to Europe and America, Japan and South Korea's designers compared to the humane reward level in fact, we do also not enough, I have more than one time to see a lot of team designers sit not ergonomic chair, with a 30-yuan mouse, in the project Team award, the name is always ranked in the end, The company would rather organize a group movie and never tell the designer that you can go to a design show ... These considerations of design and life cause your designer to be stuck in a closed business bottleneck for a long time, and these opportunity rewards constitute his dissatisfaction with the "pay".

Salary is not only as simple as adding numbers to a designer, is through the adjustment of salary and welfare structure to find their life problems, career path confusion, to give solutions and help, so that designers can ease the design, there are more brain space to think "what better" rather than "I want to eat full."

5. External stability

Compared to the design department, other departments can be called external, compared to the company, competitors can be called external, relative to the UI design circle, other design circle can be called external .... People live forever in the dynamic, which leads to a lot of choices. A good team, although people may be because of life pressure, career direction, family impact, individual pursuit of different career path, temporarily away from the team, but the team's relationship and cohesion is still there.

A so-called stable team, in addition to the work of each individual cooperation, but also the continuous friendship after the departure of the staff, good team members after leaving, will not be behind the dozens, will not set obstacles, will not gossip, will not give business review. It's easy to get together. Do not be able to open up, the team for the individual is an inclusive relationship, rather than the once in the list of designers as spilled water, some of the company's HR think that all of their employees who apply for resignation are not trusted object, this kind of dark and narrow psychology, It is the culprit who has caused a great loss of your talents and cannot mend them.

Trading is not a renyi, external stability and internal stability is equally important, a dispersed talent may bring back more value, the history of the break and break is not accidental, review the clutch between Li Yinan and Ren, I think a good team or company must have such an open bearing.

6. Stable New Clothes

An empty structure, but in the daily recruitment team is not a stable team; A team that has worked for 5 years, but still 5, is not a stable team; A team that has no qualified designer in the industry is not a stable team; A team lacking corporate approval and administrative means is not a stable team. Yes, stability seems easy, but in fact it's a very dangerous, and even the bosses in Dongguan know the economy is recovering and the talent is gone. Are you still thinking that your designers are like a tame little white rabbit, paying for the bad behavior of your boss's stock loss?

Reasonable talent flow may stimulate internal competition and sense of crisis, but in a precarious social structure, perhaps we no longer need those electric shocks, managers should see more sunny side, stabilize your team, bring more value. If you feel that cleaning up your own garbage can make the environment a little cleaner, the final phase will be the first crack in 2012 ripped off your feet.

In the current design industry in China, a lot of teams are looking stable, which is one of the reasons why designers are so high that a floating profit and loss stock is risky, but very few people can stand up and tell the team what we need to control the temperature and control the anger. The stability of the team may be a simple topic, and even such a simple topic, there is no one to point out the emperor's new clothes, the little boy, do we suddenly think of what?