I attended the induction guide training over the weekend. Now I will sum up my experience in five aspects.
0. clarify the purpose and objectives of the new owner as the new owner. Although not a single position, you must be clear about your roles and responsibilities (Role & responsibility ). Understanding responsibility is the most important except for the details. Objective and objective should be discussed separately. objective is a deep element or driving force, while target is a clear and clear definition. As a mentor, what can I do for new people? What can I do for my team? Of course, it's not just training, or taking the lead. After training, I understand as follows:. The goal of the Guide person is to help the new person pass the trial period assessment and integrate into the team to become a part of the application. . Purpose of guiding people: as a bridge between teams, organizations and new people, to discover or cultivate suitable talents for the team, to deliver the corporate culture to new people, and to improve their management Literacy, ultimately achieve win-win cooperation.
As the guiding person, the team is assigned to provide the services for newcomers to integrate into the team. Therefore, the team should be responsible for both the team and the newcomers.
1. Respect (inclusive) and mutual respect are the most basic attitudes. Lack of respect is like the absence of lubricating oil. Prejudice will follow, which will greatly affect the judgment of people on things.
First, new recruits, whether in school recruitment or social recruitment, indicate that they have been recognized after the selection. Therefore, as a guide, you should first understand new students through the interviewer. You should write down the natural advantages and problems to facilitate future planning. But the labels are not strong. During the interview, the impression is temporary, and it is only the past tense. Therefore, it can only be used as a reference. A new employee is a partner no matter what the past and background is.
Second, the company uses his abilities for employing people, and the company does not have the power and ability to transform people. A wise company must know whether a person is applicable. Ultimately, it depends on the company's input-output ratio (ROI), that is, creating value (including potential) the ratio of the amount to the cost. The team itself also needs to be divided into layers to form an ECHELON. It is impossible to recruit a certain type of people in a clear sense. In fact, each person's existence has its role and value. Under this premise, personal privacy and living habits should be respected.
In addition, when a new employee comes, do not immediately try to change him or immediately start to supplement his short board. In this case, it is more important to appreciate the advantages of concurrency. Without real respect, "appreciation" is hard to achieve. Everyone has their own personality and everything is more than one side. Always observe new people with an equal mind, remember their goals and goals, discover their advantages, and tolerate their shortcomings, that is, it is easy for us to correct our mentality in the guiding process, it won't let some trivial things affect our judgment.
Respect is an important foundation for us from dependency to independence to mutual dependency. We should always maintain a simple and happy attitude, and treat people and things around us equally and clearly.
2. It is a waste of effort to arrange work with new people as the main guide when arranging work. For example, there is just one thing to arrange for new people to do. Instead of simply looking at new people as a helper, we need to make work arrangements through more comprehensive thinking.
With the above two foundations, it is easy to understand the two subjects that serve as the guiding person. In importance, I think there are differences. It must first represent the team in terms of business and then from the perspective of newcomers. As for yourself, let's move on to the last one!
In the Task Arrangement, the Guide person is a leader with a new person. As a leader, the leader is responsible for the final output of the team, which is the same as the general team management skills, including project management, team building, career planning, and performance evaluation. The sparrow is small and dirty. However, the most basic principle is to ensure that the target is not deviated. What is the final output of this team? We still need to go back to the goal and goal at the beginning. The so-called applicable talent must be based on business considerations and can only be set up by personnel. First, you need to know what the team needs, which is the requirement of Party. Do teams need people? Obviously not. It is a capability. Further, we need some output.
Think about how new people develop to meet the needs of the team. Especially starting from his advantages, he thinks about how to bring effective output to the team? In this way, the guiding process can be ensured to be effective.
I used to spend a lot of time thinking about the combination of rank and training. Fortunately, we now have a complete rank system, which is equivalent to a framework, but the assessment should not be set up for the purpose of rank, but how to help everyone improve themselves in a planned manner, thus, benefiting the company as a whole is a positive driving force. However, the most critical issue for driving forces is whether training can be followed up. Only when training is in place can the rank system be complete and effective.
As a guiding person, we also need to refer to the rank and provide appropriate training for new people with different foundations to help them adapt to their work as soon as possible and contribute value.
3. A new person in the System View and overall view will be lost in details at the beginning. Even if a plan defines steps and goals, the understanding of the goals behind the plan may be different from that defined by the Guide. For example, how can one master WebKit? What do I need to know about?
The best way is to quickly show new people the technical scope involved in future work, from the whole to the module, and key technical points. Then draw out the content that needs to be focused on, not only the technical points themselves, but also the technical background and industrial background behind it. If a person is positioned in the browser layout field in the future, he needs to understand CSS, and so on.
Although you can write programs by knowing the development language, if you do not know the background of your industry and related standards, you will be constantly troubled at work. In this way, it is better to establish a system view and an overall view when you are new to the company, so as to find out the upstream and downstream relations in the industry in the future. The field of view must be different.
4. Information sharing and information sharing are a series of things that have quickly passed the training! It is simple, but it is not easy to do.
First of all, we must clarify that it is our own business to guide people, and it is also our team. Direct leaders must understand the same principle as before. As a responsible leader, he must be responsible for your achievements, and he is also responsible for your growth. So let him know your progress, so that he can play a role. This is called information sharing. There are two steps to do this: periodic reporting and CC for related emails (not BCC !).
In addition, when there is a problem or risk, it seems to be a very responsible performance. In fact, it may be a waste of company resources. What is "hard work" is just a wishful thinking, and there is no value if there is no result. Therefore, report problems in a timely manner. Do not report good news, do not report any worries, or make persistent efforts. This is a common situation.
This not only guides people to do it, but also new people to do it. In this way, we can form a good atmosphere of honesty, and ultimately achieve the goal of win-win cooperation!
Refer:
The Application of MBTI in the software development team should indicate the source: http://blog.csdn.net/horkychen
