2013.6.16
1. Is the radish + stick invalid?
Yes, the simple and easy-to-use incentive methods of radish + sticks can no longer meet the needs of IT industry team management. The possible causes are as follows:
1. Programmers are special peopleProgrammers are a group of intellectuals who like to laugh at themselves and are modest on the surface, but have the pursuit, persistence, and even a bit arrogant. While pursuing material happiness, we are also very concerned with our own sense of accomplishment, growth, and future. The essence of motivation is to satisfy employees' demands in a timely manner. Because of the diversity of programmer demands, there is certainly no way to manage the team.
2. Work is easy to find. Employees have the same right to the company.The IT industry has been in the ZTE phase in recent years. It is the peak of creativity and is getting closer and closer to people's lives. Many of its sub-sectors are facing the process of rebuilding and shuffling, many existing IT companies have achieved Cross-Domain Growth and many new companies have been established. The emergence of innovative new technologies, such as cloud computing, virtualization, network SDN, mobile Internet, and smart phones, has created many opportunities for IT practitioners. The value of talent is also surging. In this context, it staff are highly selective, and job-hopping usually results in a significant increase in salary. Companies are racking their brains to retain their core and potential employees. In the assessment of many project managers, "employee turnover rate" is one of the key items. In this case, it is really difficult to hold high.
3. The project manager has insufficient permissions. Generally, the project manager has no direct permissions to improve the employee's treatment.
In the organizational structure of mainstream companies, project managers are subordinate to one department. There are multiple projects in one department, multiple project managers, and the salary and treatment of employees exist in the horizontal comparison between project teams, therefore, the higher salaries of employees are implemented by their superiors. Of course, the project manager has the right of suggestion.
The incentive entered a dilemma, and it was so powerful that the radish had no weight. Is there any other way?
2. How to motivate employees more effectively?There are many popular incentive theories, including expectation theory, achievement theory, Maslow demand Hierarchy Theory, X-theory, Y-theory, and herzberger's two-factor theory. Among them, I always think that the two-factor theory is the most suitable for the IT industry. A Brief Introduction to the two-factor theory: the main research of the two-factor theory found that the satisfaction of employees is in the work itself or in the work content, and employees are dissatisfied with it, all belong to the work environment or work relationship. The former is called an incentive factor, and the latter is called a health factor. Health care factors include company policies, management measures, monitoring, interpersonal relationships, material working conditions, wages, and benefits. When these factors deteriorate below what people think is acceptable, they will be dissatisfied with their work. However, when people think these factors are good, they just eliminate dissatisfaction and will not lead to a positive attitude, this forms a neutral State that is neither satisfactory nor unsatisfied. The factors that can bring positive attitudes, satisfaction, and motivation are called "incentives". These factors can meet the needs of individual self-realization, including: achievements, appreciation, challenging work, increased work responsibilities, and opportunities for growth and development. If these factors are met, they can generate greater incentives for people. Corresponding to the management of the project team, the Project Manager of the Health Care factor should be able to win the trust of the team members, and the Project Manager of the incentive factor should create such a team culture. 1. Winning trust and winning trust means that employees are willing to contribute to your project. They believe that their contributions will return accordingly, and they believe that they will follow you for a long time, will achieve good development in the company. You must know that everyone has their own reputation. The project manager's reputation is also accumulated at 1.1 points, and there are no other shortcuts. To win the trust of the team, we must at least achieve the following two points:
Fairness, justice, transparency of rewards and penalty measures, and unity of words and deeds,We will give you clear expectations and rewards and punishments in advance, so that you can know to what extent they are qualified and beyond expectations. We hope you can discuss them with us. After the goal is determined, the advantage of transparency is to remove the gray area and avoid suspicion. Suspicion is the main source of emotional harm. For example, Mr. A serves as the team leader in the project team. When a group member does not do a good job, he brings a lot of rework. Mr. A worked very hard for several weeks and solved the problem together with the team member, however, in performance appraisal, the result of Mr. A is only B +. Mr. A thinks that he is wronged and completes his coding work well. The other four members are also good, although a team member has a problem and has worked hard and responsibly with him, although the project manager emphasizes that the company is result-oriented, Mr. A still thinks that the manager is biased towards him, deliberately find your own shoes. The combination of words and deeds is "not light, promise is required". You can see how many complaints managers often spoof everyone in csdn. "One set on your mouth and one set on your hand" is the fastest way to damage your personal prestige. Believe that the eyes of the masses are bright and that all deceptive tips will eventually be exposed.
Do not compete with team members,Whether it is management or technology, achievement orientation is the basic quality of a good employee. Only with a strong sense of achievement orientation can we achieve things beyond expectations and pursue excellence. The way of thinking of new management personnel is often in the personal achievement-oriented stage. They want to send a clear signal to the outside world that the Team has achieved such a result or solved a certain problem, it is because of my organization and leadership. However, when this signal is received by the Team members multiple times, it will lead to the feeling that credit is taken away by the head, resulting in a team's centripetal force decline. A good practice at this time is to protect the achievement orientation of team members and encourage them to stimulate everyone's enthusiasm. For example, if you work with a team member to solve a problem, you must weaken yourself and pay special attention to the contribution of the team member to the problem. In this way, when the team member encounters another problem, in order to maintain the same or higher passion. Only by positioning your sense of accomplishment on team achievements can you stand a higher level and avoid direct competition with team members to effectively lead your team.
2. Team Culture Construction
Build a win-win Project VISIONI put forward this idea in "Life Law", which means that work and life are both a kind of cultivation. This kind of cultivation allows us to improve ourselves and improve ourselves, A really good person is often not a wise person, but a person who is willing to endure, continue to accumulate, and continue to improve. I believe that any job and any project can find improvements that resonate with everyone. It is a good vision for the project manager to expand these resonance points and grow with everyone. This resonance may be "becoming an expert in a module", "doing things more carefully", etc., and arranging corresponding training and communication in the Project Plan, it is easy for everyone to feel meaningful to the current job.
Make good use of team influence,Financial rewards and punishments are not good for sentencing. if the sentence is too light, no one pays attention to it. If the sentence is too heavy, resentment may occur. In the book "The water of the waves", the author once said that one of the important meanings of people living in the world is being valued by people, and young people have the desire to stand out, the public comments from a team often make everyone feel more than RMB 2 or happy. From the beginning of the project, we will discuss in the project sandbox what can be done better, then reward, and what should be done well and may not be done well, so as to ensure the success of the project. Awards must be set to ensure that all members of the project team have equal opportunities. They cannot be set to a certain group. For example, if the development guidance test is the most serious and responsible, the test department will evaluate the praise of the first two developers, two movie tickets will be rewarded by the Project Manager or department director. The person who submitted the Code with compilation errors buys drinks for the entire project team after two attempts.
Pay attention to the contribution of "Miscellaneous" membersThere is always some work in the project team that is not easy to see contribution, such as setting up the environment and integrating the code. Employees who are arranged to do such things will be reluctant to do something more or less, the project manager should pay attention to them. Their work can also exceed expectations, and it is important to publicly recognize their contributions.
Shared High Pressure issuesWhen a team member encounters a difficult problem and fails, he or she should arrange technical experts to work with him to solve the problem. At least he can provide guidance on his ideas. In the face of pressure, it is a great achievement to have a comrade-in-arms share and discuss each other and finally solve the problem. However, if you simply bear the pressure on yourself, a crash may occur. When the entire team faces important problems, the project manager should take the lead, for example, working overtime with everyone.
Respect the labor efforts of employees, and settle accounts later in the autumn.The project manager should always think about how to minimize team detours. When the team members do not think about how to do one thing, they will be furious. Before a team member starts to do something, at least the standards and expectations for completion can be clearly defined. If the standards and expectations cannot be clearly defined at present, they should actively check and feedback in the process, then, I want to explain my expectations ".
