Recently, I found that my vchome blog and my csdn blog are reading more and more, and my friends are posting more and more comments. It should be said that I am happy and touched, even though the article is still sloppy, however, my persistence and courage are worth mentioning. It can be said that the programmer's programming work is boring in many cases, but if he is lucky enough to work in a well-connected, aggressive, and well-performing Development Team, it will be different, the team atmosphere will not only make you feel happy, but you will always be passionate. Passion is very important in our industry. However, in China, you will often find that once many enterprises develop to a certain scale, there will be a lot of problems, so that they may collapse or break down into several small enterprises, so the total length of many domestic enterprises is not large, the same is true for the team. If the team leader and the team members do not pay attention to these crises, the team efficiency may decrease, sometimes the consequences are very serious. It is often said that "It is easier to build a team and keep it secure" is not unreasonable. It is more difficult to maintain a team with high performance than to build a team. So what are the specific team crises? Winberger lists the most common causes of team crisis in his book: computer function failure, computer task overload, program errors that cannot be ruled out in key links, problems in system joint debugging of two tested programs, Development Plan Update, introduction of new devices, personnel changes at the senior management level, and changes to task definitions. Not surprisingly, it seems that in every development team, the existence of crisis is always common. I have no objection to the factors listed by Master Wen. Obviously, most of these factors are objective. As for program problems, no matter how difficult they are, I think they can be solved, programmers cannot control personnel changes, and changes to plans and tasks are normal. They may also solve problems through coordination and efforts, I want to analyze some human factors here, and these factors can be said to have Chinese characteristics.
1.
As a result, the program development team is stuck.
I like the old man Mao Zedong's saying: Being humble makes people progress, Pride makes people fall behind. Although I do not know the circumstances in which old Mao summed up this sentence, there may be too many lagging cases in China due to pride and complacency, the old man cannot really see it, so he just gave up such a name. Regardless of this, return to the team's topic. When the team is in a stable and mature stage, it has a strong combat capability and good performance. The team is praised and commended by the company, and the team members become more and more important in the company, at this time, the problem may occur. The team members began to be proud and complacent, and they felt so light that they were always looking at each other. They began to indulge in the good performance of the past and gradually become indifferent to new technologies and new affairs, the team's mission is no longer strong, and passion will be replaced by indifference. The responsibilities and roles of team members are relatively stable. In the face of new tasks and challenges, teams often adopt habitual thinking and practices, and are afraid of new things and problems, focusing on Avoiding Risks, if you do not want to take risks, your team's overall capabilities and combat capabilities will be in a stagnant state. It should be said that this crisis is very serious. The greatest enemy of a person is himself. If he cannot pass his own customs, don't talk about any ideals and pursuits, people's emotions and attitudes determine their behaviors and habits. The same is true for a team. The emotions and mentality of the team members seriously affect the team's ability and combat effectiveness.
2.
Poor communication and internal conflicts lead to lower performance of the Program Development Team. When I fell in love, my eyes seemed to be blind and I couldn't see each other's shortcomings or shortcomings. Sorry, I am not tired of it. When the two sides pulled the skylight, they began to live together, problems begin to emerge, with different ideas, different personalities, and different perspectives. Friction and conflicts come one after another, of course, there are countless happy marriages. I want to explain that the team is similar to a family, there may also be various conflicts between team members due to differences in positions, concepts, methods, behaviors, habits, and other aspects, and the harmonious relationship between teams may also fall into a tense situation, even when hostility, strong emotions, and challenges to leaders occur, communication between members becomes insmooth. If the solution to a new problem is not so obvious, conflicts within the team may increase. As a result, the non-harmonious team atmosphere leads to a sharp decline in team performance. Of course, this is a negative assumption, but you have to face the emergence of such problems.
3.Insufficient performance management leads to a decline in morale of the program development team.After hard work and hard work, the program development team should have been pleasantly surprised to achieve good performance. However, if the distribution of credit is subjective, such as the impression of a leader, there is a lack of fairness, or the reward promises of enterprise managers are not fulfilled or are not fulfilled on time, which may lead to frustration among team members due to the lack of timely recognition of outstanding performance and dissatisfaction with the company, the loss of trust in the team leads to a decline in the team's performance, a lack of morale among the team members, and a negative neglect. In China, this phenomenon has happened many times. Amon is a little guy and has been eating in some small and medium-sized enterprises. The promise of Boss is just like farting, in any case, let's talk about how to reward everyone and how to reward everyone. The result is actually done. Boss is busy disband the team. Generally, only one person is left, and other Members are scattered to other new teams, as for the rewards I mentioned earlier, I have forgotten everything I 've learned. The cheeky members will take the risk of proposing them. Of course, they will give me a piece of advice, saying that you should not be greedy all day long, and you should focus on the overall situation, continue to work hard and have a bright future. I hope you will have good luck and never meet such a boss. Otherwise, you may want to leave. I do not advocate job-hopping. I hope you can find a fair, harmonious, and hopeful environment, then you will have a bright future. As for the team crisis caused by human factors, ameng has come up with these three points for the time being. It is estimated that many people often encounter such a problem. As for how to avoid these crises, the younger brother is very easy to learn, it will also be as empty as the speeches of big leaders. For example, to build a team culture, establish a team's common goals, establish a learning team, and establish good communication channels, we need to develop a good incentive mechanism, establish a good team performance evaluation system and performance management, and so on. If we have a good talent, let's make a few other clauses to confuse everyone, it seems that I have learned a lot, but I cannot learn anything. In our country, small enterprises sometimes have more vigor and fairness. As the enterprise grows bigger, there may be power struggles between departments or between managers. This is what we usually call "internal consumption ", some of our enterprises do not die in the fierce competition, but are over or torn apart in the internal consumption. This method is described as "cool" in old Mao's words.
