Before answering the questions, I first share the management concept, and combine the experience of the Sogou test to illustrate the concepts. First, the leadership model: to build a high-yield test team process, in fact, is also the leadership of the process of building, the process is as follows. 1. Lead by example. This is very simple, do not have to explain too much. If the team is expected to have a high sense of responsibility and a strong learning atmosphere, then as leader first to set an example, otherwise talk about management is extravagant. 2. Co-start the vision. A) Set your own vision and goals. As a team leader, first ask yourself what your goals and visions are: do a good job of testing now, or do you want to do some technical work (automation, performance testing) while meeting your project tasks, or do you want to explore more in the field of testing and become an expert in the field, Build teams that are as high-standard as Google tests. We need to have this goal and vision in mind, which is the core power that drives us to build a high-yielding team.
Example: The Sogou Test team's vision is to build into a professional testing team, this vision and belief, we are gradually set up, and unwavering. b) Inspire others. The goals and visions of the future are not achievable by one person, but by a group of people with common goals and ideals, so we need to find such people, which we call "inspiring others." To inspire others is not to insist, there will be some people in the team do not agree with your vision, no matter with him. But also believe that there will be some people agree with your vision, we only need to do is to find such people, identify the authenticity, and finally find them. c) set an example. Build a platform or a system that allows members of the team to understand each other's performance and set an example for the team.For
Example: in the Sogou browser Test team, we have a system: each quarterly team of each member for the purpose of publicity and debriefing. In this process, each member of the team to say what they are doing, the progress of the present, the results show
to everyone. In this process, the role models of the team are gradually set up. 3. Challenge the status quo. This link, the most important to find problems in the team, prioritize issues, target high-priority issues, analyze the causes, find solutions, and then go to execution.For
Example: We build a system of knowledge base within the team, on which team members can summarize their experiences and post articles. But for a period of time, the enthusiasm of the team members is not very high, need to leader
constantly to push
.
in order to solve this problem, we have done a few things:
1)
Incentive and encouragement. Each month to the knowledge base of the number of posts and high quality students, to reward, reward is a book.
2)
cultivate the team members ' summary consciousness. In the daily work, Leader
excavation can be summarized points, together with the members of the analysis, to promote the members to complete the summary.
3)
enhance team members ' sense of accomplishment. After the team members share the article, Leader
to see the members of the article, if there is a share of the meaning of praise. If the share is significant, encourage the group to contribute to
a more influential forum such as 51testing. 4)
Finally, there is a point, performance appraisal. Summarize the experience of the Knowledge Base article as one of the performance appraisal, and clearly measure the standard.
through the above efforts, the team gradually emerged from a group of excellent members, I led the browser Test team in each quarter in the Sogou internal Knowledge Base published hundreds of articles, including several in the 51tesing
Post was entered into the journal magazine.
file:///C:/Users/Deadwalk/AppData/Local/Temp/msohtmlclip1/01/clip_image004.jpg4. Make the crowd. The most important part of this process is to build a communication platform for team members to communicate and work with members of our team who share our goals and vision.
Example: The Sogou Test team's internal communication platform has the public number editorial Board, Technical Committee, management committee and other Exchange platform. Take the public editorial office as an example:
1). The
Public Editorial department has 5
groups: Black box Group, white box Group, automation group, Project Management Group, team Culture group.
2).
Each group has 4-5
members, who will have a fixed time each week to communicate, discuss, and finalize the tweets for the week. 5. Inspiring. Encourage and motivate members who perform well in the team through a variety of resources (promotion, salary increase, internal award creation, and Corporate Bull award winning).
For example: In the case of the editorial office of the public, each group will be assessed
every 1 and
a half months, each group will be represented in the previous phase of the work, and then all members of the editorial board to vote, select the best group, Issue Woodpecker trophies and bonuses. Let
me give you my advice on the premise that the Test team is the only one for you:
1. Define the objectives of the current project. Because the Test team is a supportive team, the size and goals of the Test team are matched to the project objectives. If the current project is a start-up team, the goal of the short-term Test team is to complete the project tasks, then I think there is no team to build, not to mention the production of high-yielding Test team. If the current project already has a user base and is expanding gradually, then the resources of the Test team should be adjusted as well.
2. Try to test resources. Judging from your description, it seems that you are already unable to support the project task, so it is not to want to feedback the correct more test resources.
3. Guarantee the basic test output. A lot of project tasks, this does not prevent us from doing some basic summary, such as: What are the problems in the testing process, the test process to learn what knowledge. The content summarizes it to form a document that will be of great help to the individual in the future. Traces, hello.
First of all, thank you for your question. I'll split your questions and answer them separately.
Question 1: At present, our company testing departments are performing manual tests, testers are unfamiliar with automated testing, and the boss suddenly asked the entire Test department personnel to use automation to test,
and must be immediately, in this case, how can all testers quickly learn to automate the test? Then what is the way to avoid the boss because testers do not immediately grasp the automation technology, and dissatisfaction?
Answer: Before answering this question, I think we still need to figure out a few questions:
1) What is the reason why the boss suddenly asks the entire test department to use automated testing? Is it because it is not satisfied with the quality of the test or because it is not satisfied with the test efficiency? Or is it because of other reasons?。
2) If the boss is not satisfied with the quality of the test, then what is the problem, these problems through automated testing can be guaranteed?
3) If the boss is not satisfied with the efficiency of the test, and is expected to improve efficiency through automated testing, then this is how the work of the problem. Further, what we're going to think about：
A. How this work is carried out, is it possible to consider some people to master the Automation technology, some of them still maintain the original manual test.
B. What are the possible new problems for all people when it comes to mastering automation technology? For example, a person with a relatively low capacity may invest in a very high learning cost, a person who is not willing to learn, a person who has the ability to be willing to learn, a problem with stability, and so on. Do the bosses know about these problems?
Question 2: At the same time because the boss of the test department is not very important, so the test staff salaries are generally very low, resulting in the tester's enthusiasm is not very high, and the enthusiasm of the company is not high, product quality is also affected by a number of factors, which will lead to the company is not satisfied with the staff, the company is not satisfied with How to solve it?
Answer: To tell you the truth, this question is a bad question to answer. I am only talking about my own views and how inappropriate they are, and you are welcome to point out criticisms.
Ideology:
1) See the situation and firmly believe in yourself. Admittedly, there are a large number of enterprises and companies in the country, the test department does not pay attention to the situation, the corresponding treatment will be much lower. The root cause of this problem is that the test of this industry in the domestic development in only a few years, compared with the development of the post for decades, we are still in the initial stage. Coupled with the domestic testing industry in a variety of people have, and to a certain extent, caused by the outside of the test industry level of low awareness. This problem is objective existence, we are not complaining about the useless. The future of testing only through the efforts of everyone, let us do things more and more valuable, let us more and more attention. As a team of leader, the first must not lose this belief.
2) Proof of culture. In view of the Sogou Test team's past experience, is also a process: based on manual testing, spare no effort to ensure the quality of the project--? gradually received the upper-level leadership of the affirmation--? the leadership has gradually given some resources to support--? began to try the field of automated testing--? further recognition of leadership---? Resource support. So, I can only say: Dude, I know you're suffering now, but only by proving that culture gives leadership a sense of the value of testing.
Specific questions:
After talking about the previous 2-point ideology, the answer to the actual concrete problem-solving method.
1) are all employees not enthusiastic about the company? Are there potential employees that can be mined?
2) Whether the resources can be redeployed to ensure that you have the same ideology, and you have the same goal of the staff left, together with them to ensure the quality of the product, and further strive for greater support.
"Turn" Sogou Test Manager to share
