Technical team and OKR

The title is in my mind to fly, the text is less than the time to change, the original title is the thesis "CTO of the last lesson of the first quarter graduation design" part, " technical team performance appraisal mechanism ", the thoughts flew, found that this is their own, as a grassroots staff, in addition to self-management is managed, Talking about the management of the technical team is too unrealistic, but just because he is the subject of management, so after listening to the full season of the CTO training camp after the class, I want to say, teacher, I have something to say ~

When thinking about how to motivate, naturally think of the CTO lecturer Yu Binping "technical team how to do performance management" in the exposition, Yu Binping teacher has more than 10 years of team management experience of more than 500 people, the view is also through the practice of panning, there are several points that are suitable for our current team. Here is not take doctrine, but also dare not talk about great minds, but as the grassroots management, some point can get to the ~

1. Assessment Presets

Unified values, guidance, "direction is more important than effort"--cto lecturer Yu Binping

The presupposition is in order to put the enterprise to the technical team, and even specific to the staff value expectations communicated in place, rather than in the final grading stage of a mere formality, high evaluation of staff, low scoring or scoring evaluation are high, but there is no real reward, once again verify the direction than efforts more important correctness.

2. using OKR rather than API

The KPI is toxic, this is not false, if set up improperly, the team and the individual can not guide will become misleading.

OKR Full name is objectives and Key Results goals and key outcomes, what are the key outcomes?

Several projects were made, and several systems were built to test the number ofBugis this the key result? Yes, but the core is not clear enough, output is necessary, but we overlook the two important purposes behind it, one, the benefits to the business (the cost is considered here), two, the growth of the technician. Refinement: whether purely for the number of bugs in this indicator, IE6 compatibility issues on the technology to win hot? is it not with the right technology, the efficient graceful completion of the project? Is there any follow-up guidance for the system to be put into operation? Wait a minute.

3. Incentive Strategy

So, the point is, as a technical management, how can the management means to create a dynamic, fighting, blood and not frivolous technical team? The following i from the cycle, content, reward and punishment and key factors four aspects, to discuss the implementation of OKR:

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Specific objectives and rewards and punishments in accordance with the specific personnel and project to set the adjustment, the principle is to be able to fully mobilize the technical staff of the positive initiative, the results are obvious, cheerful atmosphere and easy, high employee happiness index.

In addition , since it is team motivation, the organizational structure of the team will closely affect the incentive scheme and the effectiveness of the program. The following is a sketch of the organizational structure of a Division's technical department:

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This group division, the advantages are obvious: a clear division of labor, responsibility in place, the operation of the profession;

The disadvantage is also obvious: long-term work form, the group between each station, not conducive to technical exchanges and play the overall team collaboration power.

As an early rising internet company, the company has accumulated rich experience in the Internet, resources and users, traditional business projects long-lasting, business form mature and stable, technical support mainly; With the rapid development of the Internet, the popularization of the network, the popularity of smartphones, office mobile and other times of progress, how to break through innovation, Out of ease, follow and even lead the Internet tide, the enterprise and technical team put forward higher requirements, business first, technology needs to provide a strong backing.

This kind of business form of this organization, seems to be very reasonable, but, the staff of a single, in the case of small team size, the number of members less, talent gradient, can not help, not conducive to staff growth; time has long, showing two categories of employees, a kind of business pro, Ignore the technology (or feel that the current work is in the control, unconscious and incapable of exceeding their own), the other is the pursuit, but also can not complete their own breakthroughs, usually hope that the environment to change their own, such as quit job;

The first kind of staff seems to bring stability to the company, but in fact is a aren't eager attitude (both enterprises and employees are), imagine the rapid development of technology, user needs complex and changeable, this kind of conservative will let enterprises slowly lag behind; the second kind of employees usually have ideas, And the employees who are responsible for their own investment (the employee chooses the enterprise and works for it is also an investment "), can retain this kind of self-driven employees, and provide them with a growing environment, forming a mutually beneficial relationship, is healthy and strong team face.

Organizational structure is a product of stability, here is not to disrupt the current structure, the team into a group, but can be combined with the situation of OKR, in the key events, the introduction of "technical guidance" and other concepts, as a technical guidance role is usually from other groups, the ability to contribute ideas, the ability of people under the guidance of the implementation of practical programs The results of practice are included in the examination scope. (seemingly similar to the Master Apprentice system in large companies, but with a clearer orientation).

at this point, as if to say a lot, and as if nothing is clear, theory is good, the reality is changeable, but believe that efforts will not be wasted, after groping and practice will be able to find a suitable team style.

The aim of this paper is to make the team better by making the dream of technology achievements.

This article is from the "Breezelife" blog, make sure to keep this source http://breezelife.blog.51cto.com/2477790/1835709

Technical team and OKR