A good team division can make the team work more efficiently

The division of labor between teams has always been a topic that management scientists are willing to study. A good team division can make the team work more efficiently and the output efficiency will be significantly improved, all depending on the reasonable division of labor. Product manager to work is divided into several parts, were distributed to different objects reasonable to implement, so that team members are clearly aware of their work tasks and objectives, as well as ways and means to complete the work, so as to achieve the perfect division of labor The purpose of collaboration. The difficulty here is that different tasks are distributed to reasonable objects, which requires that the team members have their own characteristics and analyze the types of tasks they can undertake.

Before the division of labor, one thing must be done, that is the work of mission advocacy, in fact, this is a relatively virtual thing, the main purpose is to make team members all know the interests of the company> the interests of the team> the interests of employees of this rule, Based on this, to talk about the value of the task, as well as the task of the arrangements. Why is this thing so virtual or to say? In fact, we can make an article inside, the emotion you want to convey down, such as this project is urgent, important, the situation is serious and so on, through the expression The way members feel deeply in this emergency atmosphere, because in the end no one can remember what you said, only remember their own feelings at the time.

However, the next thing to do is a very real thing, that is to make the team goals and personal goals are consistent, and set a just right goal, neither easy to implement, there is still great hope that it can be done It is a bit difficult to grow. Then there is the task distribution process, to consider the team's current working atmosphere, especially when the team is in the run-in period or the team members have experienced a wide range of job changes, job handover and other incidents, to be a good team member Between the run-in, coordination, familiar work, try to make the team reached a unified understanding.

Another is to make the team goals and personal goals consistent, in addition to reach consensus within the team, but also the disassembly of team goals, such as the dismantling of a large KPI into several small KPI, or KPI indicators in accordance with A certain percentage of split into several, and then a reasonable allocation to different team members, so that the fundamental solution to the problem of consistent goals. Next is the assignment of work tasks.

1, let members make their own work plan, claim the task. This is a way to take the initiative to work, promote employee initiative, is conducive to the improvement of their own staff. First of all, from a psychological point of view, this is a problem of human self-esteem. It takes the initiative to claim excellence in front of other members and takes the initiative to recruit some challenging work to speed up members' learning of new knowledge and integration into a combat-capable team Process; secondly from the task assignors, the initiative to claim is the best way to help members grow, but also to complete the task, with a responsible team is reassuring.

2, the scientific distribution of tasks. The first is the issue of task dismantling, whether the coupling between tasks and tasks is high, the relevance is strong, and whether the tasks can be completed separately. Another good task is the result of control rather than behavior control, will not be linked to a special task. Followed by the task allocation to match the ability level of members, take the initiative to claim is good, but if you can not finish, but will drag the team's overall progress, so in the distribution of tasks should pay attention to the scientific distribution, not blind to the poor ability Members assign some high-intensity tasks.

3, the task must be assessment, measurable. This is a test of quantitative issues, and the KPI indicators mentioned earlier is a bit similar, that is, each task to develop at least one can be used to assess the indicators used to verify the completion of the task, so more realistic and more convincing . The other is the use of assessment indicators to measure the completion of the task, you can also give members a sense of accomplishment accomplished by the task.

In fact, the distribution of tasks far from the above said so simple, the actual distribution process which may be more complicated. However, agile development model is more advocated initiative to claim the task mode, as time passes, within the team will form an atmosphere, in accordance with their ability to complete the task within its ability, it will create an efficient team, each member to do Possible to complete the most tasks, the team's combat effectiveness to upgrade up.

In addition, the distribution of tasks to be combined with the job requirements, it is easier to understand, such as development tasks assigned to developers, test tasks assigned to testers only. However, if you subdivide testers internally, you should pay attention to this problem. For example, the part of automated testing needs to be assigned to testers who are responsible for automated testing because ordinary testers can not do so.

Do not give promises easily in the distribution of tasks, and do not easily accept the promises of others. At the beginning of the task assignment, everything is still in the stage of evaluation and estimation. There may be a lot of uncertainty in the middle. Once the change causes the task to fail, it will become a member's burden, which is not conducive to follow-up work Carry out. Or in accordance with the actual situation, how to do what to do, unless the time really tight task, you need to establish a "military order" to complete the task.

Team division also need to consider the development stage of the team, the most effective fighting gold team, the most suitable for tackling tough; ordinary team need to stay a little buffer time to prepare for some uncertainty; learning team also need to set aside part of the time to learn something Skills to get the team to ascend and grow.

These are some of the more shallow on the division of labor management thinking, in fact, agile development model can greatly reduce the complexity of the team division of labor, a clearer formulation of the division of labor within the various members of the team, the current is a more recommended a team work the way. Professional division of labor can explain the "organizational behavior" of this discipline, as we all have different views in the usual work, welcome to share.