Experience of Product Manager team management

Author: Shanning, Tencent Senior product manager, mobile Tencent Network product director, focus on wireless Internet product strategic planning and Product manager team training work

Do a team management and do business different, especially in the face of a group of highly intelligent product managers, need some strategy and patience; This period also some sentiment, also simple finishing precipitation, there are 8 points, in the internal team often say, here simple cut treatment after sharing:

1. Integrate employee's personal ability growth and team performance development closely

I remember as the beginning of the leader, I gave my position to do a distribution, in principle, 50% focus on business, 50% focus on the team, including team process construction sedimentation and team development, according to different stages can be adjusted;

We specifically require staff to combine team business development with individual competency development; The dialectical relationship here is clear, everyone succeeds in team success, and everyone's ability improves to ensure the team's greater success;

For example, when you deploy a job:

First, speak clearly about goals and meanings, my expectations and metrics;

Second, make it clear how this is going to help the individual's ability to grow;

Third, on the way to do things and ideas, how to do, do situational management, vary from person to person;

For beginners, directly explain how to do, detailed to the steps, let it immediately to implement;

For those who have experience, only need to be a general idea;

To the senior colleague, the method and the train of thought all let it be done, only need to clear my expectation;

"Ring drum without heavy hammer", encourage the perception of culture;

To do things at the same time, the development of core competencies, has great significance:

1 improve the core competitiveness of employees and improve their ability to resist risks;

I often cite an example, that is, before the mobile SP Business Glorious Period, SP product Manager does not need very high quality, does not need the complex product ability, a simple chart Bell puts on the line to be able to make money, is easy to obtain the recognition and the reward, but later SP bubble burst, these personnel are massively eliminated, the job hunting all nobody wants; I have received a lot of the SP Product manager's cover letter before, but most of them did not build up the core competencies and refused directly.

Every industry, every business, even every company has its own cyclical development, China's economic development will not always go forward, so we need to maintain a sense of anxiety;

I remember a time in 07 when I said a judgment, is that China's first large-scale unemployment wave is the state-owned enterprise workers, the 90 's state-owned enterprise system reform caused by the Laid-off wave, and the next wave of unemployment may appear in our white-collar industry, this may not be due to institutional change but economic development brought about; Other crisis factors that affect personal career development are also discussed: for example, the development of a company meets the bottleneck, the Internet industry is in crisis, the industry has a surplus of talents;

I often tell you, need to be in peace and stability of the days to improve their competitiveness, in order to resist future risks, even if the company to cut people, will be able to cut the ability of people, their own strong to where all can;

2 workers, staff capacity growth, can improve efficiency and ensure performance;

A newly recruited person can only be used for half a person at an early stage, but it can be trained independently, when 1 people use it, and some people who become the backbone can be equivalent to 2 people's work efficiency; Therefore, the faster we improve our ability, the more we work;

3 Truly "people-oriented".

The employees within the team are partners, the friend who encounters in the life, is not can dictate the subordinate, we are not the capitalist, cannot crush the employee's value, after making the result to go out of the door; This needs to build a kind of emotional high trust, we have a sense of security, can be happy to make more performance;

Implementation in the specific assessment, see also two aspects, one is to look at the results of the work of responsibility, the second is to look at the improvement of personal ability, the two aspects of different stages of development have different proportions; if only the results of the performance is good, but the individual ability does not progress, also will not get s; We have to use s as an incentive to give those who work well, and progress quickly at the same time;

2. Establish and strengthen the cultural atmosphere of the team, values

Employees should follow the company's most basic cultural values: positive, responsible, cooperation, innovation;

Within the team, in addition to adhering to the company culture, but also to strengthen the business and team development needs of the values, to create a good style and atmosphere, and as a team characteristics of the heritage of culture.

3 result-oriented, strengthen the ability to cultivate in practice, learn to swim in the water;

The most effective way to improve the ability of an employee is to let him do things. Sometimes instill a lot of truth, methodology, armchair, often is useless, also easy to incur disgust, can be some general ideas, and then simply push the water, let him in the study, choke a few saliva, learn to swim, of course, in the process, To set a good monitoring point to avoid risk;

Case：

For example, our new graduates cultivate, I personally do not object to round after round of training, virtual some topics to let them do, or do simulation combat; Not that this method is not good, but should be enough; the most effective way is to coach-type tutoring, first simple training, let him go to work directly, to the wall, to the self summary , we found that this result is very good, not only share the work of the team, the graduate individual growth is also very fast, and his personal sense of achievement is strong;

Virtual stocks even earn 10 million, there is no real stock to earn 1000 of the excitement;

In addition, the reasonable authorization, also completes the overall monitoring, on the one hand guarantees the result risk to be controllable, does not cause the huge loss, secondly, once really has the question, leader also must undertake the responsibility preparation;

4. For the ability of employees to grow, allow failure, can pay some trial costs and costs;

In the end, there is a chance to adjust the right direction, this is a valuable experience, but also a good way to improve learning;

Listen to a VC friend said: Do not invest to fail more than 3 times the team, do not invest in a team that has not failed; the lessons of failure are critical to everyone; sometimes I know that what employees do may have bad results, but I also choose to respect his choices, so long as the results are manageable, This risk is not big enough for me to bear;

5 lead by example, to their own high requirements, more tolerant of subordinates;

First of all, as a leader, their ability to be very strong; training other product managers, at least their own product ability to be very professional; there is a bucket of water to give others a cup, you can not only understand a little fur, to sell to others, sometimes others will be in your power reluctantly, in fact, we all know.

Remind yourself to continue to learn and improve, to have a higher pursuit; I have a senior Product manager professional ability requirements are relatively high, to be in triple identity must have development: industry analysts, system requirements analyst, interactive Designer;

Self-discipline at the same time, but also to avoid causing great pressure to subordinates;

I am very honest in the team said that everyone in the team is valuable, have the length, have their own positioning. I will ensure that the attitude of tolerance to see, for example, in the Tang Monk's team, although the eight precepts have shortcomings, but also have a lot of useful, to learn success also has a great contribution; but please also understand that we will give you the opportunity, but our most important premise is to ensure business development, if the individual ability can not adapt to the pace of business development, Given the opportunity is ineffective, you can only adjust the job.

6. Strengthen the team process sedimentation and construction;

A team is a system, as long as the rules are well established, they can develop themselves; the precipitation and enforcement of team internal processes is critical; the difference between a good team and a mob is that.

When a team can work according to their respective roles, leader can jump out of the team's circle, focus on external affairs, coordinate external resources to meet the team's larger development;

Another aspect is the document, the document guarantees the communication and the inheritance, our each product document must unceasingly optimize and the profession;

I always think that a good team, whether leader or not, the team is in order; we can do it now, but we must continue to improve;

7. Discover and train talents, strengthen Echelon construction

Leader should pay attention to the training of team Echelon and successors, first, choose successor, then have the plan to create the condition to cultivate;

As we have emphasized internally, first, everyone has a director, there is a phased division of labor, everyone can find their most suitable development positioning; But leader not everyone is fit, on the one hand, the opportunity is limited; Secondly, everyone's development speed and level are also very different; within a team, It is necessary to have a echelon, in order to ensure sustainable operation; Not everyone is strong, do leader bar;

In terms of choice, we define our values, such as emphasizing the ability to learn, the willingness to develop, the outstanding performance, the tendency to tilt the limited opportunities to those who run fast, the faster they grow, and the people behind them, and the wishy-washy of a group of people, disregard, in fact, there is no future;

I often cite an example is about Tang's monk's team; everyone is useful, but only Tang's monk to do leader, this can be taken, if it is pig do leader, that may be halfway to the daughter of the country under the cub; In addition, there is a view, but when the situation is good, we need to pig such people, But when business goals cannot be guaranteed, the survival of the machine, pig this category is most likely to be cut off danger;

8. Strengthen effective communication and encourage communication;

Some scholars say that managers need to have a lot of time to communicate; often chat with everyone, including work status, study, observe the working status of everyone, find something wrong, immediately chat; and especially strengthen the team's internal active communication culture, encourage communication; The following colleagues have any questions you can contact me at any time, Eliminate any psychological barriers, we are partners, not just the subordinate;

Now, I do feel that the team is growing, at least in terms of product manager ability, I can confidently say that we are in the forefront;

I am also grateful for the overall growth of the team, as well as the outstanding talent in the team, it is with everyone's rapid improvement, to their own independently to stick to their own positions, as a leader, I have more time and energy, attention and research industry, consider product strategy and training Product manager methodology, can precipitate some knowledge , write down this passage;