How to create a good technical culture

I think it is well known that good technical culture not only helps to grow up and enhance team cohesion, but also is a magic weapon to attract and retain talented people. However, in the end how to create a good technical culture? Better than us; Aoshi listened to the current three guests experience sharing. This article is the first in How to Create a Good Technical Culture.

Engineer's sense of honor

I think existentialism would think that culture is a way of describing the existence of a group of people. A long-term existence of a technical team, it will certainly produce some kind of technical culture. That is to say, the technical culture will naturally occur and will be influenced by human factors. And as the team's size changes, the team's technical culture may get better or worse, then I can measure it by some of the following.

● technical activity.

● high-quality talent density.

Engineers' satisfaction and sense of honor.

A good technical culture can give engineers a sense of honor and natural satisfaction will not be low. This sense of honor with a sense of superiority, such as the other companies will feel the technology is "earth", concept behind, backward tools. A culture of technology will contain some common norms, awareness, values ​​and principles of doing things, etc. If new people join, they will be well integrated into the team because of their influence.

Purifying the air is important

Technical culture is like air, creating a good technical culture is to improve the air quality. Reducing "pollutant" emissions is the top priority. Which are "pollutants"?

● overweight management behavior. The purpose of management is to ensure that product development is conducted on an orderly basis, while overly aggressive management can be counterproductive.

Improper development process. This is a slot, sloppy into the development process, will lead to the development process is not an orderly iteration, often due to arbitrary changes in demand and useless.

● quick success mentality. In order to save performance, regardless of quality, do not want to collaborate with others, or simply the pursuit of the performance of the sector, not for the partners to consider.

Not suitable for team people. Not suitable for the team is not necessarily the ability of people not, mainly the values ​​of team culture and cultural values ​​contrary to the values. The negative effects of these people far outweigh their contributions and should be decisively eliminated.

Enhance team cohesion

For the rapid development of the team, pay attention to team technology and culture is the team to further develop the foundation. Its genes are often the first few people or a dozen people decide. This is no different from the formation of corporate culture. But if you do not have the best of them in the first place, then as the number of new people increases, the culture of technology will soon be diluted and the more difficult it is for people to be better oriented. In the early days of Facebook, founder Mark identified a few very disciplined engineers' code of conduct and posted it on the wall. These guidelines reflect a technically pragmatic and practical style that draws some of the best engineers of this style. The cohesive nature of the entire technical team is getting stronger and stronger.

For the rapid development of the team, pay attention to team technology and culture is the team to further develop the foundation. To create a good technical culture requires efforts in the following aspects.

● establish a code of conduct. Although not mandatory, it is a good reference when there is disagreement among various actors in their collaboration and cooperation. So it has to be effective, not just slogans written on paper.

● focus on technology accumulation. Technology accumulation is the heritage of technology and culture. Seriously treat each project practice, not to solve the problem for the purpose, but to solve the problem at the same time, the experience recorded and accumulated.

● reward contribution, inclusive error. Incentive system is indispensable. Engineers to the contribution of the team must have honor and material double reward, motivation can be effective. Inclusive mistakes will not make engineers have serious concerns, because only breaking the stereotypes, bold attempt to gain something.

● Everyone must have engineering and technical thinking. The formation of a good technical culture is not just a matter within the technical team, it is also influenced by the corporate culture. Unreasonable development processes, inappropriate administrative systems, etc., will put all the effort to improve the technical culture.

To create a good technical culture is like the development of children's character and mental development, and it will determine the future destiny of this child.

Author Zhang Kejun, Douban front-end team leader.