At the end of the year, today I stand as a leader to look at the following issues and share soft skills with everyone. If you are just a front-line developer with thousands of faces, although it may not be accurate, I hope you can also make a reference:
- Why do I do more work than others?
- Will I be rewarded for my efforts?
- Do meetings really make sense?
- What are the benefits of grouping? Is there a downside?
Will stand
The rules
Two months ago, due to the need for rapid iteration of a project, two teams were set up to deal with it. First, two photos were put on the website and the rules were “I can’t find the electronic version and I took a print version” :
As I said above, our set of “standing group” has been tried for more than two months. There are advantages and disadvantages to introduce to you below.
Group assignment
Unlike previous development models, which could only be:
- 1. Meet the demand of the product, estimate the time, and confirm the pure development time
- 2, N front-end staff + N back-end staff for collaborative development
- 3. The test is completed
Actually above 1 will be a problem, the key is 2, 3, communication cost consuming and even spent some things “to” “to find the problem”, above test, the front, don’t know who is this API development, such as test question thrown to the front, front end don’t know exactly which back-end, threw the back-end don’t know which specific to find the front end. Who can achieve what progress is also unknown, so the establishment of this group is to solve these fundamental problems.
Each group: front end + back end + test + product
So we set up two groups for project X: Group A + Group B
Each group: two front-end + two back-end + one test + one product
Note: there is no competition between each group, but more of a cooperative relationship to help each other.
For example, group A will meet at 12 o ‘clock every day, and Group B will meet at 2 o ‘clock every day after the break. The “standing meeting” should not exceed 15 minutes at A time. You can see all the details in the picture above.
What did the group gain?
By grouping together this way, rapid iterations of project X became much more efficient, we didn’t have to worry about working together, and both team members and “allocators” could easily control the progress of the project within the group for 15 minutes a day
For team “development”
It is no longer a headache for the front end to find and pair interfaces. The front end can better plan daily tasks. Today I “draw UI” and tomorrow morning I “pair interfaces”, and every day I reserve several hours for emergencies such as: temporary needs, temporary meetings, and urgent bugs
For group “tests”
In general, I will ask the testers to make the final summary of the station meeting every day, developing and sorting out the content of yesterday and the content to be done today. At the end of the test, they will say which functions were tested yesterday, what problems are there, whether they need to be adjusted by the development today, whether it is urgent, and inform everyone of what to be tested today according to the content of the development yesterday. If there is a problem, it is better to go directly to the person in charge so as not to disturb others
For the group “product”
The product will be met every day, and the team members will answer the questions in time. If there are some big problems that the products have not taken into account, they will be given time to adjust and modify, so as to avoid the delay caused by the exposure of problems near the end of the project. Every Friday, the next week’s task is explained.
For the leader
It is really done, the progress of the project is at a glance, no one is doing what is clear, everyone’s workload, work ability at this time also fully exposed. The task of this group shows each person’s task difficulty + workload in the form of “kanban”, which is helpful for year-end settlement and KPI. There is also weekly summing-up meeting every Wednesday, which can revise and adjust the questions of each group.
conclusion
The establishment of a group makes everyone’s time close to saturation, the people who used to fish in troubled waters are gone, no matter they have the ability not to work, or not, at this time, they dare not slack off, we do not work overtime “bubble”, but we hope that everyone in the 8 hours of work wholeheartedly, to win our own free time.
disadvantages
See here in fact we all know, the disadvantage is: “time saturation” we are busier than before, there is pressure, tomorrow station will say what need to spend some time to prepare, can not go to work to touch fish.
In scoring, we need to know that everyone’s expectation of a certain task’s psychological score is good, regardless of whether it is front-end or back-end test. However, because everyone holds cards and scores together, we think it is too formalistic and the effect is not ideal:
In comparison, the scores of test and product are actually in line with my expectations. I can understand it if I put myself in my shoes. Therefore, “scoring” is nothing, and WHEN I have time, I will go to “Kanban” to give a score instead of asking for opinions.
I think it was quite successful. In my opinion, no one had the slightest negative emotions. We talked and laughed every day to finish the station meeting and do our duty every day.
Observation of members in the group
The group cooperation, the workload depends on self-consciously to receive, may be all old employees, we also count as force, but also relatively give me “face”, the amount of tasks * work difficulty of each person are all in line with my expectations for each person. A few members even exceeded my expectations (a surprise below).
In addition, I also summarize my experience of “R & D” work, such as developer competence, efficiency, positioning, etc.
The Intern’s Test
As mentioned above, our group actually has a probation period to join, the function is the front end.
In the first two weeks, the station would not say much, and asked his leader was told that he was new, just one month into the job, give him some time (suspicious face, there is nothing worth spending half a month to understand).
In the third week, I can basically speak about what I did yesterday and what I did today. For example, I did XXX yesterday and optimized XXX today. “What optimization” : “Adjustment of cursor XXX input event”. “…”
Station meeting is like this, you did not produce anything every day, is not made up, can not stand scrutiny. Kanban is full of tasks, all self-consciously, and what he does is not business related and doesn’t need to know much time, which I already have a preliminary “lazy impression” of him.
I asked the back end of the group for confirmation, and entrusted the leader of the front end to talk to him.
Laziness is like a plague, it will quickly spread in the team, making other colleagues with the same salary very unhappy. I don’t want this kind of negative energy to happen.
In fact, the next two weeks still no improvement, near the end of the year, I do not want to be a villain, I can only truthfully write evaluation, wish you good luck.
Some tips from the group
Over the years I’ve found two types of people:
- The interview was mediocre and the entry exceeded expectations
- Great interview, mediocre entry
Some people just don’t do well in interviews, but on probation, they find out: Attitude is very good, very positive, work efficiency is fast, even to the task of home is dry, basic work is done, let me a little touched, remembered I had also is such, although I know that may be “probationary period” factor, but also very rare, attitude is very important, I care about, take a look at the code quality, logic. It also left a good impression in my mind to increase some tasks appropriately and become a regular employee in advance. In the future, I am willing to trust them to handle some large independent needs. At the end of the year, I will naturally apply for a salary increase according to the company’s system.
As for induction normal kind of person, it is helpless, if he inadvertently passed probation more helpless, completed some work, I hope not too many requirements, work together happy good, basically see his attitude, if attitude very good ask for charging, or participate in a product design, etc., will make people sit up and take notice.
Remember: negativity, negative energy, laziness, not connecting with others.
In addition, have questions and colleagues to ask more, more chat. If you are also active in work, the leader will assign more and more tasks to you.
2. He wants to promote you
In view of the different thoughts of each LeDear, consider yourself.
Either way, mind your attitude! Mind your attitude! Mind your attitude! Don’t be negative.
Choice of probation period
I have a different view from the other leader of the company. I think he is more reasonable, but I want to think about the long-term.
What he did: Give more work to people on probation! Let it saturate, observation ability and efficiency, almost become regular, not change.
My approach: inform him of the requirements, listen to the requirements together, inform him of my views on the requirements, pay attention to points, technical stack, excluding the time I am familiar with, I will give him a time THAT I expect he can absolutely complete. By his own initiative,
- If the super
I’ll take a closer look at the code and think about giving it another chance
- If you finish it in exactly one day
To see if the code has been submitted to the history of the plan is well enough to judge the potential, I have not lost three months.
- If it’s a lot of days early
I really met one colleague who was assigned a task on September 30, which was expected to last 10 days with one demand, but the result was good. After the National Day holiday in October, he told me that he had finished writing it at work. I looked at the code and basically there was no major problem. If the probation period is too hard, even if I finish it, I am afraid I will be too angry in the future.
Each leader has his own “eyes” staring at you, not to ask everyone to work hard, but to run to their own purpose to work, if you want to mix, pay attention to not step on the red line, mix.
How to communicate skillfully with colleagues
Todo draws the next chapter
How to ask a colleague a question
Todo draws the next chapter
How to communicate with the leader and CTO
Todo draws the next chapter
Original text: github.com/pkwenda/Blo…