As a team manager, I have been involved in the back-end, front-end and mobile teams for seven years. Team management is a very deep topic, and we need to constantly beat ourselves to get our own growth. This article mainly summarizes some simple truths learned in these years.
1. Manage yourself well
Personal locator
Each team is different, and the positioning of managers is different. I lead a technical team, so MY positioning is as follows:
(First of all, take a break and put up a screenshot. This is the XMind mind map summarized when thinking at work.)
Each node in the figure should be thoroughly understood. Later, there is time to expand the details bit by bit. Please pay attention to the subsequent article, which will not be expanded.
You can see the percentages. Each leader may not have the same allocation of time, and each stage is different. The proportion of business orientation, technology orientation and talent orientation will be different, and they can flexibly control their investment in all directions according to the growth stage of the team.
Good example
As a manager, the first thing to do is to take the lead and set a good example. The status of a team can often be intuitively seen from the status of the team leader.
When team members work, they will develop their own style and ways of doing things, but in this process, they often choose an object as a reference, and their leader is basically regarded as the first reference. Therefore, when you do things, you are also setting an example.
Good habits of players need to help him carry forward, bad habits need to slowly correct it, these are constantly cultivated in daily work.
As a manager, you need to have several basic elements;
- moral
- Reward is clear
- tolerance
- Pattern of higher
- Learn to authorize
Here are some of the most taboo things to avoid as a manager:
- Use their own standards to measure the players, others do not point out and teach him the right way, remember to raise their own to belittle others, everyone is not the same level, standards are not the same, treatment is the same
- Take credit from your team so no one wants to follow you
- Painting a pie, unrealistic, ultimately will not last long
- Workplace PUA, such management out of the team cohesion is certainly not good
Manage your time well
- Recording time
Make it a habit to take 20 minutes at the end of the day to review what you did during the day and how much time you spent on each, and write it all down.
- Regularly checking
This cycle can be a week or a month, but I recommend a month or so, so that you can know if everything you do is really meaningful, is really worth doing at this stage, and has an impact on the final goal. Summarize the rules of this period of time, get rid of some bad habits in daily life, and put an end to ineffective things slowly.
- Integrate the fragments of time
Through the second step of review, gradually identify some pieces of work that must be done but are not urgent, and schedule them at a centralized time during the day.
Learn to insight into human nature
Dale Carnegie’s “How to Make People Weak” is a very good book, read this book, and try to practice in the work, you will find that in dealing with a lot of problems caused by people, in fact, it is not so difficult.
Quote a master’s impression of reading, we are interested in suggestions can be read in depth:
Don’t criticize or complain about others: Yeah! Criticism is dangerous because it often hurts a man’s precious pride, hurts his sense of self-respect, and stirs up resistance. Jealousy caused by criticism will only lower morale and feelings, and will not improve the things being blamed. If you are a good friend, appropriate advice is ok, but the attitude must be gentle, friends and we disagree, also to stop.
Inspire a strong desire in others: if everyone could put himself in others’ shoes and see into their minds, he would never worry about his future. Start by identifying the most pressing needs in the other person’s heart. If you can do that, you’ll be like a duck in water, otherwise you won’t get anything done. We often talk about others with the attitude of “it doesn’t hurt to stand up”. In fact, do we really consider for them from their point of view, mood and situation? No, never.
Try to get to know others instead of scolding them; Try to put yourself in their shoes — why they are doing it. It’s much more rewarding and fun than criticizing, and it inspires compassion, patience and kindness.
Technical students are very simple in nature. They deal with machines every day. Most of them are easy to get along with.
Insight into human nature is to learn to dig deep in the hearts of everyone idea and requirements, I every month and different classmates do one-on-one informal communication, situation can choose relaxation place, such as a project just completed, can be to eat a meal, drink a cup of coffee, can also be a side walk, in the form of time can be between half an hour to an hour, Be a good listener, not a lecturer.
Being sincere to others is a necessary condition for you to be a qualified listener. First of all, you need to be recognized by everyone. You can really solve everyone’s problems, recognize you, respect you, and talk to you from the bottom of your heart.
How to be sincere to others, I think this is very simple, don’t be afraid to mingle with everyone, don’t be afraid to lose the authority of the leader, more interaction with the team, can adhere to their own standards and principles in the work, can completely free up their own nature outside work, let everyone feel more real you.
Learn to authorize and use strengths
Authorization is not a hands-off job. Before a good authorization, you need to define the responsibilities and goals of each position. Things that should be within your scope of responsibility must be done by yourself, and things that are not within your scope of responsibility must be gradually delegated to competent students, so as to free up your own time and think more about the team.
Everyone is not a machine, is not good for nothing, are flesh and blood of the body, have their own ideas, so has their own strengths and weaknesses, as managers must learn to foster strengths and circumvent weaknesses and strengths of choose and employ persons, as long as he’s shortcomings don’t affect the team, can turn a blind eye, peaks and deep canyons, who can ensure that they are a perfect person?
Some managers like to catch someone’s faults infinite amplification, see every day is the man’s faults and weaknesses, as time passes the basically ruined, he not only don’t obey you, besides is not for you, he is likely to bring many negative effect to the team, such as spreading negative emotions in his circle of rice, It should be known that each recruitment process has to go through layers of screening, and it takes a lot of manpower to recruit one person. Such a situation often occurs in a team shows that management is very failed, and managers need to reflect more.
Some people have strong communication skills, which can be cultivated as an export of external communication; Some people have strong technical ability, can be trained to become the technical backbone of the team; Some people have strong business ability, can be trained into demand control, project management expert; And so on… You need to sink down and listen to everyone, observe everyone, to find the best in everyone.
Strengths of choose and employ persons will be responsible to him, let his strengths can play a real role, but not for people positioned, the premise is to make each role and responsibility of the team needs to have explicitly clear, according to requirements to find the right person, so will be good to his duty clear definition, target well short of long plan, not the management of grazing type, Instead, let him see what his efforts can bring for him, for himself, for the team, and for the company.
4. Make decisions: How to make effective decisions
As a manager, there are many tasks every day, and decision-making is one of them. It does not take much time to make a decision, but how to make an effective decision?
- The first step is to understand the ins and outs of the decision to be made and the root cause of the problem
- Think about the conditions that must be met to solve the problem, and identify the boundary conditions of the problem
- Think carefully about the solutions to the problem, whether they can be really implemented at this stage, the labor cost and time cost of each solution, the teams involved, and estimate the good and bad effects of each solution in advance
- After determining the plan, it is necessary to do a good job in the process of monitoring the effect, timely collect feedback, timely find whether the decision is correct and effective