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This article was written in 2019, the original link is 404, the content has been updated, published synchronously here, for growth and promotion, early chat has done two more in-depth sharing, you can read the next share.

Regardless of connections and luck, there are two criteria to be nominated and promoted: outstanding business results and significant ability and cognitive change.

A few Internet companies, usually one year, there are two promotion window (ali), is a regular buddy window, promotion in April each year, select performance for the last fiscal year, growing, the largest part of the best students (has certain proportion limit, such as 10%) nomination for promotion, to participate in the promotion project review, recruit success is through promotion; The other is an exceptional promotion window, usually in October, which may not be available in each year. Students who have made significant and outstanding contributions in the current year are selected for nomination. There is no proportion or quota limit, because there are few or even no suitable candidates, leading to a vacancy.

Another is to participate in the promotion of students, must be the worker for more than a year of classmates, actually think you can understand, if a student just five months into the company promotion, that when interviewing the grading of low percentage (this would happen, but the low), is belongs to the recruitment, so in line with the promotion of threshold object is usually to meet the requirements of a particular employee.

The promotion model is nothing more than senior to senior, senior to expert, expert to senior expert to senior expert. It may be a different title system in your company, but the concept of hierarchy promotion should be the same.

Regular promotion is easy to understand, look at abnormality promotion, every year there are very few people recruit successful, referred to as “green tong, these people are usually on the contribution of the whole company is quite big, abnormality window is a contribution to the theory of promotion opportunity, the team should have continuous burst forth talent, and persistence to get pretty outstanding business results, even play dare to take the result, Fighting a good battle can also inject greater energy and morale into the team, which is what managers like to see, but also what startups like to see.

Promotion is a touchy subject

Promotion in your team may not be a sensitive topic, but it must be an important subject, is both important and sensitive, it is very difficult to talk about it on the surface of the table, is more a private party when the murmur or a slogan to complain, this is of course not the phenomenon of health, but it is a small scope of the security, after all, the workplace is a promotion and pay increase, only Bai Fu beauty, Salary is a big factor in almost every company, so promotions are often not mentioned publicly.

Before discussing how to treat it, we should discuss why many students cannot treat it correctly or objectively.

What, you want me to take it easy? Shock face.jpg. And objective? This isn’t all about unspoken rules. GIF?

First, a disclaimer: I work nine years experienced ali, and only two other companies, only the simple experience is promoted in ali, vital experienced talents in startup model and process of the whole promotion system set up and perfect, at the same time as a result of these startup company’s promotion system with ali is very close, so I construct the foundation of the whole thesis, It can be understood as an Ali promotion or a quasi-Ali promotion.

Based on this experience, I also guided a lot of children to participate in their company’s promotion, and almost all of them were able to pass the exam. I think that other companies have a promotion system, how to promote, and the standards and rules of promotion, so I try not to talk about views without facts because I don’t have enough materials, and I hope you can understand.

In a small office and company environment, the change of personnel is the most common things, the personnel of employment promotion and punishment are common things, just from the strategy of the company the head to the execution of the grass-roots staff, is a flow of information transmission, the transmission in order to have greater penetration efficiency and smaller path out of focus, it is bound to give all the management of certain rights, That right includes the most powerful and visceral performance evaluations including dismissal.

In this post, you do good and bad, first will get the boss approved this layer, as well as the related department for approval, and your performance is good or bad will affect your income and the future of space, this is the most concerned, all working people naturally let management form the binding, and there is a clear hierarchy. It is not necessary to determine whether this kind of deterrence is good or bad. It just exists objectively and maintains the continuous and effective operation of the whole human society. At the same time, management must be anti-human nature. * * as it is to ask you what to do what not to do, when the constraint relations and the control mode of existence of human nature, no matter what in your company team, have to be in a particular management quadrant, naturally some fear of power, at least, is treated with caution, of course you need to perform to perform, don’t like to perform also wants to do, This is not necessarily a happy workplace, but he is an adult mature professional working within the specific rules of the game, in the workplace, security is very important, and the human nature management and the existence of constraint patterns, will exacerbate the pursuit of this security, will allow you to proceed with caution, with no right or wrong, but as long as there is the discreet behavior patterns, When the high-tension line of salary increase is not to be touched, and when promotion and salary increase are always the same, we will have a lot of complicated emotions and understanding in it every time we look at it, and finally it is difficult to treat it correctly, at least it is difficult to look at it objectively and evaluate it.

This whole paragraph is just to get me to the point: Wages and benefits since most companies is the high tension line, a touch is dead, that we should strictly abide by, but the promotion is often not high tension line, we should put these two decoupling, apart at a promotion, the eyes can clearly see a promotion this part of its causal logic is where, what is the relationship between it and growth, what is the relationship between with me, At this time, we can analyze the benefits and challenges of promotion from a more specific perspective, so that we can easily relax our mentality and naturally have a psychological basis to evaluate, look at and implement the plan.

Promotion is about growth, not fairness

It’s easy to think of a person a promotion, because he stayed up here should have the qualifications for many years, it’s quite a queue, so the people in the early, the sooner you get the opportunity, according to the timeline from can reflect fair feeling, or a promotion, we feel an engineer to be in his technical strength to a level, then it will ascend, Up or technical weak person loses the fairness, actually is not, in the eyes of the market promotion of the judges, promotion is the nature of selection more ACTS as a force for the company can get the result and high degree of subjective intention of the excellent talents, at this point is not only the ability to grow technical strength of the PK, PK is also the business results, but also a comprehensive capability maturity PK, In this case, there is no fairness in the timeline, nor fairness in the ranking of ability, but comprehensive strength needs more figures to prove it, no matter what results the business has achieved, what honors the achievement team members have won, or what level of thinking pattern they have reached.

That’d be promoted itself is not fair, is the results of some students appear unreasonable, I believe that there must be, at least I contact ali dozens of good or the relationship between the general technology/product/operation/design of friends and colleagues, from their ridicule, can deeply feel their grievances and complaints, Let me give you some examples to give you a feeling (each one has a specific character corresponding, is not imaginary) :

  • Will a front end, hard work in Ali dedicated 9 years of youth, only one promotion opportunity? The answer is yes.
  • Will a back end, after two years of hard work to do all the dirty work and give results, the result was forcibly taken away by others? The answer is yes.
  • Will a back end, more introverted, get promoted to meet business-expressive judges, and be eliminated by another outward-looking technique? The answer is yes.
  • Will a front end, originally agreed to nominate a promotion, but another colleague quit, the boss reluctantly gave the opportunity to someone else? The answer is yes.
  • Is it possible that one front-end, which had been growing smoothly, was lost due to frequent organizational changes and five bosses? The answer is yes.
  • Is it possible that an operation, where her boss is only concerned with relationships, regardless of ability, marginalizes her and promotes others? The answer is yes.
  • Will it be impossible to make a product from 0 to 1, only to be snatched away by other department bosses, leading to hopeless promotion? The answer is yes.
  • Will there be a front-end, the performance of the three quarters has been in the head, the result of the boss at the end of the year to force C, in order to transfer the quota to others? The answer is yes.
  • Will one operation be transferred three times due to organizational structure adjustment for 6 consecutive years, with good ability but no possibility of promotion? The answer is yes.
  • Could it be that his boss is a nepotistic, who won people over with promises, but didn’t suck up all the way? The answer is yes.
  • Will not a front-end, the boss does not care how he grows, dirty work should not be connected to the live all to him, leading to promotion hopeless? The answer is yes.
  • There are too many meetings, meetings, meetings…. I could go on and on, this is just a small sample of what I’ve been exposed to…

Why is that? Why can’t we make every case fair and reasonable, let every talent who should not be delayed have a chance to display, let every person who fudged the pie be eliminated early… Obviously with a not to listen to words to describe is: the forest is big what birds have, with a label words to describe is: big company disease, natural rules can not be fair and fair.

However, will we deny the promotion system of 110,000 employees of Alibaba because of so many negative, unfair and unreasonable cases, including the talent selection results of the past 20 years, and the rapid growth of the whole economy brought by the talents emerging from this selection mechanism? Similarly, whether the above so many cases of unsuccessful workplace promotion should be attributed to other people or other objective factors?

Obviously we won’t go to such arbitrary conclusion, because the rule is the continuation of support system, the system is to have their own independent values judgment, the rule is that on the one hand, fair rules cannot again at the time of application, let every case fair in full, no matter how much involved in the decision making subjective intention with the fair, Moreover, the people involved in the decision making must have a certain percentage of capacity and mentality defects, including information opacity – leading to an inability to make fair decisions.

But on the whole market promotion, unless you are the whole promotion in the company system is described, the rules of the specific execution is collapsing, so that from the market point of view, it must be leveled, and must have technical ability to the gradient of the combination of business results, and the outer panel and the comprehensive value of competitive relationship between departments into a result, When we realize this layer, he know failure, is successful promotion is due to the success or failure, the ingredients because although there are environment and others, but the composition is not big probability is not the most core components, the core of the still is their own, no matter success or failure, is only an experience, a new journey to the next to re-examine and adjust themselves, To revise the program to get the next stage of growth and a second chance.

Most of the time is not the difference of thinking ability, just different mentality, state of mind as long as correct, many of the above phenomena we wouldn’t be too biased cognition, I know that some front classmate, after 2 ~ 4 times of promotion after the setback, the outlook on life is certain distortion happens, state of mind is no longer health, Even affect his work and family stability, there are others factors behind these setbacks, also has its own factors, but in his heart is magnified by the factors of others and infinite narrow its own factors, divide feeling more and more strong, against heart also more and more strong, instead of his career status has a greater influence, is very regrettable.

This also reflects to some extent, the engineer the profession, dealing with machine too much people to work for four or five years of undergraduate course, the whole social personality and maturity on the shaping of less than average social people will pretty much, in this context, the programmer although technology very accomplished very competitive income is very high, However, the lack of mental maturity will lead to a lack of rational and objective view of the problem and a lack of fireworks.

Behind the promotion logic is the hierarchy

Here are two bites of chicken soup:

  1. By decoupling the topic of promotion and salary and looking at promotion alone, it is less sensitive than we might think and can be discussed with a more open mind
  2. As long as the promotion system works relatively well and doesn’t need to be demonized, we should see it as a great opportunity to test our growth

As long as I have chicken soup, I can start to talk to you about the internal logic of the promotion system and how it works.

Most companies have their own rank system, the so-called post level, and even distinguish between technical post and management post. For example, In Xiaocai (now a little different, but similar in the big logic) and Ali, they distinguish P and M, P is the technical post, M is the management post, for the front end:

  • P4 (junior) front-end engineer, usually an intern recruited by the university
  • P5 (Intermediate) front-end engineers, usually within a year or two after graduation
  • P6 (Senior/senior) front End engineer, usually after three to five years
  • P7 front-end technology specialist, usually after five or seven years
  • P8 Senior front-end technical specialist, usually after working 7/10
  • P9 Senior front-end technology expert, usually ten years on
  • P10 researcher

At present, in the whole front-end industry, P10 is basically the known ceiling in terms of pure technical attainments and value realization. That is to say, it is extremely rare for a front-end to achieve P10 in the whole Of China, so rare that alibaba, for example, has been promoted to the FRONT of P10, even less than 5.

The starting point of management is P6, which is equivalent to M1, and P7 is equivalent to M2, and so on. In the management position, some pioneers have moved to a higher level. For example, some pioneers in the industry have opened their own companies and made their companies very large, so they become THE CEO themselves.

The scope of our discussion will be locked, locked in the P series, that is, the pure technical route. Looking at the whole front end industry in China, in the past 20 years, there are very few people who can be promoted all the way to THE P7. That is to say, for the front end, to become an expert (P7) is the first ceiling. It is a pity that it still stays at the level of P6. In fact, for all front ends, all front ends can reach the LEVEL of P7 as long as they are committed to self-driven learning and improvement. They do not need a high IQ as long as they are normal front ends. The only difference is fast and slow.

Since it is so difficult to get to P7, it is naturally more difficult to get to 8/9/10. Let’s lock the scope to the level of P4/5/6/7, because when we get to P7 and above, we actually do not need the help of this article. We can make our own independent and objective judgment. On many topics in this paper, it is easy to cognitive is not complete or not, so P4/5/6/7, this group is usually work within 10 years, and from the point of view of distribution, large probability is within 5 years of work in the most, so this group in the company’s talent structure, in which is layer, namely the weak management and partial execution layer, Authority is limited, the stage is also limited, but it is a very important part of the company, because this group is the leg strength of any company, the company goes fast must rely on the leg fast.

The hierarchy is not just about skill

Then rank system is how to set up, there is a big, big knowledge, even need to use a third party professional company to help build, I can only say the most simple logic, any technical team (as long as the slightly larger) have technical ranks, who is forced ranking must row out technology good comprehensive ability, who technology generally comprehensive ability is weak, If they are properly layered, they will form the most primitive hierarchical gradients. For example, if we use some common industry terms, we can understand them as follows:

  • Effective execution: Disassembled task points can be completed with some guidance from others
  • Independent completion: With less guidance from others, you can complete larger and more independent functions independently
  • Solo: Able to tackle a complete complex project or product line without coaching
  • Own set: To face more complex problems, cross-domain effectiveness identification and use a variety of resources and approaches to solve them
  • Creative solutions: Creative solutions to more challenging and complex problems in the larger scope of the department and above

Simply based on these five levels, engineers can correspond to P4/5/6/7/8 respectively. After a slightly fuzzy internal level definition, we can compare with major reference objects in the whole industry, such as Alibaba or Tencent, to see how big the gap is. For example, we can compare the P6 of the start-up company with the P6 of Alibaba. Both for ali’s classmates over the company, and the company’s classmate made a job-hopping and went to ali, or with the aid of the relationship between friends and colleagues know more fine, or with the aid of third-party intervention, will always find a roughly corresponding relation, there is no relationship, not completely corresponding so long as has a high degree of differentiation, the degree of differentiation is for judge, let judges have to distinguish the dimensions to define, Not only Alibaba, but also Byte, Tencent and Baidu.

If the company wants to be more detailed, it can also classify and quantify the capabilities appropriately, such as technical capabilities, general capabilities and management capabilities. Each capability can be further divided. For example, general capabilities can also be divided into: Communication skills, customer oriented, judgment, decision making, and so on, the favorite accordingly on these dimensions, quantify the grade according to certain rules, then quantitative and then through a certain formula) is the professional company, often have the formula of weight distribution and rank initialization, basically formed a real rank relations, The diagram in front of the whole team or managers, with poor psychological expectations are not many (especially more individuals with poor need to be adjusted again), so the rank relationship again ran mature application a year or two, all of the jury panel, including managers are to he has a more in-depth understanding of, This set of perceptions gradually formed the company’s relatively fixed standards for promotion.

When the promotion standard is established (and the adjustment of industry status will be followed every year), promotion becomes a tool to select talents for the company. From a personal perspective, it is to obtain a greater authorization and stage. Of course, there are material returns and spiritual harvest. Back to the company’s perspective, don’t let any one block will become the tool of fate, and define the talented person, even in technical department, all is not only a pure technical strength, is a comprehensive, technical strength is just a very hard very hard threshold, the threshold is not to, it is hard to squeeze into, even if the words, If the result of the short board, too obvious or other business is very bad, is also difficult to squeeze into, even technology and results in, if the subjective intention degree special passive resistance of children’s shoes, also hard to squeeze into, even if the above are met, the review level of thinking path/analysis/strategy construction played well solve the skills of these aspects, Same promotion will fail, so talents of beginner’s mind and the target is good, but must be certain proportion of selective or failure probability, for never got a chance or recruit failure that we must uphold a healthy mentality, not to a theory of success or failure, itself doesn’t think employees to success or failure of a theory, but after the failure, Think about what I’m missing and need to improve, and how I can improve those options next.

How can I improve my chances of promotion

Wrote a lot in front of the process of thinking, there are also a lot of content), I think we care about most or methodology, so I wouldn’t have launched, directly to chat as a P4/5/6/7 front-end engineer, mostly in the three to five years of work, and how to fight for the nomination, how to prepare, and execute the implementation, and finally how to convince the judges, This article focuses on how to get nominated.

The nomination usually comes from the supervisor, that is, the supervisor is superior to you. First and most important, you should maintain a healthy relationship of interaction and trust with the supervisor. If you are busy for a year, you only let him know what you have done, but not what you have done, how you have done, how you think, and what problems you have solved. If you have any obvious changes in your mental attitude and ability, you will not stand out when you are nominated. Students with dark mental attitude will regard this as flattery, but they do not know that maintaining communication with the supervisor is a basic requirement for an engineer in the workplace.

In addition, there is one of the most basic premise, that is your technology must be greatly promoted, and the business on to accomplish something (doesn’t have to be very big, but at least not a failure), and technology greatly enhance not only refers to the front behind you sneak don’t slip, deep is not deep, but also depends on your perception of technology, Such as its risk, benefit, to the impact of the team, the maintenance cost, wind direction, the business community of the drive, the study of the threshold and so on these, you have to have their own independent judgment, so pure it is very important to maintain good interactive relationship with their boss, but if you ignore the technology growth, it must be no chance.

Again, quite apart from the head of the look and feel of the technical achievement with you, your influence is the key factor that decides the success or failure of the promotion, again: don’t think much, its technology will be promoted, once was promoted to SB, boss and company is not the idea a little help for individuals all have no, see a promotion, you must see: Technical strength, business achievements and personal influence are all indispensable. Technical strength is only a necessary but not sufficient condition for promotion. This is why some Ali kids I know have not thought through things thoroughly, thinking that technology is superior to the rest of the world, but ignoring other key factors.

Here’s how to get the nomination:

  • Great leaps in technical strength (not mastery of a certain framework, but systematic improvement of cognition and comprehensive ability)
  • Business results are long-term outcomes, at least not all of the business involved in the past year
  • Individuals need to have an impact on the team

Technology and business are easy to understand, but it is easy to think about the influence of crooked, I give you guidance:

There are individual and collective influences, internal and external influences, technical and business influences. The higher the level, the more comprehensive the influence is, but the most core influence must include the influence of technology and the influence of working cooperation.

The influence of the technology is to point to you in the company’s big team, within you this small team, you use their technical skills, can drive the team more successful, driven people grow faster, it is in the form of a variety of, not just to share, technical solution output, sermons, techniques, resources integration, technology application and promotion, and so on, if you are in the team, Year in and year out, the above share/output/promotion/application is rare, and from the team all people look at the past, you didn’t help the technical team to go faster and better, you care about and doing your own thing and only team things you participate in few (or even capital rarely participate in company), so at this point your influence is missing, Whether you are nominated or not will be a big question mark, because the company’s selection of talent must be from the perspective of organization, the so-called organization is that you want to have enough relationship with as many people in the company as possible, to influence them, and then to influence the company’s decision.

Cooperation work of the influence, the bottom is your insight into ability of the business, often reflected in the relationship with business department and other departments, cooperation in research and development in the role you, is the emotional adversary, still have act as active, is I the dominant or dominated by service object (client), is to promote joint type and self-realization of a business to do down, When you cooperate with one department or one individual, what is the impression you leave on others, what is your influence on the whole project team in so many projects? Is it always the trouble maker or the problem resolver? How do you position yourself? That’s the kind of influence you can have in this organization.

So when your technical strength to a certain level or even over a distance, don’t try so hard, the meditation again see if their participation in the business’s contribution to the team also have sustainable results, and look at things my technical influence and the influence of cooperation, to help the team to help others more successful parts, is still very short, If you’re desperately lacking, start moving, because you’re not that far away from a promotion.

As for the improvement of technology and comprehensive strength, I wrote an article before about the front-end development has entered the deep water zone, where there will be more talk about soft and hard strength. If you are interested, you can learn about it. This article will not discuss it due to space, but only post screenshots of hard and soft strength:

Summary and suggestions on promotion logic

When we are a proud engineers, we also is a mature society, different jobs have different growth track, and engineers in the channel, in addition to management, career change, freelance and entrepreneurship, leaves technology growth and self achievement of this road, this road is usually in a certain team in several companies, Through the early four or five years of technical reserve, the road is bumpy but also transparent enough. Bumpy is because the technical road is long to be left on the bench, the soft power is not promoted, and transparent is because there are only a few stalls for beating demons and upgrading. The path and method are very mature, we just need to self-discipline and enthusiasm to carry on.

When we become more and more mature, will learn about the technology of the charm, will not become dim and life and with the passing years, the same wonderful career, surely they need us to keep the inner cultivation and win-win cooperation with others all peer, lines of code written in the past, each project done, year time passes away, We must have a harvest by inner enthusiasm and deep understanding of technology, but beyond that, we can also have more other bearing attempts and breakthrough, and promotion, this is lying in the way of career, a chance to test your ability and stage results, mentality on the do not need to talk about it every day, but don’t always do not rest assured, This exam can help me better understand myself and know how to improve myself in the future. It is neither underestimated nor valued. After all, the core kung fu is at ordinary times, and the answer sheet is only handed in after the exam.

Promotion is to select talent for the company to achieve a greater career, nomination is to give space to the team, into a more dynamic source of power, these two levels are the company system and your boss control, the next level is you face the judges.

If you hastily prepare to rely on the ledger, then you are too little of the judges, the judges are all piercing eyes, they see you promoted or not promoted, when voting, what is the basis of decision?

In addition to the benefit distribution of the high-level panel of judges (which you don’t need to care about), the judges must be looking at three things:

  • Your powerpoint presentation, or argument
  • The idea, or logic, of your presentation
  • The potential, or pattern, of your response

PPT is dead, to do it to score points, this is to organize your past performance, thinking and implementation of the rigorous and integrity of the link, if you lose points here, it is very should not, because this is to send points, not well prepared means you have not paid enough attention to. If you can imagine yourself in front of three or four external clients trying to convince them to buy your solution, powerpoint is very important.

Your report speech is alive, this speech skill may be you practice many times to hit the draft, or it may be your usual constant accumulation of continuous thinking, has formed a fixed loop of thinking model, either way, efforts do not spend in peacetime, also need to spend in the preparation stage after the nomination, here to pay attention to.

Obviously it is not enough to make decisions under the judges, both because the PPT can be very detailed packing, so is your statement, can withstand the challenge, must have the third criteria, is through a few rounds of question and answer to you, closer to your perception of this man’s characteristic, character, personality, or we call it, Is enough to open on this level, even more than the current level, coupled with here before the argument and logic, the final display is your volume and mind, potential and the pattern, so we have to see 8 litres of 7, 7 liter 6 that, we put the potential translation again, is your loyalty and can develop value, And how much you can contribute to the company in the future at the next level.

Then, talked so much, you will find that it’s just me – Scott personal judgment, right, then the next question is coming, so many judges, maybe they are all so think, the answer is obviously not, so to discuss here, you will understand the fact you failed to nominate behind success, failed to reply, because many, many, Luck does play a role, as do other game relationships, and the backgrounds of the judges…

So what do you need most at this point?

At this moment, what we need most is not winning or losing, nor emotion, nor escape. Instead, we need to calm down and reflect on ourselves, focus on the boss, communicate with peers, re-affirm our current ability and value, re-affirm the promotion, and re-plan the new fiscal year.

This is something you should think about after a setback during promotion season.