As an ordinary programmer, I have also experienced a woman from the initial passion, and now I only use it as an ordinary meal, and these changes have occurred inadvertently, according to my personal feelings, I want to make some pairs Software Enterprise "Working Environment".
According to the classic point of software engineering, human emotions are the taboo of software development. The changes of programmers emotions and emotions have far greater than the role of superior pressure. The purpose of software development management is to eliminate individualization in software development process, it is best to reduce to minimum. Alternately emphasize that the consequences brought to the company are all.
Most of the domestic software companies are like this, and the first floor is pressed down, the bottom-up programmer is the worst. The upper layer does not pay attention to the feelings of the lower layer, and the next layer will not take the initiative to tell the upper layer, the two sides lack communication, leadership does not pay attention to corporate culture construction, one flavor strip frame box constraint employee, the so-called "loose working environment", an empty talk!
So, how should I create such a "loose working environment"?
First, the company should clear what kind of pressure should be taken in the system?
People's instinct decisions, if you can turn your pressure, give others, how much is it! So, as much as possible is what he wants to do, his personal situation will be turned to the bottom, and the pressure of the entire project will definitely rise, and the risk is increased. The programmer became the most unstable part of the development.
The company should clarify the responsibilities and authority of each layer of personnel from the system. Everyone should divide what pressure should be responsible, then such stress should be borne in this person, he shares it is the pressure of the following people should also bear the pressure, leaders should try to bear the pressure. The company administrators allocate responsibility and authority to department managers. The department managers also assigned responsibilities and authorities to the project manager, the project manager's responsibility and authority allocation ... These processes are our actual working process. In this process, the underlying personnel, such as programmers, don't have to neglect any responsibility, they also have to be responsible for their work, just the responsibility of the responsibility, the personnel of different positions is responsible for different responsibility, the responsibility of the programmer should be on time Complete allocated tasks. Of course, this premise is that the task that needs to be completed is not a chaos, but the result of consideration, discussing, weighing, this result should be within the scope of the person who accepts the task (based on time, pay, obtained).
The upper leader said that the truth is not much responsibility, and it should not bear a lot of practical responsibilities, because they should put their energy on the company's long-term plan. Leaders should streamline and lead with a small number of people to lead, even if they are almost unable to do, the company is still the same, who will lead. The principle is that leaders do not involve specific transactions.
The project manager is the largest responsible, and a project cannot accommodate the responsibility of the project manager. These responsibilities should not be borne by programmers. Understand the actual ability of the programmer, formulate suitable plans is the responsibility of the project manager. Obviously, knowing that a certain job may not be completed, slow down the overall progress, why didn't it find out when planning a plan? Why don't you make a remedy in time? It is said that the principle of a joke, the project manager is "back to black pot, send you."
Programmers can do it in their own points. If the programmer's ability is poor or work is not active, it is not possible to complete the task, and the evaluation of this should be made by the entire company, not the project manager.
Second, positive communication
Many foreign companies, each manager has a routine task, which must be a separate communication every month, which is a very good system. Moreover, most of these managers have received training for communication skills, what open question skills, guidance methods, communication etiquette, etc., visible communication has been mentioned high. But this is not a Chinese-style training, and the purpose of communication is to have a true expression of its inner feelings instead of listening to Tang Yan. In most cases, the subordinates don't trust the boss, fear of telling the truth, afraid to wear small shoes, which is one of the people who are not professional. A lot of facts prove that the most effective way to communicate is an unaptified communication, which is to communicate based on private identity, such as dining, vacation, etc., it is always abandoning the identity, communicating as a real friend. In this way, the subordinates can understand that they are attached, understood. If your own opinion is adopted, or the boss can give the affair of the subordinates to be guided in daily work, the enthusiasm of employees will have a very significant increase.
Third, establish a project bonus system
You let me finish in advance, I did it. As a result, when the reward is, it is your credit, no mine, can I be willing? Change you, can't you? If I can't do it? When you punish it, you push your responsibilities to me, and I was criticized, but you are fine. It's all yours, what is my hard work? I am really big. There is a great helpful way to have a great help of programmers to submit high quality products. If the leader makes you work 3 days in 2 days, without any reward, it seems that the programmer can stand twice, but after the number, I will have a kind of contradictory to everyone. At least I will have. In this way, for a long time, the staff of the programmers will be very annoyed. The quality of the work will naturally fall.
Before doing the bonus allocation system, let me know. So everyone can take much mental clear, and there is no complaint that I have to do things. As long as you think that there is a bonus, I want everyone to have a lot of complaints even if I work hard. I have made money early, I think everyone will agree with this. Of course, I don't deny that there are still some people who are more than or more, how much you have given more complaints. This kind of person I think the best way is to open.
The project reward system must be there! Even if it is too high, the average can be more than half a month, but must have! This can move the enthusiasm of the programmer, so that they are not a small pawn from the entire project, at least the company's contribution is seen, giving the evaluation.
The above three points are the most basic three points necessary for software companies. If these can't do it, then programmers estimate that they will start to see the recruitment information everywhere, and carefully prepare their own resume, and seek high.
