Some feelings about multi-project management process
When we face multi-project parallel management, we can't make the end of the head like a project, and pay attention to any of the problems, it is unrealistic, and if you really try to do this, the only one The result is how busy yourself, and you will suddenly discover that you are constantly in the process of firefighting. So, how should I manage it based on this? The following is some of my personal feelings:
1. Clear the internal capacity system inside the team: Each team is different. This team uses a smooth method, and it is not necessarily capable of copying another team, and management is fundamentally, art is higher than technical. For more mature teams, there are several mature in the team, and those who have strong sense of responsibility, powerful power, so they can use these employees to independently assume the position of the project manager, and give them a relatively high authorization, such as personnel Work task allocation, target setting, etc. You only need to control: milestones, project objectives; project requirements, project testing processes, relying on their own experience, from these elements to determine whether there is risk? Is it what you want to see? In the case where the situation is not completely uncontrolled, try not to personally intervene, after the project is completed, the good project summary (at least for the project manager private project summary) is necessary, at least let him know, you think this project is completed What is the best? What is the shortage of existence? There are several benefits that can be implemented in such a declaration, making your management ideas can be gradually implemented, and the project manager you want to cultivate can get more gains in every back, if his project is executed Not good, then this opportunity can also make him more willing to accept your opinion and give certain encouragement to inspire the desire of this project manager. If the team is relatively weak team, then relative to you first need to consider: Recruiting several suitable project managers, rather than first need to consider how to cultivate, it is really a very tired thing. Of course, if there is no recruitment quota, it should be cultivated. This problem is relatively large, then let's talk later.
2. Remember, you are the ultimate leader, so you have to make Final Check for what produced. Authorization is conducted in phases. If the rush is authorized, it is found that his ability is not that level, you will face a difficult choice, or let him go; if he changed him, the result of the work enthusiasm decline And when I suddenly suddenly, he left the company. If you really want to do it, be sure to prepare backup. When the team is more mature, you should control the process, and the results should not be too bad. When a team is immature, be sure to intervene, such as intervention in the demand phase, intervention in the design phase, in the test Intervention of the program phase, intervention in standards and standardization, etc., it will be necessary to see this team.
3. If the team's capacity system is stronger, some extensive management can be implemented, and this management can be loved for them, and their responsibility has made them will not use some loopholes of extensive management. Let you suddenly find a bad stall; but if a team is relatively weak, then, go to the process and specification, so that at least the team will not have a big mistake, perhaps efficiency Impact, but it is possible to prevent risk suddenly eruption; 4. Please be sure to have a reasonable allocation of your human rights in half a month, and now everyone is very small, the project can be done by the nine nights, the software industry project In fact, it is basically in time to be very serious, then at this time, please consider whether your own human arrangement is reasonable, you can take some human resources from a few projects to support a key project or the beginning of the crisis. project. Don't let some of them are so busy, and some people are very idle, which is very killing morale.
5. Do not suffer from "work hunger": Many managers, especially those who come from a layer of grassroots, and most of these people understand a little; "occupying humanity", but you have already belong to a medium-high-level level in a company Don't try to take advantage of the human being, this is not the benefits of the future. It is not much beneficial; at this time, you need to occupy business. So, don't make people look busy, and arrange a lot of meaningful things, in this regard, the employees in your hand are always busy, and on the one hand, they will also occupy too much effort. There is no more profound problems. Remember, when you have been busy in daily management, you will always be a small manager, you will never have a chance, use your own global view, access the director and general manager. Let your employees take a break when necessary, they will work better.
2004-12-1 20:00
