1. As a team manager, at the very least, you must understand the business of your own product or project. This is very important. First, it will help you assign work to members of the team. Otherwise, it is very unacceptable to assign work to team members without knowing the difficulty and workload of the business. Second, it helps to cooperate and communicate with other teams or departments, so that if you don’t know the questions raised by other teams, you can agree or deny it.
2. As a manager, you must understand more technologies, at least more testing technologies, and how they work, which will help you help team members research or apply technologies to actual testing work. . You can also improve your prestige in the test team, and knowing more about yourself can make more students recognize and convince.
3. Balance the assignment of tasks to team members according to their specialties. For senior testers, we assign more tasks to design test cases, and junior testers may be assigned more to execute tests. The assignment of work also depends on which tester's specialty is. Some testers are more sensitive to GUI, some are more concerned about Logic, and some are more clear about the process of the whole system. These are all tasks assigned by test managers. Baseline, which can better lead a team and improve the level and quality of software testing .
4. Do a good job in the management of testing risks. Generally speaking, we need to reduce the risk of testing as much as possible, which is also a very important topic in test management. I can only talk about some one-sided views of myself. Testing risks exist from the beginning of software requirements analysis. We should better discover these risks lurking in requirements or development design in the early stage: 1) If the requirements propose unattainable functions, or there are requirements that violate existing functions, we are in the requirements. 2) Some untestable functions or key points in the software requirements design should also be raised in the test requirements analysis; 3) The static test of the development design document is very important to me. Many small The company basically ignores this point. Static testing (mainly refers to the testing of documents), review or testing of development design documents or prototype design documents can help reduce the risk of testing, and can also find some designs that conflict with requirements. Try to catch mistakes early. At the same time, our test cases can also better cooperate with them in terms of testing, and design better test cases to test, whether it is from GUI or development and testing technology testing is beneficial; 4. Review or static test cases for test cases Testing, which is conducive to optimizing test cases, adding more useful test cases and removing some useless or repeated use cases, which can improve the efficiency of test execution. 5. Monitor test execution and bug management. Bugs are one of the achievements of testers. As managers, we must manage them well, and at the same time, we can clearly see the existence of test risks. We can judge the system through the existing bug trends. How many bugs still exist in the future, we can analyze how long it will take to fix the bugs and how many bugs may be generated by the types of bugs, so that we can clearly know when the current testers and developers are going to work overtime or who are going to work overtime. We have dispatched people... We also need to pay attention to the progress of test execution, the bug trend graph in the early stage of test execution, and which types of bugs are more numerous. Will this affect the mid-test period? If there are many Logic bugs, it will definitely affect the mid-test period. In order to improve the quality and test efficiency, the development team should be reminded to pay attention to the fix of logic type bugs. Such bugs cannot be delayed to the later fix, which will affect the quality.
Of course, there are other factors affecting software quality risk , such as project or product time evaluation, I think this part is mostly rigid, we can negotiate the project time of the test; there are also personnel requesting leave or resignation, and changes in test team personnel, and There is a tester's emotional fluctuations that will affect the risk of test quality.
5. Reasonably evaluate or measure the performance and level of testers. I believe this is also difficult to do. If you don’t do it well, you will not only be unable to make the entire team work well, but there will be many internal conflicts, which will cause employees to leave. It is the most difficult thing for a team. work? First of all, I think that publicizing the hard performance standards, so that everyone can understand a standard, is also the purpose of the team's common development. Doing so is fair and will not be selfish. I think we can measure it from several aspects: a) work attitude and enthusiasm b) a linear comparison of workload and work quality, the one with a large workload must be the hardest, but the quality of the work should be used as a reference, of course we The number of bugs found by an employee can't be used as a benchmark for their performance, I remember a test manager doing this in the past, this is a terrible and company-wide practice, because the test objects are different or the level of developers The difference, the size and difficulty of the project are all factors that affect the number of bugs. I think a better standard is from many aspects, the test execution process and test cases, and the bugs in the test execution process. Trend chart, bug type distribution chart, and bug feedback rate after software delivery. Testers should discover bugs that should be discovered in each stage during the test execution process. It is not possible to say that obvious bugs are discovered at the end. These can be seen in the test. In addition, the design of test cases is also a very important standard. A good test case will find bugs as early as possible. Of course, the design operability and detail of test cases are all measures.
6、凝聚团队和激发团队成员的潜力。这 一点，虽说是有点大话，但真的也是很重要的，我觉得很重要的一点就是让团队中的每一个人都在成长，安排合理的工作角色很重要，让他们能更好的看到自己的成 长空间，如让比较junior的测试员设计比较简单的测试项目或需求的测试用例，这样让他也觉得自己也能设计测试用例；让很Senior的测试员负责项 目，让他觉得是项目中的主角而不是测试经理的身影，这样让团队中的成员也会更有责任心；安排比较空闲的测试去Research更新的技术或测试技巧并通过 讲课的形势分享给所有的成员；在项目执行中，安排测试员在执行这程中去交换测试，这样可以让参与这个项目的成员对整个系统了解，这样项目的每一部分都相当 于有backup人员，不担心项目哪位请假而为难了，也培养了测试人员的业务知识。多多让成员之间沟通，一起参加工作之外的活动。
7、沟通成员，了解成员的心态。作为一个管理者要多多关心成员的心态问题和成长问题，为什么工作不太积极？为什么项目质量不高？....都可以通过私下聊天谈心来了解，并帮助他们解决！