* Note to Editors note: This article was originally fun in the internal sharing of three students a reflection, after Xue teacher can see that sorted out so that more students benefit from it music production, Nana hereby solicited the views of the students themselves, published out to readers.
Nana students, is the music production field work ® Whampoa 14, enjoy music student field work in West Point ® Phase III. *
First, the whole process of events
Recently, the company project a sale process remodeling project, two initial investment product manager (here we tentatively referred to as A, B, right), together responsible for the investigation of the sale process industry, to develop the company's sale process, and this process continued for a period of about two weeks, where a is the main product manager for the project.
I and C product manager at the beginning of Monday was involved in this project. In the first day of the intervention project received a notice in the morning, said Monday that a day should do it the prototype. Two people are forced to look ignorant, not only do not know the background of the project, it is unclear what it was like business processes, it requires direct output prototype, this job ye dry ah. So I and C product manager with the project team a suggestion, we were first together the process of combing again, on the basis of full understanding of the business and then consider painting the prototype.
However, in the process of combing business process, product manager found a flow chart A and B are all drawn to focus on business-level description of the process, there are a lot of business details and logic are not implemented down there flowchart action, there is a state, there are procedures, and so on. In short, this flow chart to see we were a little foggy, it is a bit difficult to understand. This time, I propose that in the process of combing business processes in the flow chart further refine and standardize it, the pass rate in the evaluation of technology needs, after all, is also part of our product performance evaluation. In the work of serious and responsible attitude, we all agreed. Day Monday what we have output: specification flow chart, list the feature list, assign tasks.
Tuesday morning we went out a prototype version of the afternoon to find products and product director responsible for the background confirmation of business processes, the result is the product director of "curse" of the idea that sprinklers.
1, because our process with the original product manager for A, B and he will be a good process is not the same.
2, scolded the central idea is: "? How can you easily change the process, I do not notice it,"
3, pre-determined re-carding process Why again? No need to make technology look cool while wasting so much time.
4, is now leading product is recommended as a supplementary reference to the business side, the product should not be about the business side.
5, to the aftermarket industry benchmarking process, not unnecessary innovation.
At this point, I and C product manager became aware of the flow chart is the product manager for A, B and Product Director with the set, after any connection with the business side chat, modified (this time in accordance with the requirements of the business side, I had an ten thousand points are hurt feelings). After the results were "curse" it is to re-return to the original process, even if the original process has also resolutely implement wrong.
On Wednesday, the project team and spent a morning time to return to the original process. After the afternoon with Director of Product End the process, finally finalized.
Thursday morning refine their own point function in accordance with the process of finalization. Night again with the director of product functionality over the details again.
First page features front-end product of C, due to the logic portion of the page in question, was "scolded" the miserable, the core problem is not with industry benchmarking.
The second is I, introduce the functionality to support customer service side. There is a page he thought I did not draw clear, he said, "I simply do not understand, how can technology can read?" Tone is also very impatient. At this point my heart there is an instinctive psychological resistance, he asked, "Where do you see do not understand, and I will detail next ......" (tone was also impatient).
Then, they begin to "insult" the difference between what I do here and there poor, in short, is not a point worthy of recognition. At that time, I was a little heart collapse, because from Monday to Thursday, Friday with everyone in order to achieve the goal of development review, the project team is 1-2 o'clock in the morning every day to go, things to do hard work pay, is said leadership worthless. The heart of the grievances ah, tears involuntarily get down.
Product Director in the "curse" of the process, I found out tears, said, "Huna is cry? These days you are tired, you go home and rest." I did not say a word child, that is still out tears. He went on to say, "do their own things well, but also allow others to say, you began to cry, What do you mean?"
此时感觉产品总监就有点火儿大了。我也生气，就说，“我没有不接受别人的意见，只是从整个需求评审一开始，您就有一直是这样的态度和语气，对我们的自信心是很大的打击。”他说，“是谁先有情绪的？不是你自己吗？”骂了几句之后，说“你回家休息去吧，让产品经理A接着往下讲。”当时，我真恨不得立马就走，但又觉得刚被领导骂几句，立马走，会让人认为自己不成熟，太任性。就默默地坐在了旁边的位子上，听产品经理A介绍我的功能。他在介绍的过程当中，我一边听，一边在不停得抹眼泪。
讲完之后，产品总监又把我“骂”了一顿，主要意思就是说，“……我不会照顾你的什么情绪，有什么就说什么，功能做得差还不允许别人说，客服侧做的功能太差劲，就是烂。”一个“烂”字把我彻底的整崩溃了。我啥也没说，默默地听他“骂”完，等商家侧的产品经理B开始介绍功能时，我拿上衣服和手机就从会议室出去了。
出去之后，就给我的直线领导发了条微信，说“刚跟产品总监确认售后的需求，产生了一些争议，双方闹得很不愉快，他把我做的东西骂得一文不值。我舍家弃子的全身心投入在工作上，最后得出的是这样的结果。太心寒！你明天要是有时间我想跟你聊下，我不想干了！”（直线领导由于下午有事喝多了，当天晚上也没有回我消息。后来我就打车回家了。）
二、我家先生的几点反馈
到家之后，在我先生面前哭了个够。把自己内心的委屈统统地哭了出来。哭完之后，他说到底咋回事，说说吧（从公司出来时，已经跟他简单说了下这个事情）。我说你也别站在我这边说话，你站在第三方的角度出发，来评论这个事儿。我从头到尾跟他讲了一遍。他说了几点，大概意思就是：
1、我不应该在那种情况下掉眼泪，有些领导是特别反感下属在他面前哭的。我太不成熟。要学会控制自己的情绪。领导眼里不分男女，不会因为女生就额外照顾。
2、公司里领导骂下属，是很正常的。只是我从来都没有被骂过，接受不了而已。举例说他公司的一件事，是在他同事身上发生的。进一步说了这样的领导在职场上多的是，从职场的角度来说，这是无可厚非的。
3、他觉得我不应该选择不干，说这对我是很大的锻炼。
周五，下午直线领导回了微信，说下周一再碰下，今天先按时下班回家休息。我给他回的信息是：昨晚我反思了一下，想明白了，还得麻烦你在部门领导那边帮忙周旋下，尽量减少不好的影响。直线领导回复：任何事情都没有绝对的对错，这周大家的工作强度太大，很辛苦，你今天按时下班早些回家休息。看完这条信息，眼睛就湿了。是因为感觉有人还是理解下属的疾苦，再辛苦也值得。
三、事后的反思及收获
产品总监当时说的时候，虽然我嘴上有些反驳，但内心还是基本认同他观点的，事后也冷静了好多。当天晚上的反思如下：
1、犯了职场大忌，“当众反驳领导，是一种很愚蠢的行为”，对自己没有一点好处。
2、“冲动真的是魔鬼”。在自己情绪激动的时候，给直线领导发消息说自己不想干了，就是当晚做的第二件蠢事。
3、要学会情绪管理，“职场不相信眼泪”。其实自己当时掉眼泪是因为项目赶的太紧，自己付出的时间和精力太多，一旦有人否定自己输出的结果时，委屈就会直接涌上心头。
4、想当然地全盘否定了自己。当时真的怀疑自己是不是能力真的太差，不适合干产品。
5、直接从事件本身转移到了人身上。心理和精神的抗压能力还是不够，尤其是质疑的、否定的、打击的声音。
I grew up basically to be sure that another wave of children, almost no one on my ability to deny or things I make are not satisfied, so the sense of superiority and self-esteem has been relatively strong. But "it was people outside, there is day," better than they are capable people plenty. From this point of view, this setback for me is a pressure measurement, it is time to exercise, so-called "eat a cutting wisdom", it is estimated later encounter grievance would not be so impulsive.
Fourth, the product manager for some of the recommendations
I choose to share out such a stupid thing today, it is hoped the work field ® music production, many students can be able to learn from my own experience something, to learn some experience, detours, wrong way. However, until now, my heart has accepted the lower level of this delicate relationship on workplace and unequal, but the management of the department heads still do not agree. In fact, the ability to subordinates is uneven, and when things fail to make their own demands, "insult" a few can, but need to pay attention to ways and means of talking all the time or mental capacity to take into account subordinates, now the traditional kind of "carrot and stick" approach to management is no longer valid, or else it will not help subordinates grow, but not conducive to the development of the company.
Each person's ability, consciousness is not the same. Some people will be sharp meal "swearword", and being to deny themselves, doubt yourself, you will choose to avoid (such as my initial impulse to the idea), because some people will "swearword" is activated, which will meet the difficulties on. Therefore, management of subordinates or to vary, because of something, you can not use all the same way for all body. In fact, until now I have some practice or department heads held a grudge, I do not want to care for him. Nevertheless, it is to be relieved to learn, to understand. The only way to get real growth, exercise. To find ourselves "sin" by probably the great man is so Tempered, ha ha. . .
It is learned that we have to learn from it - music production power field ® trained more than 500 managers, has done more than 150 people, product director, business unit director, vice president of product ranks, there are many in the business. Later, we will have more music production students went to the post of product manager, I hope you take this as a warning.
Welcome you to read the small partners and valuable suggestions, we will study together, to witness our growth. Thank you everyone!