2019 year-end summary
2019 was promoted to a new position, responsible for managing the entire R & D department, but has been struggling in the first half of the trivia of the project, review the entire year down to do a lot of project managers, and even develop the right thing. In the new location could not adapt quickly to create a new identity work cage. As a director of research I did what has become a pressing need to answer my own question
Item fire
In February, when, A line item sudden storm thunder. It resulted in both February and March and save A sort of project. At that time in addition to internal training, I devote myself on this project. And I was concerned, the identity and did not do a good conversion, still sees himself as a project manager, I think about was how to save the project
To a four / May, the client side asked us to support the emergency project B, after internal training, I realized his identity should change, do a higher level of management. But because the company is too small a project manager, project complexity is too high, so I had to go and threw himself on top of B fire
problem:
Although the last two projects have been delivered, but no A project to save the relationship and deal with customers, resulting in a line behind the project and the client side business relationship more tense. I did not take effective measures to make up. We lost the trust of business executives of A's. Need to reflect that, although I do not like to deal with interpersonal relationships, but work is work, affecting the company, we need to find ways to deal with.
And because the long-term project into the first half did not make an effective contribution to the overall R & D department, we did not do what responsibilities do.
reward:
In addition to the items being rescued, the biggest gain is and everyone A project group has new contact in the relationship into a layer, but also understand each person's level of ability and attitude. Standing in front-line work together when appropriate can see each person's strengths and weaknesses
Kaijiangtuotu
In June when the company welcomed the opportunity to expand the business. I led a team of people to explore and expand to C Company. Before planning to go well, I, as team coordinator walk in the middle of each project, each project leader to help sort out problems project, timely corrective. And to everyone's work motivation and efficiency in a new environment designed incentive mechanism, also associated logistics while providing logistical support for the resident co-workers
Facts have proved that I am too idealistic, first exposed the problem is to develop a personal capacity. In the oil pipeline project, I arranged a back-end error of two co-workers lack the ability compliance. Lead to the beginning of the project encountered great resistance, limited resources I personally stood hand-holding, even to write their own business code. Then the project is excessive, the shortage of staff, I bring a project. In the process, I have repeatedly found the heads of the three other projects powerless, but I was tied up on the project, not to give them effective support, more verbal encouragement and a few immature way
To the end of September, projects are delivered, but definitely far from smooth. Each project delays, and cost overdraft serious. This is a failure of business development, I let the company lost the opportunity to develop the
problem:
- Front-line colleagues recognize unclear
- Overestimated the ability of the project leader
- Underestimated the complexity of the project
- Strategic mistake, in the case of lack of staff and customers exaggerate their mouth, resulting in a limb
reward:
After this incident, I truly realized the importance of the development team. Also recognize the ability of the team. Ever say to build a team to build a team, but did not do anything useful thing is to create a team
Secondly, after the real peak experience, there is nothing to make life difficult for the Hom up. I used to think hard to do things now that are great difficulty, very peaceful state of mind. Under pressure up several steps
Failure of the project, let me have a great physical and psychological changes. Shift in consciousness only a small part, but more of a shift in action. I know what to pay attention, I know myself more should be done. I want the most is how to improve the quality of staff team, good project leader Know coaching, how to enhance the new first-line managers, Quebec personnel performance evaluation, how to improve the overall efficiency of team work, etc.
If you use one sentence my harvest, it is this:
我吃过一次屎，肯定想法设法都不愿意再吃第二次Staff training
After the October back to the company, the project pressure on me much smaller. Coupled with Company C incident prompted changes in the project I created, I began to focus on training the staff concerned, strengthened the inspection and one on one counseling. Mainly to do so a few things:
- The project leader to guide one on one, in a timely manner to carry out corrective work content
- Problems arising in the project, and project managers to communicate timely and corrective
- Recruitment more rigorous and cautious
- Interns and probation colleagues spend much energy to do one performance evaluation, and one to one communication. The latter also assist them to communicate directly responsible
- Combing the entire year project to perform well on the local processes, redesign
problem:
Existing manager-level colleagues, given enough support, in addition to the normal checks correction, not to give more counseling and support. After'll want a program to give coaching for manager-level colleagues, and we expect to grow together
reward:
One to one communication to everyone I have a more immediate and more objective understanding, but also the strict implementation of the trial period evaluation screen out people do not meet the requirements of the team. Cognitive team to at least the first step in the future to do more things to give teams lifted from the skills, to give guidance team from the process. Achieve a standardization of work output, enabling a superior resilience team
Performance program
October when leaders proposed to be adjusted performance. To address the high individual performance and lower the company's overall performance conflict. Our performance since the implementation of the program year and a half, has been in an unhealthy state. The reason was the correct set of quality dimensions and dimension working hours, but due to the quality dimensions difficult to enforce, on the left of assessment work dimension. Resulting in the current situation
The performance assessment of the overall reform ideas from the project, and then were cut into the assessment of individual routes, ensure good project, the project team is like. To maintain the interests of consistency
problem:
This program had not been implemented so far, we will produce an unexpected situation. But the general direction of the program is not wrong, under the conditions can not be estimated, we do soldiers to the breakwater to soil cover preventive like
reward:
Process design scheme, learned a lot of performance-related content, but also specifically to go to the class. The root cause of performance appraisal is to let everyone know the direction of our efforts, and objective evaluation colleague output. For further improvement of the performance aspects of next year, also had some thoughts and ideas
Statistics
Enter December, I have put all projects delivered out. In doing project summary, we found all kinds of uncertainty, began the project collected data. The final output of several valid data.
problem:
Due to difficulties in the process of data collection, there are still some data (such as data needs) impossible to calculate. This is a point to address the need to focus on next year. Where feasible, the more, the more effective the optimization of the problem analysis and process data collection
reward:
Statistical process data, found some one can see from the data of the problem. For example, return on investment of 120% but only 100% of the questions, the test team's work saturation problem, different types of projects had fitness problems for the process and so on. Analyze data, identify problems and solve problems. This data gives us value
to sum up
2019 turnover target did not reach the profit target set early, as of the current calculation, there is still 10% to compliance. Team capacity nor significantly improved. Also if there is a little success, and that is the quality of the project has been significantly improved compared to last year
2019 is the year of discovery problem. Including target decomposition no individual performance communication is not, individual performance and company performance conflict, and team quality is not high, the project process is not flexible, QA role no comparative data can not be assessed, the training system is not, team members Users low experience consciousness, team promotion channel single and so on. These are the need to deal with next year to go to solve optimization problems
2019 has passed, continue to do good, to improve the problems we found. Or give priority to the future of the company's turnover and profits, under conditions that guarantee the company to live, to do the transformation and development. 2020 is about to do a lot of things are for project services to reduce the cost of the project to improve project quality, and finally reach the profit for each item upgrade. Team building is not related to outsourcing, but also for the product direction of transformation services. There is a strong team with the company's various departments do a good job planning the company's future product development certainly can improve the success rate of transformation