A few days ago to discuss in the group, test supervisor to a subordinate partner to deploy mission and stressed attention to points, subordinates a look of disdain, in the group for help, all active users speak.
Overall, the team disharmony.
I had experienced in:
1, explain the work to subordinates, a certain responsibility to the people, and a clear task completion time (also can be estimated man-hours), when the need for co-operation, also need to communicate in advance.
2, there are rewards punishment, the general recognition of the team's points system to award and grant awards based on quarter.
Many people might think that poor performance is not to fine; can also take the bonus hierarchy ah.
3, periodic reporting, to timely know the progress of the project, we can identify problems and make timely adjustments in agile methods in general use daily briefing yesterday what had been done, which plan to do today, what difficulties not encountered;
When difficulties also need timely feedback to ensure that the project proceeds smoothly.
Let me talk about these points it, a subsequent supplement! !
At the same time we see a HRBP published in tenderness passage in [the original link: https://maimai.cn/web/feed_detail?fid=1427876468&efid=JzEAnb7mbSdN4YOfQjtE7g&use_rn=1 ]
Managers work to underlings eight points:
1, responsibility to the people, assign tasks must be assigned to specific people
2, time, assigning tasks to have a start and finish time to complete
3, development of standards, carry out the tasks have detailed standards
4, repeat, repeat tasks to subordinates
5, there must be supervision, no supervision, no result
6, to have counseling, there are difficulties in the implementation process, the need to provide guidance method
7, acceptance test, there is only acceptance of quality, performance appraisal only
8, there must be incentives, management must be closed, timely rewards and punishments