Recently, the turnover rate of our group is a bit high, and we generally understand that they are all young people, because they have not developed, the needs of doing things are not challenged, and the responsible things are meaningless.
This problem can’t be solved. I understand that if a company’s development does not catch up with the average level of employees’ ability, there will be loss. In layman’s terms, it’s a slow development that affects others’ performance.
How to evaluate this kind of thing? Or how to look at the management level of a group leader
1. Ensure that the task assignment and disassembly within the team are in place and completed on time. If you need to communicate across the team, replace the team members
2. The stability of the service that the team is responsible for, and timely resolution of online problems
3. Code specification
3. Try to satisfy the individual ideas of personnel differentiation
4. Weekly seminars to convey instructions from superiors, new developments in the company, and group members to talk about recent research on technologies, new ideas, and complaints at work
5. Unscheduled dinners
There are other welcome additions