Text / Fang Tengfei
What is Self-Organizing Management
The self-organizing management we advocate means that every member of the team is the owner of the team and is responsible for the team's goals. There is no absolute manager in team affairs, and every team member can act as an owner of team affairs. Manager, organizes all members of the team to complete team affairs together.
How to carry out self-organization management
At present, our team has not achieved a high degree of self-organization management, mainly by the supervisor assigning team affairs to all team members, and then team members organize everyone to complete the team affairs together. The form of organization adopts the method of task release and claim.
Publishing and claiming tasks
The organizer decomposes the team affairs into several sub-tasks, and makes a task claim form on Confluence for all interested members to claim. Table 1 is a typical task claim form, and some tasks need to indicate the details of the task.
When picking up, you must write down the planned completion time . Practice has shown that the students who receive the task will have an invisible urging force when they write the planned completion time, which can improve the completion of the task.
In addition, the shorter the time required for the decomposed subtasks, the easier it is to be received. A subtask we usually divide takes only about 1 day to complete, and you can continue to receive other subtasks after completion. If some subtasks are not claimed, the organizer will generally claim these subtasks, or take the initiative to ask other colleagues who have not claimed them if they are interested in claiming the task.
Facilitate the completion of tasks
The organizer is not only responsible for the assignment of tasks, but also should facilitate the completion of tasks. For example, colleagues who organize and improve unit testing will write some shared documents for difficult unit testing cases to help you overcome difficult unit tests. If there is a problem in the process of doing a certain subtask, the organizer should take the initiative to help them solve the problem. Appropriate incentives also need to be given to all claimants. For example, when each module is completed, a commendation notice is sent in the team group, or a colleague who completes the task on time is invited to drink a drink to motivate and remind other colleagues to complete the claimed task on time.
Encourage each member to organize a public matter of interest
If only one team member organizes public affairs, the motivation to pick up the task may not be very high. Motivation is much higher if every member of the team organizes a public event .
Because people have a reciprocity mentality, when you support the team affairs organized by other colleagues, others will take the initiative to support the team affairs organized by you, so that an atmosphere of positive cooperation is formed invisibly, thus promoting the progress of all public affairs.
How to Build a Self-Organizing Team
Such self-organization management requires not only the strong support of managers, but also the cooperation and support of every team member, so it is particularly important to cultivate a teamwork atmosphere and team management ability.
Cultivate an atmosphere of teamwork
Because the team affairs that we conduct self-organization management tend to be completed through teamwork and do not advocate individual combat, the self-organization team must have a good teamwork atmosphere.
When hiring, we tend to hire members who like teamwork to join the team. At work, improve teamwork by solving problems together . For example, if a version of the software will be released at night, and a module developed by a member of the team has a problem, the team members will work overtime together to analyze and solve the problem. Outside of work , the team will often do some non-zero-sum game activities to cultivate team atmosphere. Such as having lunch together, playing pool, playing cards and singing.
Exercise team members' management skills
Because the self-organizing team requires every member to participate in the management of team affairs, it is necessary to cultivate every member of the team to have certain management experience . For members who lack management experience, let them do some simple management tasks, such as team sharing management and team activity management.
The effect of self-organization
In self-organizing management, each member of the team is both a manager and an executor. Each member manages what he is good at and is interested in so that things usually get done well. Moreover, each member of the team can think about the problem from the perspective of the manager, which increases the mutual understanding among the team members, and naturally improves the work efficiency.
The biggest feature of self-organization management is weak management, which encourages team members to self-manage, think proactively, and take more responsibility . Team members have a strong sense of self-driving, self-improvement, and self-management. They can not only actively support the public affairs of the team, but also actively discover problems in the team and business, put forward suggestions for improvement on these problems, and strive to solve these problems.
The role of supervisors in self-organizing management
Supervisors act as supporters, coordinators and mentors in self-organizing management. The transformation of a traditional management team to a self-organizing management team requires the strong support and help of the supervisor.
Support the work of the organizers
The supervisor not only needs to support the organizer's work verbally, such as encouraging each member of the team to claim tasks at the weekly meeting, but also support the organizer's work in action, such as first claiming the sub-tasks divided by the organizer .
Agree and support team members in realizing their ideas
The purpose of supervisory management should be to help the team to complete the work smoothly and to help the team members to grow rapidly. Therefore, when the supervisor hears a good idea from some positive colleagues in the team, as long as the idea is in line with the team's goals, he should try to help him improve the idea and support him to do it .
For unreasonable suggestions, team members should also be helped to analyze and think, help him think out the reasons for the unreasonable suggestion, and make his thinking more mature and correct , in order to hope that he can make better suggestions next time. Instead of rejecting the idea without thinking about it carefully. If there are more rash rejections, there will be fewer and fewer positive ideas in the team.
Encourage teamwork
After affirming the ideas of the team members, many members will want to do it by themselves. At this time, the supervisor should encourage him to use the teamwork method . Ask him to share it and see if there are any students on the team who are interested in doing it together. This not only quickly brings the idea to the ground, but also improves the team's ability to work together.
Courage to take responsibility
The transition from traditional management to self-organizing management can be problematic, as many team members may be inexperienced in management, resulting in project delays or failures. At this time, the supervisor should take the initiative to take responsibility, trust and protect the team members in this way , so that the team members can actively work hard to do their responsible management functions well. Otherwise, once there is a problem, team members may become suspicious and even complain about the reasonableness of this management style.