I recently changed leadership, and the style of the new leadership can be described in one sentence, that is, result-oriented, which made me have to start reflecting on the way things have been done over the past many years. There are many things at work that are not really results-oriented. For example, some routine meetings, sometimes open for an hour or two, have no conclusion in the end. Another example is that you are busy every day, and even work overtime to become a dog, but the boss thinks that you only have hard work and no credit. The reason for thinking about these problems is to confuse the concepts of task and result. Jiang Ruxiang's "Please give me the result" tells about the different practices of the 1st to 9th paragraph secretaries, explaining what is the task and what is the result.
The general manager asked the secretary to arrange a meeting at 9:00 am the next day. What would you do if you were a secretary? The following are the different practices of the 1st to 9th stage secretaries:
A secretary's practice: send a notice - send a meeting notice by email or on the blackboard, then prepare relevant meeting supplies and attend the meeting.
The second paragraph of the secretary's practice: grasp the implementation - after the notification is issued, call again to confirm with the participants to ensure that everyone is notified in time.
The secretary's practice in the third paragraph: re-check - send a notice, and after it is implemented, remind the participants to participate in the next day 30 minutes before the meeting to determine whether there is any change, and immediately report to the general manager for those who are temporarily unable to attend the meeting due to urgent matters. Manager, ensure that the general manager is aware of the absence before the meeting, and also allows time for the general manager to determine whether the absent person must attend the meeting.
The practice of the fourth paragraph of secretary: diligent preparation - send a notice, implement it to the person, and after the pre-meeting notice, test whether the projection, computer and other tools that may be used are working properly. And put a small note on the conference room door: This conference room will have a meeting tomorrow from what time to what time.
The practice of the secretary of the five paragraphs: careful preparation - notice. Implemented to people, notified before the meeting, and also tested the equipment, and firstly understood the nature of this meeting? What is the President's agenda? Then send the participants the materials related to this topic in the past for their reference and improve the efficiency of the meeting.
The practice of the six-paragraph secretary: make records - send notices, implement people, notify before the meeting, test equipment, and provide relevant meeting materials, and make detailed meeting minutes during the meeting (with permission, make a backup recording).
Secretary of the Seventh Section: Sending the record - in addition to the previous preparations, organize the meeting minutes (recording) to the general manager after the meeting. Then ask the general manager whether to send it to the people attending the meeting, or other people.
The practice of the eight-paragraph secretary: Determining the responsibilities - the tasks determined at the meeting will be implemented one-to-one to the relevant responsible persons, and then a written memorandum will be formed after confirmation by the parties. Give one copy to the general manager and the parties. And regularly track the completion of various tasks and report to the general manager in a timely manner.
The practice of the nine-stage secretary: make the process - make the above process into a standard "conference" process, so that any secretary can achieve nine-stage conference service results according to this process, forming a conference service system that does not depend on anyone !
It can be seen from the working methods of the nine secretaries of different ranks that the pursuit of results is different, and the work content has also undergone great changes. From the perspective of the company, the boss prefers the Jiuduan secretary, and the salary of the Jiuduan secretary is naturally much higher than that of the first secretary. Going back to a question mentioned at the beginning of the article, why the company emphasizes credit rather than hard work. The essential relationship between a company and its employees is a business exchange relationship, and the essence of a business exchange relationship is a result. Only the result can bring value to the company, and labor alone cannot bring value. It is also very meaningful to extend to the professional development of testers. Test managers can motivate team members by "rising rank". The book "The Way of the Test Architect" summarizes the "six stages of testing" for test engineers:
A test: Execute the test according to the test case and accurately record the problem
Two-stage test: have a certain understanding of product requirements, be able to analyze product requirements, and design test cases
Three-stage test: Have a deeper understanding of product requirements and implementation, design use cases will consider effectiveness, and will consider improving test execution efficiency
Four-stage test: In-depth understanding of product requirements and implementation, testing of non-functional attributes such as product performance, reliability, ease of use, etc., will carry out defect analysis, and will evaluate product quality
Five-stage test: constantly pursue more suitable testing technology for products, focus on process improvement, and promote the progress of product testing technology
Six-stage test: Go to the front-end for defect prevention, standardize the test method, and solidify it into test tools and processes