Rebirth 2010: I taught Mr. Lei how to make a mobile phone

Chapter 59 What is a Team Leader?
"All previous functions have been assigned to people. There is still one part for the MIOS system, which involves all icon design, page effects, and special effects rendering. Li Jing, Qi Mengmeng, this part is left to you two!"

"Okay!" "No problem!"

"Our MIOS system is not just for our future Xiaomi phones. We want it to run perfectly on every Android phone. This requires adaptation to each model. Sun Ziwei, Zhang Chao, this is up to you two!"

"Received!" "I guarantee to complete the task!"

"The task of functional development is quite heavy, so I am working with Liu Xinyu and Zhao Desheng on this."

“Okay!” “OK!”

"There is one most important link left, which is the refresh rate of the MIOS system. This is the basis for all interactive animation effects. Currently, most systems on the market are running at 30 frames. I require 40 frames, and our ultimate goal is to get 60 frames. Yan Jing, Fan Dian, is there any problem with handing this over to you?"

Fan Dian and Yan Jin nodded to show that they understood.

"Zhang Wu, write test cases according to the requirements in advance. Duan Hongyan, be responsible for the operation of the MIOS forum. I will send you a template of forum speech that I prepared earlier. We are ready to start recruiting people to the forum."

"I understand!" "Yeah yeah!"

"The tasks have been divided. There will definitely be various difficulties in the process. We will work together to help each other. If you have any questions, you can always come to me and we will solve them together."

"Finally, I set a rule that one hour before leaving get off work every day, that is, 5-6 o'clock, I will review each of your code."

Chen Mo's move is to check the code and control every detail of the entire MIOS project in an all-round way, cut off dependence on anyone, and ensure his own irreplaceability.

This leads to a contradiction. From the perspective of the enterprise, it is definitely necessary for each employee to have a main force and a corresponding backup, and each employee can be replaced. This is the only way to minimize the losses caused by personnel turnover.

From the perspective of employees, ensuring their core competitiveness and irreplaceability is the foundation of their existence in a company. Otherwise, they will become cheap labor, reinventing the wheel, which is no different from moving bricks on a construction site. The only difference is that migrant workers rely on physical strength, while programmers use their brains.

So this is how the term "IT migrant workers" came about.

Chen Mo thought about it and decided to give them a strong dose of medicine. He looked around at everyone and saw that everyone's eyes were focused on him. Then he slowly spoke,
"Behind closed doors, we are one family, so I will speak frankly. My next goal is to become a regular employee, and I have already told you the premise of this. The number of MIOS users has exceeded 10. The current mobile phone flashing market is full of mixed fish and dragons, with hundreds of messy systems. It is not easy to break through!
Everyone should know that the current good situation of the three departments is the result of my, Chen Mo's efforts alone, and has little to do with you.

But, I hope that from now on, all the credit will be yours, and I will have no role to play!

Now you are proud of me, and I hope that when you become regular employees, you will feel honored to be your leader."

There were no slogans or declarations this time, but Chen Mo saw that everyone was very serious, pursing their lips, and facing his gaze without any retreat.

This made Chen Mo nodded with great satisfaction.

After the meeting, everyone walked out of the meeting room in silence.

The energy that everyone had accumulated over the past few days was about to explode, and after being stimulated by Chen Mo today, they just wanted to find a place to vent.

In other words, there are no paddy fields nearby, otherwise they feel that they can now kick the buffalo to the shore and plow two acres of land themselves.

This is when they see the computers at their workstations. Everyone's eyes light up and they naturally throw themselves into their work and soon become addicted to it.

Chen Mo was still in the conference room. He looked at the scenery outside the window and fell into deep thought.

Department Leaders can generally be divided into three types.

One type is called a dictatorial and controlling Leader. I am the ceiling.

Technically, everything from the selection of the technical framework to the code implementation principle of a certain function point is completely controlled by the Leader.

In terms of business, they can compete with products in terms of requirements, be more like products than products, and perceive industry dynamics. After a product manager describes the requirements in the last second, he may have a prototype of technical implementation in his mind in the next second, which can achieve twice the result with half the effort. Therefore, it is not uncommon for many technical leaders in the IT industry to transform into product managers. In fact, due to their technical background, they can discover the unreliability of some product requirements in advance, and prevent the generation of wrong requirements from the root.

Of course, there are pros and cons. One may be limited by the technology itself and be too rational, thus lacking the kind of wild and unrestrained imagination that a pure product manager needs when designing products.

If there are risks within the department, I will eliminate them; if anyone falls behind in progress, I will clean up the mess; if there are stubborn bugs, I will fix them!
Like a fierce general who breaks into battle and kills the enemy, he has absolute say in the team.

After observing for a period of time, Huang Jiangji belongs to this category.

The other type is an auxiliary function leader.

This kind of leader may not be as good at technology as a senior developer below him, or not as good at business as a product manager.

In a team, one may not have the strongest ability, but one can discover the strengths of everyone in the team and utilize and amplify them.

But such people have excellent integration capabilities and are willing to delegate power, just like the support and decision-making commander in the game, applying various enhancement buffs to their core Carry positions to allow their abilities to be fully utilized.

Of course, the above two types of leaders are hard to come by, and meeting them can help employees learn a lot or develop rapidly.

In the workplace, the third type is more likely to be found, called weekly report porter & PPT master.

The characteristics of this type of people are that they have the properties of a non-stick pan and are best at upward management.

On weekdays, he would piece together the employees' weekly reports into his own and email them to his superiors. If there were any problems, it would always be the fault of the subordinates, and all the credit would go to his own good leadership.

Periodic performance reports, such as quarterly or annual reports, are the time to demonstrate your true PPT skills.

So what type of person is he as a department leader?

After some thought, Chen Mo positioned himself as being in an intermediate state between the first and second types, and in the transition stage towards the second type.

The most perfect situation should be the combination of all three. Every member of the team should have the ability and quality to stand on his own. At the same time, he can make up for the shortcomings of the team and continue to break new ground under his guidance and protection.

It also connects the upper and lower levels, and through the team's output, it competes with the upper levels to obtain sufficient benefits and resources, thus forming a virtuous closed loop.

This is Chen Mo's ideal mature technical team, one that will be highly combat-ready whether in Xiaomi, other factories, or even starting a business.

Of course, the prerequisite is to make these people see the benefits, whether it is career development, money or personal demands, it is indispensable.

However, these guys are still far from meeting my requirements. Even someone as strong as Yan Jing still has obvious shortcomings.

Therefore, it is necessary to build such a mature technical team, which is easier said than done and there is still a long way to go.

This was also the reason why Chen Mo took drastic measures, but judging from their expressions, the effect was excellent.

After all, most people can take responsibility for their own mistakes. But if you make a mistake and let others take the responsibility, the guilt you carry will be huge. This is human nature.

After Chen Mo came out of the conference room, he was very satisfied seeing the people in the three departments working in full swing.

Then he first made a list of job requirements, and then went to find Xiaoguan to ask her to help recruit two more developers and two more testers.

After returning from the front desk, Chen Mo saw Lin Bin, who looked very similar to the master of the "New Spiritual Society", sitting at his workstation.

Obviously he has something to ask.

(End of this chapter)