Shulou(Shulou.com)06/01 Report--

The longest road to work is the so-called routine. Although Internet companies have a much better atmosphere, the so-called "where there are people, there are routines, and if there are routines, there will be people carrying the pot." For most ordinary testers, dealing with different characters and avoiding all kinds of routines was probably a compulsory course. Here are some of my own experiences and insights, talk about some of my own experiences.

"Alternative" members should not be treated equally

For most testers, getting a project online requires in-depth interaction with different roles, from start to finish. In addition to the fixed process, one of the deeper feelings is that different R & D personnel and product personnel have different cooperation habits, their strengths and weaknesses, and even some personnel with "alternative" behaviors need to be targeted to consider their cooperation mode.

To give an example of my own experience: as we all know, Internet companies work overtime is commonplace, and most of them get off work at six o 'clock is an occasional luxury. Of course, his team was no exception. In addition, he was rushing for a very urgent project at that time, and almost all the team members started to leave after 10 o'clock. However, one of them has always maintained the "routine" of getting off work at 6 or 7 o 'clock. There was nothing he could do. Since he could not control other people's behavior, he could only treat them differently according to their conventions. Therefore, he made corresponding adjustments to all his bug repair and verification processes.

To prevent the "villain" from carrying the pot

Do not take the initiative to provoke, but if it involves interest-related things, no matter who you are, please remember the following points:

(1) Their respective responsibilities are clearly defined. In case there is a conflict, we can confirm whose work has a problem.

(2) The key nodes of the matter are confirmed by all parties. Minutes of meetings and discussions must be confirmed by all parties in the form of emails, chat records, etc. Such as confirmation of meeting content after the meeting, work arrangement for the next period, division of project responsibilities, etc.

(3) All evidence speaks. In order not to do unnecessary wrangling and take the blame, there must be emails, chat records, audio recordings and other evidence from proof of innocence.

PS: When taking a vacation, set up an automatic reply/comment in advance: let the other party know that you can't reply to the email immediately now, and inform the corresponding contact person at the same time.

For example, a student A experienced something: it was 2:00 a.m. when a certain product was about to be launched. Before the project was launched, the process required that the product personnel must send an email before it could be operated online. However, at that time, the product personnel had already gone home. Student A could only call, and found that the phone couldn't be reached, so he had to call his leader, and then "spent a long time talking" to send an email. Finally, the product online verification was completed, basically at 3 or 4 a.m. The next day, I don't know how the product personnel communicate internally, so I do all kinds of wrangling and evasion in the group, roughly that is, I didn't know myself in advance on the day of launch, etc., and I also threw the blame on the testers why they didn't know in advance, and my attitude was tough. Fortunately, Student A had experience in this area. He took out a screenshot of the team members 'meeting the day before, including the online content and online time, so as to avoid being the scapegoat.

The whole thing we put aside whether the process is reasonable, but as far as the matter itself is concerned, if Student A does not have strong evidence, then I am afraid he is carrying the pot.

What if you were prompted to leave?

This situation may occur due to the existence of subjective and objective reasons. Of course, most companies are still relatively formal, and generally do not "rely" on employees to pay compensation. However,"when the forest is big, there are naturally all kinds of birds." In case this matter falls on your head, at this time, don't think that you seem to have been given preferential treatment, and didn't give you direct dismissal, but told you in advance; in fact, this kind of situation is often no reason to let you leave directly. If you fail to work, or make major mistakes, I am afraid you will have been "ordered" long ago.

Again, for yourself, don't insist on staying, don't foolishly choose to leave, but consider the most important questions:

to fight for compensation. For the company, letting you take the initiative to leave naturally means that they don't want to pay you compensation. For you, be sure to leave evidence that you have been implied to leave and apply for labor arbitration.

What needs to be noted at this time is:

(1) When interviewing with different people, especially HR, consciously guide the other party to say his intention, and say that there is no mistake in his work.

Such as similar conversations, and leave a recording as evidence.

(2) Leave evidence of no mistakes in your work, such as screenshots of performance, salary, benefits, etc.

(3) Do not sign any agreement on voluntary resignation, unclear reasons, etc., so as not to give people a handle later

Do not do the following

To say or not to say, first of all, to see whether it may have adverse effects on themselves, if possible, please regard the possibility as something that must not be said, for example:

(1) Talk to colleagues about their future work plans. In addition to individual iron rice bowl, a person is unlikely to stay in a company forever, if you have the idea of job-hopping, or are struggling to leave, do not say to colleagues.

(3) Complaining and saying frustrating words to colleagues. Because after you say it, there will be no change in the status quo. In case the walls have ears and spread it to the leader, do you think you will have a good fruit to eat? The best result is probably: leader says this is xxx problem, you can use data to speak, etc. First, this is a well-known method, and second, this similar painless words will not reduce the problems you face.

(3) Promise that you may need to carry the pot. If the result of the help is not satisfactory, or touches his interests, then you will not only get no gratitude, but will carry the blame for no reason, as if you are the main cause of things not going well.

A few things to be sure of before deciding to accept an offer

In addition to development prospects, job content, work location and other factors, salary is an important consideration in deciding whether to accept an offer. There is no lack of some ambiguous information, if you do not pay attention to yourself, there may be different degrees of psychological gap after entry. Therefore, from the perspective of being responsible for yourself and the company, please confirm the following information before formally accepting the offer:

(1) How to pay during the probation period, 100% or 80% of the official salary

(2) How to evaluate the bonus coefficient of the year-end bonus. In addition to the bonus coefficient directly linked to their own performance, if it is also related to the performance of the department (Internet companies often do), then it is necessary to know in advance how the profitability of the department.

(3) There is also a point that has an indirect relationship with salary increase, which is the situation of the corresponding team leader. Of course, most of the previous interviewers will have team leaders, so you can judge them yourself. Of course, if you can, try to find out from inside. From a certain point of view, one of the most important points of job-hopping is whether you can follow a leader, because you may be quite aggrieved for a period of time when you meet a leader who is not in harmony with you.

written in the end

Whether you've decided to do something big right now, or you've decided to jump ship and look for other possibilities, you need to weigh what you need to give up and what you need to gain. But no matter which decision, whether you have encountered these routines or not, please be vigilant.

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