Motivation through the eyes of a web developer.

    For a long time I was racking my brains over what to put into a blog in order to track down a modest share of omnipotent “karma”. And I came across an urgent topic - the motivation of my beloved.

    I look at this question solely from my own opinion, and I’m sure that you, readers will have something to criticize and what to supplement, but we will not dissemble, because this is what we like to do.

    And so, what could be easier? You must answer your own questions:
    1. Why am I sometimes just sick of the thought of work?
    2. Why do I like to do this?
    Since it is a matter of motivation, all natural factors, such as: bad weather, had a fight (had a fight) with a girl (guy), cut the mudila on a boomer, are being swept away.

    1. PO


    I think everyone will agree that the "green monolith" is the basis of "hard work". Well, essno, the thicker the “press”, the greater the desire. Here it is - the power controlling our consciousness, and its name is USD (for gourmets EUR, GPB or JPY).
    But not everything is so transparent, I think many of us have met with the situation that the all-powerful uncle dollar did not give the necessary effect. It would seem that the solution is obvious - increase the dose! But no, but I will not repeat the joke - “RFP is like a drug”, but I simply agree that the effect is present.
    Then what else?

    2. A complex, outstanding project.


    We are used to hearing: "We are working on an interesting project." And we hear so often that the second question at the interview we ask, “What kind of project?”, And often the answer to this question has a strong influence on the final choice. But what is this amorphous Interesting? Project ala "almost like facebook, but better"?
    For me, this is interesting:
    1. Using new techniques and feints.

    We implement support for back-forward buttons for ajax ... Oh, that's interesting! We completely transfer the Controller layer to the client-side, and leave the server-side purely as a DB-Layer, “Wow, this is really not antics!” But if you think about how often such things happen in "interesting" projects?
    2. The architecture of the project.

    Here I would include the analytical part of the project. It’s quite interesting and informative to see how something big is broken into many pieces, how the threads of relations between them are built, how the brainchild’s outline gradually emerges, on which all vital and not very organs are visible. All this is good, but it is not often found, and not always beautiful, but in most of the "interesting" it is that pleases.
    But you won’t be fed up with an interesting project. Practice shows that these 2 factors are sometimes not enough.
    What else spoils our lives?

    3. Organization of work.


    Here, in my opinion, now it will be the most interesting, I especially recommend that those readers who are “at the helm” turn their attention.

    1. "Team spirit" and "Hand on the pulse"

    We often saw teams in which one tells the other - “I don’t know what it is, I only write scripts.”, Huh? Everyone has their own hut on the edge, and leadership is no exception.
    As a result, the idea of ​​the project as a whole gradually fades in the eyes of the developers, and then fades in the eyes of the management, as a result - a set of semi-working pieces, each in its own juice.
    So, both for the quality and motivation of the employee, it is extremely important to understand the essence of the project by each of its participants, because when you see how your details complement the gear, and it begins to move and pulls other mechanisms along with it, awareness of its significance comes. “Wow, but it works! Ha! I am a giant. " Hmm ... But how to do it? This is where the “pulse on hand” is needed, the task of the leadership is to monitor the developer's brains, and move them in the right direction, BUT the most important thing is to make it so that the developer thinks that he himself comes to this! Catch the moments when he wants to discuss something, when he has questions, and show your interest, you look soon your interest will be transferred to the employee.
    By kicking in the back (or lower) you can only stimulate the amorphous scoring, there shouldn’t be such people in a normal team, which means there’s no such method either.
    Team unity is also needed, the team must want to work together! In my opinion, this is achievable by the same method, if management is attentive to all sides of the project, and this is clear, this can serve as an example to action for all employees.
    Also add here the moments when you are given the opportunity to realize your idea. If you want your employee to listen to the project, you should at least listen to the employee. The ruined initiative several times leaves the mind in your mind that the initiative is not what you need.
    2. Sensitivity, appreciation.

    That always surprised me ... Why do not all Western leaders skimp on the banal ones: “Good Work!”, “Great, thanks a lot!”, “Keep it on like that!”. And the maximum you hear from ours is “Well, more or less, it will.” What is the desire to try, to give the party the best years of your life, when at the end you hear "Well, come down ..."?

    To summarize


    If you think about the degree of significance of each of the 3 aspects, then:
    1. ZP has a criterion - "Once less than the norm, then you all go on ...". This does not mean that more of the second RFP you will be able to achieve more of the second motivation is likely that the lack of CP destroys in the bud all attempts of the other two aspects. Accordingly - “Highest Priority”.
    2. Interesting - it gives a desire to work, but not always a desire to be in a team. And for complex projects, teamwork is a decisive factor. I think this: for the developer this is “Medium Priority”, but for the leadership team spirit is more important, meaning “Low Priority”.
    3. Teamwork - here I think this: for the developer it is “Low Priority”, “God bless her with the team, because I get paid and I do interesting things.” But team leadership is more important for leadership, which means “Medium Priority”.


    That’s probably all. I know, I did not discover America, but once again it will not hurt to remind.

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