Understand Devops from the perspective of leader

In the last article 【 Understand... From the perspective of employees DevOps】 in , We understand from the perspective of ordinary employees DevOps.

Now let's see , From team Leader The angle of , How to understand DevOps.

review

Review the previous article , In the last article , We try to explain what is in popular language DevOps, What is? Agile. In short , From the perspective of employees' vision , According to a rule , Holding a series of tools , Work according to a certain process .1: Agile It's a bunch of empty methodologies , Complex tool set , Suitable for product line . 2: DevOps Put the methodology needed by the R & D line , Complex tools are also included , At the same time, the operation and maintenance has also joined .

Understand from the perspective of employees DevOps What does it look like ？

• Employees don't feel that they are from DevOps or Agile Benefit , There is something wrong with popularization , Employees don't know how to use .
• Agile Make the product line employees , With advanced methodology , The productivity of the R & D staff No, Get promoted .
• Agile（ agile development ） perhaps Lean（ Lean Development ） It's not something that the big guys in the software field dreamed up , It has been verified by the industrial manufacturing field .
• Agile（ agile development ） It's project management , Product R & D process methodology collection , Solve production process optimization , Teamwork issues .
• Agile Users of include 【 The product manager , project manager , Research and development & test , The team Leader】,DevOps hold 【 Operation and maintenance 】【 Decision makers 】 This role has also been introduced .
• Agile Our methodology focuses on 【 project management 】【 Product management 】【 Team management 】,DevOps added 【 Product operation and maintenance 】【 Customer management 】.

Another angle , understand Agile

From the perspective of employees ,Agile Is a series of rules to be observed , for example , Will stand ,Scrum wait .

However , about Leader, The role should be Agile The implementer of .

role	How to understand	What to do
staff	Agile It's a set of rules to follow	Be familiar with and use the process , Tools , offer a proposal .
Leader	Agile The maker of rules , Implementer	According to the team , Specify rules , Change the rules , Evaluation rules

Be careful , although Leader My role became the maker of rules , Implementer , But it does not represent. Leader Only responsible for commanding , This is a common mistake .

Leader The question of

ask 1： I mentioned it to my brothers countless times Agile, Why not ？ ask 2： The product manager , The project manager did Agile Template creation task , Why has the project been delayed ？ ask 3： Introduced Agile, Why is the product quality still not up to the standard ？ ask 4： Why is there still no one in the team willing to give advice ？ ask 5： Every month I do 1v1 communicate , But there are still people leaving ？ ask 6： I drank the wine, too , Scolded also scolded , Why do my brothers still refuse to accept me ？ ask 7： The boss has been questioning efficiency , I've done everything I need to do , What is the problem ？ ask 8： We spent a lot of money on senior staff , Efficiency is still not going up , What's going on? ？

Next , We use Amazon Take culture for example , Let's talk about these problems briefly Amazon how , There will be some inspiration .

1. Understand team productivity

in the capacity of Leader, If you don't understand the productivity of the team , There is no way to talk about any planning .

Leader First ask yourself , How productive my team is ？

Believe that a lot of Leader I haven't thought about it , We use Amazon An internal detail as an example .

Amazon Of Leader Have a good understanding of the productivity of the team , every last Sprint in ,Task Efficiency of completion , Code submission times ,Code Review The frequency of , The trouble shooting is time and so on . In every biweekly meeting ,Leader Will come up with these data , Go through it with the team . Be careful , This is not going to 【 Scold employees 】 Slow to do , It's an objective assessment . Leader Through these detailed data , Assess the current productivity of the team . With productivity data , Naturally, problems can be found .

Understand current team productivity through data ,leader Should be aware of the progress of the project , expect , There is a steelyard .

2. Know your team

quite a lot Leader They all think they know the team . however , Is that true ？ It is impossible for us to let our employees know about Leader Take out your heart and put your stomach , Don't have this illusion .

From the perspective of team management , It's not a good idea to put your heart out and put your stomach in , Not so much , It's better to know what employees want in the team ？ Just a few .

• Salary and remuneration
• Promotion space
• Learning space
• Work life balance
• Avoid involution

Leader Working with employees 1v1 When , Will you talk about the above issues ？ Or take the project 【 Painted flowers 】, Repeat ： As long as you do well , There will be .

Amazon Of Leader Working with employees 1v1 When , I often talk about these problems , And very direct . For example , When talking about promotion , They will put forward the reasons why they can't be promoted at present , such as , It is not enough to complete the project independently , Code submission is not enough... Etc . meanwhile , In the following time , Arrange to solve such problems . If , An employee who often works overtime can't finish the task ,Leader Will take the initiative to ask questions , Is the task I arranged unreasonable , Cause your work life to be out of balance . Amazon Of Leader Communicate with employees in this simple and direct way , Get everyone's ideas about work , And solve the problem .

Get to know the team , Not to understand everyone's character , like , It's about understanding how employees feel about the team 【 Expectations 】 Whether it has been going on .

3. Understand your team's business

In a team , The people who know the team business best should be Leader, Not R & D and products .

In some cases , Employees are promoted to Leader after , I began to put all my experiences into 【 management 】 in .

in the course of time , Connect the core architecture of the business , data , scheduling , I don't understand the requirements . Last , This will happen .

Leader When reporting up , The staff of the team write along PPT.

Or to Amazon For example ,Amazon Of Leader Very familiar with the internal core business , And it's real-time , Not expired data . therefore , When Amazon Of Leader When we go to discuss larger projects , The whole process will be very smooth , There will be no jam due to lack of familiarity with the business . How did they do it ？ It's very simple , Through the morning meeting every day , Weekly meetings and project discussions . such as ,Amazon Of Leader I will definitely attend the morning meeting every day , Because the morning meeting is the best way to get the real-time situation of the business . Another example , The project architecture seminar is also Leader Mandatory meetings .

As a team Leader, It can not be a business / The most skilled person , But it must be the person who knows the business best .

4. According to productivity , The team , Business makes rules

Understand productivity , Team status , And business ,Leader Our next task is to make rules .

In the previous post , We also mentioned , introduce Agile When , Be sure not to copy . What we should do is , Make rules according to business needs .

We'll see that in a later article , Explain how different business attributes , Determine the focus of the rules .

stay Amazon When , Worked in two different teams . Although the businesses of both teams belong to cloud computing , However, the business attributes are obviously different . The first team , No direct contact with customers , It belongs to the underlying business , therefore ,Leader When making rules , The focus is on stability , automation . The second team , Will have direct contact with customers , therefore ,Leader When making rules , The focus is on functional iterations , Monitoring alarm , automation .

The rule should be written in a Sprint For cycles , Changeable at any time .

5. Understand the use of tools

Rules are inseparable from tools , So the choice and use of tools is very important .

in the capacity of Leader, Have a good understanding of the use of team tools , Instead of asking employees for data every time .

Amazon Of Leader It is almost impossible to ask employees for data . They are very adept at using business tools , Even higher than employees .

Don't let employees become Leader Tools of man .

6. Let employees have the ability to solve problems

Hard power ： Write code , Knowledge of programming languages , Use Redis, Use Spring Equal ability , From school . Soft power ： Ability to solve problems , such as , Resolve customer questions , Solve the problem , System reconfiguration , Code quality , Innovative thinking, etc , From the company .

According to personal experience , If we compare the abilities of employees of large factories in North America with those of large factories in China ：

• Hard power , Everyone is on the same starting line , Sometimes , The hard power of domestic employees should be stronger .
• Soft power , Domestic employees are a little inferior .

about Leader Come on , It is more necessary for employees to have strong soft power , namely , Ability to solve problems , Not just the ability to execute .

That's why Leader At work , I feel very tired , Do everything yourself , What employees do , Follow Leader There are reasons for the gap in expectations .

stay Amazon, There is an evaluation standard for every employee , be called Ownership. In the work , If an employee finds a problem , Then employees should solve this problem independently . Include , Design , Realization , test , Deploy , assessment , Operation and maintenance . If there are difficulties in the process ,Leader Will actively provide resources , Help complete the task . stay Amazon Almost all work tasks are like this , in the course of time , Employees' attitudes towards work have changed , namely , Do things well , Instead of finishing . meanwhile , Have an overall view of the whole business , Anything goes wrong , Every employee can come out to solve the problem . Employees also have a sense of achievement . Just imagine , If it's written 100 Line code , Just finish this task , Employees will not have any sense of achievement , It's just personal experience 100 How line code reflects value in the business , To have a sense of accomplishment .

Give employees room to play , Give recognition , At the same time, take the initiative to help , To improve the ability to solve problems .

Another angle , understand DevOps

From the vision of the staff ,DevOps Expanded Agile, And the operation and maintenance role is also introduced . Thus, the employees of the R & D line began to follow DevOps Methodology of , Improve efficiency .

about Leader Come on , The height should be higher . in the capacity of Leader, Understanding DevOps When , It needs to be understood from four perspectives DevOps, This is also DevOps At the heart of .

CAMS：

• Culture Culture
• automation Automation
• assessment Measurement
• share Sharing

These four cores , Depending on the size of the team , There are different methodologies ,Leader It depends on your own situation . However , Universal DevOps When , We must grasp these four cores .

Leader The question of

ask 1： Build a team culture , Is gross , Where should I start ？ ask 2： Everyone in my team disagrees with each other , It's hard to work together . ask 3： Employees have been arranged to carry out automation transformation , Little effect . ask 4： Monitoring alarm has been added , But the quality is still not good . ask 5： Several knowledge sharing meetings were held in the team , But it won't last 1 It turns yellow after six months . ask 6：DevOps Put the product , Research and development , Operation and maintenance , Tests are introduced , But we still work in the same way as before .

We're talking about Agile When , Tells the story of 6 There are three directions that need attention . in the capacity of Leader, Hold on to this 6 A direction , You can achieve 【 Get to know the team , Operation team 】 The basic purpose of .

Next , It should be around CAMS, To improve the productivity of the team .

1. Don't let culture become empty talk

Once an enterprise grows in size , There will be culture , Whether it's a written culture , such as ,【 Technology goodness 】,【 Customer first 】 wait , Or an unwritten culture .

To make the culture go deep into the employees , It can't be done once or twice in a mobilization meeting or just by brainwashing . As big as a project , As small as a task , Can not deviate from the culture , otherwise , There is no awe for culture .

Amazon There is a famous Leadership Principles, use 16 A statement , Embodies the Amazon Corporate culture of . Previously mentioned Ownership Is one of them .Amazon In normal work , Make full use of this 16 A true saying . such as ,Leader When evaluating employees , Will be based on 16 Three principles to communicate one by one , And give suggestions and help for improvement . When it comes to project priorities , This principle will also be applied ,16 The first of these principles is 【 Insight into customers 】, namely , If a project is related to 【 What the customer really needs 】, So unconditional advance . In architecture design , When there is an argument , Will apply to 【 Invention and simplification 】 This principle , With simplicity , But the design with good usability shall prevail . If there is still no way to draw a conclusion , You can use 【 Win trust 】 This principle , Invite high-level programmers to attend .

throughout ,Amazon How to do it , Whether it's arranging a task , Employee evaluation , Product design and so on ,Leader Are using the corporate culture to operate the team , This is why new employees are Amazon There will be no reason for confusion .

Culture should be reflected in the work content .

2. automation , Step by step , Everyone is involved

Automation is a technical category . however , Let's not talk about what automation tools can be used .

Let's talk about the possible problems in the process of automation transformation .

common problem ：

• Leader Usually expect other teams , Or the company helps me complete automation .
• In the team , Only one person is responsible for automation , And only responsible for automation , Such as automated delivery .
• Want to in a short time , Complete the whole process automation .
• Automation is there , The product quality is still the same .

Let's see Amazon What kind of experience is automation of .

Amazon in , There is a deployment artifact , be called pipeline（ No AWS On the official website Code Pipeline）. This Pipeline Mainly responsible for code construction , Deployment operations . Pipeline They are very open , The team can , Arrange your own process . When every new employee is on the job , The first lesson is how to use Pipeline, namely , How to deploy . The first few months of a new employee's employment , Many tasks are deployed online . This is rare in China . Team , Every employee can master Pipeline The operation of , also Pipeline The process will be modified according to different service modules , Continuous change . such as , Some modules need to be deployed , Stress test , R & D will be in Pipeline Add the stress test function in , Of course, this also requires employees to be responsible from beginning to end . One Pipeline Automation , To ensure that novice operations will not fail , The code is always improved with the automated process .

Automation is not someone else doing the whole thing for me , Instead, assemble as needed .

3. Never forget to evaluate

In the experience of working in China , I find 【 assessment 】 This stage is the most easily overlooked part .

What is evaluation ？ Actually , To put it simply , Namely ： How to judge whether the product is running well or not ？

I was interviewing new people , I often ask this question , Probably 50% People who , I don't know where to start , Probably 40% People will propose to add monitoring alarms , Only less than 10% People will be willing to continue to explore 【 assessment 】.

This situation is actually bad , because , You need to know , Your client is based on 【 Evaluate the results 】 To pay the bill , Presented to customers , It is also a product evaluation .

Amazon The assessment is very strict . stay Amazon in , What kind of microservice module , Before you can go online ？ Tell me about my experience at that time . at that time , I am responsible for a very small function module , The function is very simple , Is to forward the customer's email , Write down the logic code , May not be used 2 God . But then , For a new man, i , Just a micro service , It took me. 2 months , It's just online . This is also Amazon A style of , A new man , Have to go through such a task . From the original design documents ,Review exceed 3 Time , The code framework , Logic implementation , unit testing , All need to be done by the team Code Review. And invite the security team , Conduct a safety assessment . then , This microservice Pipeline Also according to their own characteristics , To set up . There are also monitoring indicators , monitor Dashboard, Alarm strategy , And the operation manual after the alarm is triggered . Only your micro service has the above evaluation criteria , Before you can go online . It seems that 【 A waste of time 】 How good is your practice ？ If you take over the post maintenance of this micro service , Would you like to ？

Evaluation is not simply monitoring memory metrics , It's an assessment of the whole process .

4. Sharing should become a habit

Many teams have tried to share knowledge , Or cross team knowledge sharing . But the effect is not very good , Because of the atmosphere of compulsory learning , It's boring , It can't arouse the interest of employees .

Even if you learn something , I don't know when to use it .

Amazon There will also be a lot of sharing , among COE Is the most interesting one . So-called COE Is to take a big accident , Big problem , share , Of course , This is not a criticism meeting , What a sharing experience . I am here Amazon In those years , Also because of improper operation , Or the code is wrong , It's been done 2 Time COE, The atmosphere of the meeting was very harmonious , The details of the accident given are very objective , What do you say . The big guys invited , They will also give suggestions according to their own understanding . Be careful , The big guys are right 【 System 】 Give advice , Not right. 【 people 】 Give advice . Except within the team COE, The whole department , The whole company will have COE, This has affected the whole business line of the company COE It will be broadcast live throughout the company , And it's the big guys who are having a heated discussion . For employees , Learn from such accidents , It is much more profound than knowledge sharing to gain experience . secondly ,Amazon Daily morning meetings are also an important means of sharing , People are talking about working every day , I will share my experiences and benefits with you .（ therefore , Don't rigidly stipulate that the morning meeting must be held in 15 Done in minutes ）

Take the question / Accidents to share , Not knowledge sharing .

summary

DevOps about Leader Come on , It's a framework for making rules , Just like we write code , If you want to write well , You need to understand the framework ,DevOps So it is .

Leader In the process of carrying out DevOps When , It should be adjusted according to the situation at any time , Let all employees participate , Not that I said you wrote .