Investing in Software Development Team Structure Improvement is essential for maximizing productivity and success in the ever-evolving landscape of software development. This article offers 7 actionable strategies to strengthen your company’s software development team structure, fostering collaboration and efficiency.
A great team is essential in business, especially in tech. Custom software solutions are vital to competitive edge but a strong development team is crucial to the effectiveness of your software systems. If something goes wrong in your system, your development team will fix the problems. If something isn’t running correctly, it’s the development team that fixes the issues. Your developers work with a myriad of professionals to create the best software possible. Having a powerful development team creates the best circumstances for your business. But how do you ensure your team is a quality team?
Looking at a resume is useful and tracking coding skills is a must. But identifying a talented developer and a team player is more difficult than it sounds.
When creating your software development team structure, here are 7 ways to create your “developer dream team.”
1. MOTIVATION TACTICS
Does your development team participate in collaboration? Do they work with other departments? Do they have a say in company meetings? If not, then you should change that.
It’s easy to isolate your development team. Oftentimes, the only communication coders have with leadership is when there is a problem with the software system.
Instead of approaching them when there’s a bug in the system, empower them. Motivate them. Talk with them. Build and nurture relationships with them. If you want a “dream developer team” leadership must be willing to involve them in the appropriate conversations. Leaders must practice openness and transparency. This is a must with every team member in every department, but especially the development team. Without them, customer experiences will decrease, software systems will not be effective, and overall, business success will suffer.
Let your developers collaborate with your company and help make decisions in their department. They know what they are doing so allow them to do it. Ask questions, seek their input, know what it is that they do, let them be creative and innovative- This is where a business’s competitive edge comes from.
It’s also easy to assign tasks to your developers. Instead, let them assign their own tasks. Coding isn’t all CSS and software — any developer can use their creativity in their coding skill.
Let them take ownership by opening up collaboration, letting their voice be heard, and giving them a chance to use their creativity.
2. DON’T SEPARATE ROLES
It’s easy to praise development managers. Leaders tend to only take their word seriously, and only approach management when there’s an issue.
But what about the developers below them? When it comes to visibility and retention, don’t try to separate roles.
Obviously, there’s a reason why you promoted some developers to a managerial role. They have the best skills, performed better, and are the ones you trust the most. But development managers do the same thing as the junior developer: they write code.
While there are responsibilities a manager has over a regular developer, don’t try and separate the roles too much. You should also approach your regular developers with new ideas, any changes, and always take their word seriously. Again, they know what they are doing, so allow them to do what you hired them to do.
3. EMPHASIZE COLLABORATION
If a coder is skilled enough, they won’t need help or advice from another coder very often. That’s why it’s easy to isolate developers. They work independently, do the required jobs, and then go home. But that doesn’t sound like a lot of fun, right?
To create a more engaging work culture for developers, emphasize collaboration.
Let’s say your developers are redoing the company website. Before they get to work, let your developers collaborate on their ideas rather than making decisions internally. Ask them their opinion on all aspects of the project. You may be surprised what you will learn.
In addition, emphasize a company culture where everyone helps each other. If a developer has advice for their co-workers, let them share. If there’s a junior developer on the team, ask them directly. Each member of the team has insights and ideas that can be valuable to the project. If you never ask questions, or seek creative thoughts from your developers, you could miss out on ideas that could really transform your business process.
4. INCREASE THEIR VISIBILITY
Do your coders sit in the corner and type at their computers, while the rest of your employees move around the office and collaborate with other team members? Your developers should also have a dominating presence in the office.
During company functions and office meetings, are your developers recognizable? Do they even attend?
Your developers are integral to your company’s overall performance. Every company nowadays is a software company. Even though your developers have tough deadlines, make office meetings worth their time. Discuss development updates and advice they can follow. Ask them to be involved in things that maybe are outside of their department- This doesn’t mean give them tasks that have nothing to do with their job description, but involve them in team building activities. Create a unified work culture, not an isolated one.
Your development team deserves to be recognized for their efforts . Emphasize their achievements, recognize their hard work, and tell them that they are an amazing asset to your company.
5. MIX UP THEIR COLLEAGUES
Collaboration is a key subject in this role. But it’s important to define collaboration. Departments tend to collaborate with similar departments.
Your developers may constantly collaborate with your designers or with your engineers. But what about with the financial department or your sales team? You would be surprised how much your teams will grow when they collaborate with one another.
For example, your coders may find some issues with your financial software. Or maybe your sales team had some questions about your software that only your development team can answer. Combining teams will present problems and solutions you never even knew existed. Even though these employees use different skills, they all work toward the same goal: making their job and your company the best it can be.
6. CROSS-TRAINING VS SPECIALIZING ROLES
These days, “coding” is a very vague term. The digital language is used for a variety of different jobs. There are also different coders with different skills and specialties. They should be able to use their skills to its full potential.
There are times when you should cross-train employees. If they have more than one coding niche or can combine them, they will feel irreplaceable.
Maybe you hired a developer for your mobile team. But you also found out this developer has a background in web design. Cross-train them to work on all mobile functions, including ensuring your website is responsive and apps work effectively.
But not all developers are the jack-of-all-trades. Some developers are great at one task. For these developers, it’s best you give them their specialized role, and let them take ownership of that role.
Don’t compromise their role in the company. Make them the leader in that niche or even promote them.
7. NEVER COMPROMISE GREAT WORK
With so much occurring in your business, it’s easy to toss aside the good employees because they constantly produce good work. You know that they will complete their tasks effectively and on time, and you know that they are independent enough to make the best decisions to complete their project. But as a leader, you must remember your role and what comes with it- You can’t stop leading, showing up, acknowledging hard work, or recognizing the impact of your team’s efforts.
Employees that work hard and continue to effectively produce are hard to come by. Leadership not acknowledging the team or not showing praise when praise is due will be detrimental to your business process. Not doing so only discourages your development team from being productive. They won’t want to come to work, and they won’t want to work for you. People quit their jobs due to leadership being ineffective and having poor leadership styles and tactics.
If you have a developer who shows phenomenal performance, congratulate them. Make an effort to show them that their work is appreciated.
There are many ways to do this. The classic methods (and ones employees love) are the promotions and the raises. But there are other ways to reward your all-star team members. Examples include treating them to lunch or buying them a gift card to their favorite store. You could shout them out in the next company newsletter. Or perhaps, you acknowledge their hard work in the next meeting, or maybe you even send them an appreciation email. The unexpected, sincere, and appreciative rewards have the greatest impact on the team.
UTILIZE THESE STEPS AND SEE A DIFFERENCE IN YOUR SOFTWARE DEVELOPMENT TEAM STRUCTURE
Office politics and stress can easily weaken any team, especially your development team. But the key to exceptional developers is creating a strong software team structure and strengthening leadership style and tactics.
Boosting collaboration, transparency, and visibility will help your developers feel more appreciated and keep them productive. Reward your employees when they do well and tap into their talents. If creating and sustaining success is an end goal for your company, these steps will ensure successful outcomes are possible.
For more advice on developing a more productive development team, take a look at our services.