Motivating development teams is imperative. First, to achieve a quick and high-quality result and second, to maintain a positive atmosphere within the company.
Developers are creative, enthusiastic and meticulous people. As a rule, they are immersed in the work on the project. Sometimes this even leads to burnout or a total frustration because of high brain load.
This is an area which we constantly monitor in the YSBM Group team. It is very important to let people know that what they do is an essential contribution, that each solution they develop helps our clients to optimize their businesses and to make it more valuable and progressive. More importantly, you need to create the right environment for their self-realization and improvement.
We are pleased to share techniques for motivating and encouraging the development team that we successfully use in our company.
- Respect everyone's point of view
Each team member is different and has a unique point of view, so do not hesitate to listen to his/her opinion and follow it when you should. Every developer should feel valued for their contribution to solving the problem.
- Help set the right priorities
One person likes to plan carefully before doing exact work and showing results, another person likes to jump straight into the ‘fire’ and yet another person is able to prioritize when his teammate needs help.
Thus the personal approach will have a good impact on the overall result. It is important to remember that sometimes only management is aware of the big strategic goals. That should be shared with the engineering section to prioritize their work efficiently.
- Do not skimp on praise
You can be sure that this is the easiest, but one of the most effective techniques for motivating and encouraging a team.
For each employee, the praise of the company's CEO is very valuable. Praise for achievements, for finding the best solutions, for fulfilling and exceeding the plan or for observing and meeting deadlines in advance. Do this in person and in the presence of the team members.
Remember - the leader’s praise is authoritative and extremely motivating.
- Do not criticize, but discuss
No one is insured against mistakes and annoying misunderstandings at work. However, no one wants to listen to unpleasant comments from the management about this either.
An open discussion can be an alternative to criticism. Ask the employee why he chose this solution.
Check if there were any other options. In the course of an open conversation, it is always easier to identify the optimal solution. This approach avoids humiliation and loss of self-confidence on the part of the employee.
- Get together at the "round table"