Suppose you think the speed of your development team’s work has slowed to a halt. But why? Does it have to do with something internal or external? Are you experiencing turnover, or is there a more significant problem at work or in the agency?

A successful team does not emerge on its own. But why do we even require one? Don’t proficient professionals naturally form a great squad? The dilemma is that merely isolating them in a room and giving them a deadline is insufficient. Professionalism is one aspect of an effective team, but so is how the members work together. Only a team that operates at peak efficiency can handle the burden more quickly and produce more. Additionally, working with a team that doesn’t screw up is always pleasant.

The effectiveness of your development teams will be directly and significantly impacted by how you organize and manage them. Building those development teams from the ground up with specific principles and ideologies in mind is necessary. Otherwise, they’ll hit a brick wall and be unable to work as productively as your business needs them to.

What could be the secrets of a successful development team? We have nine such factors that every business owner should consider while creating a development team for the first time or when it’s time to restart or make changes to those teams.

Here are a few things you can consider as requirements if you want a successful content development team. Let’s start and learn how you can improve the chances of success for the development teams you hire or manage.

You know your business problems

When it comes down to it, your development teams’ prime goal is that everything they do must fulfill your company’s needs. Every choice, project, and line of code is made with the company’s objectives, not simply the current project’s objectives. This means that you and your management team must ensure that such teams know the commercial concerns affecting your organization and your industry. Prevent your teams from wondering. Instead, prioritize these problems, so your team is always aware of the overall objectives.

Core Knowledge

Domain Knowledge is knowledge of a specific and specialized field. Your development teams need a firm grasp of their area of expertise, including what they do, why they were hired, and how to finish their portion of the project. Although the reverse of general knowledge, domain knowledge, can cause stakeholders to work in silos, it is imperative that your developers fully comprehend their area and how it relates to the project as a whole.

Technical skill

Your development teams must be well-versed in their respective domains and possess strong technical proficiency. It’s important to hire developers proficient in all dimensions of Java as well as other related frameworks, frontend and backend development, database integration, and Integrated Development Environments for more effective software engineering.

For this reason, in addition to having good coding skills, your developers also need to be knowledgeable about other forms of technology to increase the productivity of their work. Writing code is only one step in a vast process that goes into any software development project. Your software development team must be able to balance the needs of the end user with those of the company.

Scalability

Your team’s ability to evolve itself is just as important as its capacity to develop scalable solutions. You will ultimately need to hire more developers as your company expands to meet demand and maintain agility. When that transpires, your development team must be able to integrate the new developers into the process right away. Your development teams will quickly become stagnant without the ability to scale; therefore, your company will suffer.

Engagement

Unless you want a great outcome, the team’s engagement in a project is crucial. These technical teams must be involved in the project. They don’t necessarily need to be the project’s promoters or cheerleaders, but they need to take an active role in it and be dedicated to seeing it through to the end. Developers who aren’t interested enough to work on projects can hinder progress and frustrate team members, management, and clients. Project involvement can be challenging to evaluate unless you are actively working on a project or have previously collaborated with a specific team. However, it is predictable. Be on the lookout for a group showing commitment by putting quality first and taking pride in their work. If you want to outsource your development, engagement may also be evaluated at the request for information or proposal stage. Questions that are asked early on and swift responses are typically signs of enthusiasm!

Team performance

The team dynamic can significantly impact any project; thus, your team members must be approachable, encouraging, and eager to share their areas of expertise with others. Create a culture of transparency and a collaborative environment where employees feel valued and are willing to share knowledge. Your employees won’t be efficient or productive if they don’t cooperate with staff members, operations, IT, PR, and marketing. Before choosing an outsourced workforce, you can use the RFI to determine whether the company fosters a collaborative atmosphere through its values and vision. Additionally, it is a good idea to keep an eye out for “good employer” awards, which signify a welcoming workplace.

Communication

Your development teams must be able to effectively communicate both inside and outside the team, in addition to working as a team. There are other methods of communication besides email, SMS, Slack, Asana, Proof Hub, and Trello. Your developers must be able to address a crowd while clearly expressing their thoughts, developments, and intentions. Without practical communication skills, your development teams would find collaborating with other departments or external offshore organizations challenging. The success of a project depends on the team’s ability to communicate effectively with one another. An open and inclusive team culture, regular meetings, and project collaboration technologies can differentiate between a project’s success and failure for internal and external teams.

Automation

Your development teams will need to integrate automation into the picture if they want to keep up with the competition and demand significantly. By incorporating automation into the software development lifecycle, you can assure that many manual and repetitive processes will be more dependable, repeatable, and effective. Your teams will have difficulty keeping up with the constant need for bigger, better, and faster deployments without automation.

A Challenging team

These days, many firms value teams that will push them by challenging assumptions and recommending the best course of action. A preferable team is quite direct and will say “yes” when they mean yes and “no” when they mean no, and explain issues and engage on the level of wanting to see the overall project be successful rather than just maintaining a happy meeting for the sake of it. Teams that challenge are technically competent and mature, which reduces the risk of discovering an issue too late in the project.

Conclusion

This list of best practices should have provided some helpful insight into the aspects that must be considered when determining whether to use an internal team or an outside outsourcing partner. However, because every team and company is different, you shouldn’t consider this list the end-all-be-all. You shouldn’t have any trouble maintaining these teams if you take this list and modify it to meet your business’s requirements.

 

 By Khawaja Haroon Nazim | July 19th 2022