Keeping dev teams on track means having a handle on morale. A lack of motivation can mean projects limp towards the finish line rather than sprinting, and there are a number of tactics to deploy in this context.
Let’s talk about what keeps engineers and devs engaged, and give clear examples of what you can do as a manager to augment this.
1. Give them a route forward
Team members will be more willing to turn their full attention to a project if they know that it will lead to bigger and better things for them in the future.
That’s why it pays to ensure that they know you’re interested in supporting them and helping them to progress in their career, even if they don’t stick with your specific organization indefinitely.
Career advancement comes in many forms, and one of the most impactful is additional training. If devs know that you’re willing to broaden their horizons with paid courses that will in turn give them new skills to use, it’s a win-win.
This also feeds into the concept of outskilling, which is particularly prevalent in the tech sector. If you are bolstering your teams with training, without expecting them to stick around forever, everyone benefits in the long term, because the overall quality of the workforce will go up.
2. Demonstrate trust by letting go of the reins
Attempting to get involved in every minute aspect of a project will only leave devs feeling like you don’t trust them.
On the other hand, if you show that you have respect for their abilities and that you value their input by stepping back and giving them autonomy, they will repay you with increased dedication to your collective goals.
3. Avoid rigid working practices
More and more people are choosing to work flexibly, and it’s up to businesses to meet the growing demand for this arrangement.
For software development teams, this can mean allowing members to adjust their working schedules to suit their lifestyles. The old-school approach of insisting on a 9 to 5 attendance in a bricks-and-mortar office just doesn’t cut it anymore.
Flexibility brings with it a better work-life balance, and means that when team members return to their desks, they are happier and more productive.
4. Hire the right people
Every successful development team needs a good balance of members. That’s why effective motivation should start at the recruitment stage.
So long as you ask software engineer interview questions that are not just aimed at finding people with the required skills and experience, but also those who will be a good fit for the company culture, you’ll be on the right track.
5. Acknowledge accomplishments
We should all celebrate small victories, and not just wait until something major is achieved before we allow ourselves a pat on the back.
This applies to development teams as much as it does to any other area. In fact, it’s sensible to foster an environment in which employee recognition is encouraged and emphasized.
There are entire software platforms that are made to organize and streamline employee recognition, so adopting one to ensure that it is a formal part of the way teams work, and not just a vague recommendation you give, is a wise move.
6. Provide the right resources
Developers will not be motivated to fulfill their responsibilities if they don’t have the tools available to them which are crucial to everyday processes.
This is as much about keeping your ear to the ground on new developments and adopting cutting-edge solutions sooner rather than later so that the team doesn’t feel like it is behind the curve.
7. Listen to feedback
Often all you need to do to identify issues within a dev team is open your ears and listen to what’s being fed back to you by the members themselves.
Sometimes people will come right out and bring problems to you in an unambiguous way. Sometimes you’ll need to read between the lines to pinpoint when a member is having a tough time.
Asking for input and also being proactive about implementing positive changes when you pinpoint a problem will keep people motivated and show that you genuinely care.
Read: How Listening to Feedback Can Make You Successful
8. Embrace innovation
Software development can be a very creative profession, but if it feels like team members have no choice but to tow the line then their dreams of making something new and unique will be quashed, and with them their levels of motivation.
Conversely, if you give employees the time and the space to follow ideas and innovations that they’ve cooked up on their own, this will boost satisfaction levels and could even lead to benefits for your business.
9. Be smart about setting goals and targets
Every dev team should have goals, but it doesn’t help if these are nebulous or vague. Worse still, if you’re shooting for the stars with implausible ambitions, it will harm motivation because you’ll always be falling short.
But how do you set targets and goals that are engaging, effective, and can boost your productivity? Just follow the SMARTER goals framework, which means:
- S – Specific
- M – Measurable
- A – Actionable
- R – Risky
- T – Time-keyed
- E – Exciting
- R – Relevant
10. Practice positivity
Work environments where there’s a negative atmosphere are never fun to be in, and so ruling with an iron fist is very much an outdated ideology, because people are more motivated by positivity than bad vibes.
For the most part, this is a top-down tactic, meaning that you have to lead the way with a positive approach and outlook and allow this to rub off on every member of the team. Of course, there can be instances in which negativity erupts for other reasons, so you have to also take action to deal with discord as a priority.
Read: How To Stay Positive No Matter What Happens In Life
Takeaway
Ultimately, software engineers and developers are much like any employees in terms of how they can be motivated. Just follow the tips above and you will do just fine.
