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6 Characteristics Of A Great Development Team

A successful software company is only as good as its team members. To build a solid reputation and deliver exemplary results, your team has to work well together. 

Developers/Engineers Build a new product.

Developers are the ones who write and launch the program or application code. Depending on the specific project needs, it is usually best to recruit specialist personnel for that particular technology.

Full-stack developers (master of all trades) are increasingly popular. They help the company save on costs because it doesn’t have to employ several developers, the same developer no matter which platform the application is designed.

A Great Developers’ Traits

Once you have identified that the developer has the technical experience you are looking for, the following features will help you determine whether your candidate will be a “great” developer:

  • Good Time Management: Excellent developers realize that there are deadlines to be met, and they need to write a code that guarantees that the application is completed in time. Good developers are also very good at predicting how much time it takes to complete a given job.
  • Quick Learners and Adaptation: Great programmers can quickly adapt to new technology independently and find the best tools to help them overcome the obstacles they are not familiar with. They recognize that they don’t have all the answers, but they’re still proactively looking for them.
  • Team Player: A great developer listens to and contributes to a team environment. This is one of the primary considerations in recruiting every member of the team. If your developers can’t work together as a team, production will lose productivity.

That means they need to hold similar values that serve a common goal. Keep reading to learn about the top six characteristics of a great development team. You can use this model to assess your own team’s performance and make adjustments if necessary.

One: Strong Communication

Strong teams must have effective internal communication among them. They need to be focused on efficient group work and ensuring that each member understands the big picture and knows what part they must play to achieve common goals. Team members must feel confident that they can approach leaders for clarification should they run into a snag. Scheduling regular meetings can help to keep communication channels open and to encourage check-ins, but your team should also be self-directed in their communication. 

They need to communicate in all directions and speak up when necessary, either to colleagues or clients. Suppose you feel your group could use some work on their connection and accountability. In that case, a program such as Agile training could teach the required skills and practices to improve collaboration.

Two: Common Culture

Building a coherent team culture is crucial to designing a team that works well and offers effective results. A common culture is difficult to define. It boils down to how a group of people interacts. A strong group culture should promote working together, getting along, and sharing values. Personalities should mesh well, complementing each other in ways that lead to a pleasant working environment. An effective leader can improve culture by encouraging cooperation, switching out members as needed, and spending time together on activities outside of work when possible.

Three: Achievable Goals

Everyone on a team must be on the same page to be effective. Leaders must strive to ensure that the result is well-communicated from the beginning of a project and that each member is committed to achieving that goal. Common goals are the glue that holds teams together. They keep teammates accountable to each other.

Four: Defined Roles

In a winning organization, everyone must know their role. Leaders work to define each member’s position, and then it’s up to the team to hold each other accountable for completing their tasks and adhering to their responsibilities. That’s how projects are completed. Developing distinct roles also instills a sense of purpose, accomplishment, and pride. People need to understand what’s expected of them to meet those expectations. Clear and concise functions allow expectations to be placed.

Five: Self-Direction

While each member must understand their particular role, it’s also crucial that leaders allow their employees the freedom to manage themselves. Your workers should be self-directed and independent so that they can work steadily toward completing their part of the project in a timely and effective manner. They should also feel empowered to perform their role in ways that suit their style, skillset, and personality. As long as their job is being completed and getting done correctly, management doesn’t need to continually look over each member’s shoulder. Your team wants to feel that they are trusted to do the job they were hired to do. Please encourage them to do so.

Six: Trust

Finally, these characteristics all boil down to one final key piece, and that is trust. A significant development team must trust each other to handle their roles and responsibilities. Without trust, things begin to break down. That’s why it’s essential to develop a common culture, shared goals, and defined roles among your team. Active communication among team members that are self-directed enough to handle their responsibilities leads to a sense of trust. Members should be able to rely entirely on each other throughout the entire process, leading to overall success.

These are six essential characteristics of an exceptional development team. You can readjust them and adapt them according to your own group’s needs and personalities. However, these points should create a good starting point if you could use some direction in improving your team’s overall success and harmony.

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