Successful software development in a hybrid environment

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The desire to work from home or anywhere has only increased as the COVID-19 pandemic persists. Employees cite a number of reasons they prefer to avoid the office, including reducing commute times, increasing productivity, supporting family members, and exploring new locations. People are increasingly comfortable with remote interactions and the new technological tools that have grown to support the trend of working from anywhere. On average, employees said they wanted to work from home 2.5 days a week, according to a monthly survey of 5,000 Americans, while 73% of employees seek hybrid work environments where they have some flexibility in where and when they work.

The rapid spread of the COVID-19 Delta variant has also prevented employers from forcing a full-time return to the office. As a result, the new standard for today’s workforce will remain a hybrid at best: a few days in the office and a few days of work from home. We are a workforce in transition. For many companies, this has put unnecessary pressure on their digital transformation initiatives.

One question remains: How can companies continue to innovate and execute their software development initiatives with their employees separated from their teams and offices? Here are some of my recommendations to help organizations continue their software development projects in today’s hybrid work environment:

Inclusive environments

Hybrid workforce requires a highly inclusive environment. As a nearshore IT partner who works remotely with hundreds of clients, we ensure that our teams have the same access to managers, HR and technology necessary to succeed on projects and interact productively with clients. For example, we learned that the best way to be inclusive is to take an all-virtual or all-in-person approach when meeting with clients. It is also essential to train your managers so that they offer the same advancement opportunities to employees, whether or not they are in the office. From the management team to the bottom, everyone needs to support employees, wherever they are. The same goes for oonboarding of new employees and partners – a mostly virtual process over the past 18 months. The increase in online mentoring and onboarding platforms to connect employees and manage client projects as the workforce is hybrid is another important approach we have taken to ensure that everyone feels included and engaged.

Collaboration and knowledge sharing

The employees were abruptly forced to leave the office where they were accustomed to frequent impromptu meetings and discussions in the dining room. For many, this change had a negative impact on reflection, collaboration and knowledge sharing and therefore innovation. We give our teams the opportunity to use different technological tools to compensate for what they lack the most in an office environment: regular and occasional human interactions. Our teams use a variety of communication tools for frequent check-ins to connect with clients and their colleagues. As a result, our employees say they are more engaged than ever with team members and customers. They organize more impromptu chats and “instant” meetings with colleagues and clients as if they were in the office. We have also migrated to videoconferencing as the communication channel of choice. Video conferencing tools increase engagement and allow team members to join virtual meetings anywhere from their preferred devices. The ability of teams to interact, share and collaborate wherever they are is essential to development advanced teams and software.

Trust in cultures

According to the Harvard Business Review, 34% of employees felt their supervisors “expressed a lack of confidence in their job skills,” and even more workers said they needed to be constantly available to do the job. their evidence. Feelings like these highlight a lack of confidence, impacting developmentoption results. Employers need to be confident that their employees are working diligently and consistently throughout the workday or whenever they can successfully complete the tasks at hand. For example, remote working allows individuals to work when they feel most productive. Organizations need to recognize individual productivity cycles and understand that different team members can be productive at different times of the day, including outside of regular working hours.

Being transparent, open and open about expectations are essential to build trust with employees. Successful digital transformations and the development of innovative software are only possible with the right team and the right people. From the customer’s point of view, these are the types of IT partners they want on their side. Technical skills and an environment in which all employees feel valued, trusted and motivated to do their best are essential for developing effective digital solutions.

Employees made it clear that they did not want to be back in the office full time. For many organizations, a return to normalcy focuses on developing a hybrid workforce capable of working effectively with digital development partners. Creating the right environment and strengthening relationships with employees are essential to ensure that software development projects can continue successfully in today’s new normal.


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