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How do you build a high-performance engineering team?

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Building a high-performance engineering team is a key challenge for any engineering manager. A high-performance team is one that delivers high-quality products, meets deadlines, collaborates effectively, and adapts to changing requirements and feedback. How do you create such a team? Here are some tips based on engineering management best practices.

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1 Hire smart and diverse people

The first step to building a high-performance team is to hire smart and diverse people who share your vision and values. Smart people are not only skilled and knowledgeable, but also curious, creative, and willing to learn. Diverse people bring different perspectives, backgrounds, and experiences that enrich the team and the product. You want to look for people who can complement each other's strengths and weaknesses, and who can communicate well with each other and with stakeholders.

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John Menconi

Engineering is more than data and know-how; it's an art form that uses all the developments of the past to create something new and improve people's lives!
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Something I've seen personally is that the smartest people in the room often don't have the smartest qualifications. For example, the best car mechanic I know never went to school or got any certifications for what he does, but he has a talent for diagnosing and fixing issues right the first time because of soft skills like thorough investigation of possibilities, attention to details while working and the willingness to learn how to do a job properly and refresh himself on best methods when he's not sure. The point is that pieces of paper do not equivocate intelligence, just academic skills and money.

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2 Define clear goals and expectations

The next step is to define clear goals and expectations for your team and for each individual. Goals should be specific, measurable, achievable, relevant, and time-bound (SMART). Expectations should be aligned with the goals and the company's culture and values. You should communicate the goals and expectations regularly and transparently, and provide feedback and recognition along the way. You should also encourage your team to set their own goals and expectations, and to hold each other accountable.

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3 Empower and support your team

The third step is to empower and support your team to make decisions, solve problems, and take ownership of their work. Empowerment means giving your team the autonomy, authority, and resources they need to do their job well. Support means providing your team with the guidance, coaching, and mentoring they need to grow and improve. You should also foster a culture of trust, respect, and psychological safety, where your team can share ideas, opinions, and feedback without fear of judgment or retaliation.

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4 Promote collaboration and communication

The fourth step is to promote collaboration and communication within your team and across the organization. Collaboration means working together as a team, leveraging each other's skills and knowledge, and delivering value to the customers. Communication means sharing information, updates, and feedback in a clear, timely, and respectful manner. You should use effective tools and processes to facilitate collaboration and communication, such as agile methodologies, code reviews, stand-ups, retrospectives, and demos.

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John Menconi

Engineering is more than data and know-how; it's an art form that uses all the developments of the past to create something new and improve people's lives!
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I've found that the best collaboration experiences I've had were with people that I viewed as friends as well as colleagues. While there is no formula for turning coworkers into friends, I've found that relaxed environments go a long way towards allowing people's ideas to flow out and into the project at hand. Dynamics where someone is shut down or ridiculed because of an idea that the group or the leader doesn't agree with will cause people to tend towards not sharing any ideas instead of sharing ideas that can then be discussed.

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5 Encourage innovation and learning

The fifth step is to encourage innovation and learning within your team and as an individual. Innovation means experimenting with new ideas, technologies, and approaches, and embracing failure as an opportunity to learn. Learning means acquiring new skills, knowledge, and insights, and applying them to improve your work. You should create a learning environment, where your team can access relevant resources, attend trainings, workshops, and events, and learn from each other and from experts.

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6 Celebrate successes and failures

The final step is to celebrate successes and failures as a team and as an individual. Successes mean achieving your goals, delivering value, and satisfying your customers. Failures mean missing your targets, making mistakes, and receiving negative feedback. You should celebrate both successes and failures, because they are both indicators of your progress, performance, and potential. You should also use successes and failures as opportunities to reflect, appreciate, and improve.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you build a high-performance engineering team?

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4

5

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1 Hire smart and diverse people

2 Define clear goals and expectations

3 Empower and support your team

4 Promote collaboration and communication

5 Encourage innovation and learning

6 Celebrate successes and failures

7 Here’s what else to consider

Engineering Management

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How do you build a high-performance engineering team?

1

2

3

4

5

6

7

1 Hire smart and diverse people

2 Define clear goals and expectations

3 Empower and support your team

4 Promote collaboration and communication

5 Encourage innovation and learning

6 Celebrate successes and failures

7 Here’s what else to consider

Engineering Management

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