What do you do if your programmers lack essential soft skills?

One way to help identify gaps would be to collect feedback from your staff. Maybe some of them have observed some impact of the lack of soft skills already. Another thing to do is discuss some of these gaps as a team, in a safe non-accusatory fashion, brainstorm possible ways forward, and get buy-in from the team to address them together. Leading by example, being vulnerable as a leader, sharing your own shortfall and learnings can also help to build a bond.

Communicate what you think the gaps are within the team in relevant meetings such as retrospectives. Don't make this personal, but frame it as a gap in the team as a whole rather than specific people. Get everyone's perspectives on these gaps to help tease out what the cause is. This will better prepare you to fix the issues and move forward as a team.

Honest Assessment: Start by being clear about what constitutes gaps in your specific team. Consider: Communication: Are misunderstandings and misinterpretations common? Collaboration: Is there difficulty working in teams effectively? Problem Solving: Do your programmers struggle with independent thinking and finding solutions creatively? Time Management: Are deadlines often missed or projects significantly delayed? Adaptability: Is it difficult to handle changes in project direction or unexpected issues? Observation and Feedback: Pay close attention to how team members interact during meetings, code reviews, and client interactions. Gather feedback from both clients and internal project managers. Use a combination of direct feedback

Observe team dynamics to pinpoint specific soft skill gaps, enabling targeted interventions for improvement and enhanced performance.

On peut commencer par sonder leurs besoins : questionnaires anonymes, discussions ouvertes pour identifier les points à améliorer en communication, gestion de projet, etc. Ensuite, on cible les faiblesses ! Ateliers sur la communication claire, gestion du temps, ou on met en place du mentorat pour un accompagnement personnalisé. En investissant dans leurs soft skills, on aura une équipe plus soudée et performante. On en discute plus en détail si besoin ?

Come up with mechanisms you can adopt as a team. For example, if there are shy members in your team suggest designating a different team member to lead meetings or ceremonies. There may be push back on such practices, so communicate with the team to try and find out what practices can be adopted that everyone is happy with.

Soft Skills Training Programs: Invest in targeted workshops or ongoing training programs specifically focused on soft skills like communication, problem-solving, conflict resolution, etc. Online Resources: Many excellent online courses and tutorials are available, often free or at low cost (e.g., Coursera, Udemy, LinkedIn Learning). Conferences and Meetups: Encourage attending conferences related to soft skills and networking events to foster interaction in a broader context.

Provide diverse training opportunities, including workshops and online courses, to cultivate and refine soft skills, fostering a more cohesive and effective programming team.

Manque de communication ? Gestion d'équipe un peu chaotique ? Pas de panique ! On identifie d'abord les points à améliorer (via sondages anonymes ou discussions ouvertes) et ensuite on propose des formations ciblées : ateliers, cours en ligne sur la communication, le leadership, etc. En apprenant ensemble, on devient une équipe de choc !

"Encouraging someone" can easily turn into an euphemism. Being told that your "soft" skill is lacking, can be a "hard" blow, and ruins all the chances of improvement. So take special care in communicating this: Don't call someone out in front of the whole team. Use "I-messages", like "I feel…", or "When you …, I felt …". Take care of your own tone and approach. To put it bluntly: Make sure that your *own* soft skills are up to par.

Plan mobbing and pair programming into your sprints. This facilitates team building and rapport which allows greater team growth. It's also a great way to share knowledge and reduce silos, which can be detrimental to teamworking.

Internal Pairing: Pair programmers with strong soft skills with those who need more development. This allows for learning through modeling and direct feedback in a positive environment. External Mentorship: Seek mentors outside the company who offer a broader perspective and can provide specific guidance.

Et si on pimentait les soft skills de l'équipe avec du mentorat ? Associer les devs moins expérimentés à des collègues aguerris permettrait de transférer non seulement des connaissances techniques, mais aussi les compétences relationnelles et de résolution de problèmes indispensables. Imaginez des sessions de mentorat régulières pour que les devs glanent des conseils pratiques sur la gestion d'équipe, la communication et la navigation dans les méandres des projets complexes.

Diverse project teams: Create mixed teams with varying levels of experience and skill sets, encouraging peer-to-peer learning and natural mentorship. Communication Tools: Invest in effective communication and collaboration tools (e.g., Slack, Jira, Asana) and provide training for their optimal use. Agile Methodologies: If possible, implement Agile methodologies like Scrum, which naturally foster communication and collaboration.

Commencez par évaluer les points à améliorer. Cela peut inclure la communication, le travail d'équipe, la résolution de problèmes et la gestion du temps. Plusieurs méthodes sont envisageables : Observation directe : analysez les interactions lors de réunions, de revues de code et de discussions clients. Sondages anonymes : permettez aux programmeurs d'exprimer leurs ressentis en toute franchise.

Regularly: Make feedback about soft skills as important as feedback about code quality. Provide constructive feedback during performance reviews and regular check-ins. Specificity: Avoid generalizations. Be specific about behaviors you observe and provide examples of both positive and negative situations to highlight desired actions and those to improve. Praise and Reinforcement: Acknowledge and celebrate improvements and the positive use of soft skills.

Boucle de feedback : l'arme secrète pour des devs aux soft skills au top On ne le répète jamais assez : le feedback est essentiel au développement ! Pour booster les soft skills de vos devs, instaurez des sessions de feedback régulières et constructives. Objectif ? Mettre en lumière leurs points forts et les axes d'amélioration. Favoriser la prise de conscience. Motiver vos développeurs à perfectionner leurs soft skills en continu. Un feedback clair et bienveillant, c'est la clé pour propulser votre équipe de développement vers la réussite !

Creating dedicated time for learning and development and allowing staff with flexibility in learning technology and platforms is very useful. Promoting open conversation, providing opportunities for learning, practicing and gathering feedback can help the staff to explore their learning journeys.

Team building exercises and games can be a great way to bring a team together (especially when the team has just formed). Make sure time is spent (during work hours) on these team building exercises because it allows people to understand their team mates better, which pays huge dividends in the long run.

Integrate Soft Skills: Include soft skills assessment and development as part of the hiring and performance review process. Culture: Cultivate a team culture of open communication, support, and respect, where soft skills are valued and rewarded.

Start Early: Don't wait for problems to arise. Emphasize soft skills from the start of employment. Lead by Example: Managers and team leaders should demonstrate exemplary soft skills to set the right tone. Be Patient: Developing soft skills takes time, commitment, and ongoing practice. Continuous support and reinforcement are key.