Como você pode melhorar o moral da equipe como líder de Desenvolvimento de Sistemas?

To improve team morale, maintain open and transparent communication, recognize and celebrate achievements, and set clear expectations for roles and responsibilities. Empower team, provide professional development opportunities, and foster a collaborative work environment. Listen to feedback, address conflicts promptly, and promote work-life balance. Lead by example, consider incentives, and support well-being, all while encouraging creativity and innovation. Celebrate milestones and maintain a positive work atmosphere to boost team morale continuously.

Engineers today look for meaningful contributions. The system development field differs from application development where your changes have a visible impact. Hence I always communicate a bigger picture of their contributions, to how effective our role is in a larger product. How are we going to convert this as a big sellable item to generate a handsome revenue YoY. Most of products related are system development has mission critical usecases, where there is no scope of lapse. Hence it becomes easier in a way to motivate them.

In my experience, to boost team morale, you've gotta have their back. Foster a culture where give credit where it's due, absorb the blame for the team yourself as a leader when things do not work out. Be a servant leader and serve your team, mentor/coach/delegate where needed and assist where a helping hand is needed. Most importantly, care for your team and empower your team members to voice their thoughts and be a champion for them to help them reach their full potential.

To boost team morale as a System Development leader, prioritize: 1. Open Communication : Foster a culture of open, two-way communication, actively listening to team concerns and ideas. 2. Recognition : Acknowledge and celebrate achievements, whether big or small, and give credit where it's due. 3. Professional Growth : Invest in skill development, training, and career growth opportunities for team members. 4. Work-Life Balance : Promote a healthy work-life balance to prevent burnout. 5. Empowerment : Trust and empower your team, giving them autonomy over their work. 6. Team Building : Organize team-building activities to strengthen bonds and enhance collaboration.

Team Bond and Trust: Building trust and strong bonds with your team is crucial.Working closely with the team to demonstrate care is essential for trust. Task Delegation:Delegating tasks based on individual potential is important. Effective Communication:Providing constructive feedback in a timely manner is essential.When facing strict deadlines, communicate the importance of client expectations to the team. Personal Connection:As a leader, it's valuable to connect with the team on a personal level.Discussing career aspirations and personal interests can foster a strong team dynamic. Ownership and Honesty:These elements are vital for being a dedicated team member and honest with the company.

Develop an open minded team. Communication is the key. It’s best to build a team that has the right attitude. When clear and transparent communication is in place, the team works as if it’s their own company and that indirectly builds the morale because they enjoy working well with peers and it’s the fun that makes them work better. Recognising their work also boost their morale. And most importantly - maintain respect among each other members of the team.

To maintain high team morale, I prioritized open and transparent communication regarding work-related tasks. This approach ensured that everyone was aware of the ongoing processes and understood how we were collaborating to develop our product. As a leader in development, it's crucial to remain vigilant for any team members who may be isolating themselves into silos. It's important to address this behavior promptly to foster an environment where collaborative work is the norm, and working in silos is actively discouraged.

I have on mind the perspective of transparency. Clear communication is a effective way to guarantee a team keep motivated with the eye on the target. It is unlikely for a team to succeed if the leadership speaks half-truths, sets unrealistic goals, and even manipulates results without clearly communicating the reasons for such actions. Finally, it is important to establish a psychological safety environment where team members know that their diverse aspects will be respected, and the contribution of all individuals is valued.

As a System Development leader, these are the things that I do to get create a healthy nurturing environment. - Communicate clearly and regularly. Set expectations, provide feedback, share progress, resolve issues, and celebrate achievements. - Recognize and appreciate hard work and contributions. This can be done through formal and informal channels. - Provide opportunities for growth and development. Help team members learn new skills and take on new challenges. - Create a positive and supportive work environment. Foster a culture of collaboration, respect, and trust. - Encourage work-life balance. Help team members achieve a healthy balance between their work and personal lives - Having outings/group activities solidifies the team bond.

Recognize and reward your team to boost morale and productivity: - Be specific and timely. Praise what they did well and why. The sooner, the better. - Be sincere and personal. Genuine praise means more than a generic "good job." - Be creative and flexible. There are many ways to reward your team, such as public recognition, one-on-one recognition, small gifts, opportunities for growth, and team celebrations. - Encourage peer recognition. Create a culture where team members appreciate and support each other.

Beer and tacos. Be inclusive, offer vegan options and non-alcoholic options. Also, wine. But tacos should be universal. If they do not like tacos do not reward them.

As a leader, recognizing the right person is also really important. We have all seen the wrong person get recognize for the wrong work. I have also been on teams where the recognition might come late and it is not as effective.

Things I do as an SDE V in my team, - Solicit their input and feedback - Delegate tasks and responsibilities - Provide them with the resources and support they need - Give them autonomy It help by - Increasing engagement and motivation - Improving creativity and innovation - Fostering ownership and responsibility - Improving communication and collaboration - Increasing morale and satisfaction

This is great to see and I would like to say that, as a leader, not listening to your team is a critical mistake. You are there to help and enable your team and the team as a whole is there solve the issue or develop the product. The person in charge does not have all the solutions!

🔆 Promoting work-life balance helps: - Reduce burnout and stress - Improve mental and physical health - Increase productivity and engagement - Reduce absenteeism and turnover Create a more positive and supportive work environment 🔆 Tips for promoting work-life balance: - Respect team members' working hours, breaks, and personal time - Be flexible with work arrangements - Provide wellness programs and support services - Model work-life balance and well-being yourself

Let people geek out - that's what engineers do. Allow and encourage your team to run experiments that make the system you are developing better. These might be load tests for those who are into performance, animations for those who fancy UX/UI or refactoring for those who want to keep everything clean. At the end of the day, the activities you did that generated energy should be more than those who consume it. And engineers get energized when doing something they are truly passionate about. It rarely is implementing that compliance directive the business postponed for the last possible moment.

- We started a Whatapp group where we read and discuss books on topics related to our work. This has been a great way for us to learn from each other and to share different perspectives. - We also started a lunch and learn series where we invite team members to give short presentations on topics that they are interested in or that they think would be beneficial for the team to learn about. - We also attend conferences and workshops together. This is a great way to learn about the latest trends and developments in our field. - I also encourage my team members to pursue their own personal and professional development goals. I provide them with the time and resources they need to learn new things, and I celebrate their successes along the way

As a technical leader it is important to create meaning to every development task, ensuring the team understands how they are contributing to the bigger picture. Also being able to frame a technical task from a technical perspective to how the changes impact the overall architecture ecosystem. This drives purpose and meaning while empowering the team to grow. Recognise performance fairly, openly and consistently!

One area which I have found important in a team is Psychological Safety. Allowing your team to fail and learn from it. Building this kind of environment is easier said than done. It is not enough to communicate that we are providing an open safe space for your team to fail and learn. Production issues are the perfect place to check if this safety is available. Writing blameless RCAs and identifying flaws in processes to improve will go a long way in improving team morale.

One thing I have found helpful it is essential to shift away from a blaming culture and cultivate a culture of accountability, empathy, and continuous improvement. Improving team morale during challenging times is an ongoing process that requires adaptability, clear communication, and a supportive environment. Managing expectations is crucial. Be honest about the challenges and constraints, setting realistic expectations for what can be achieved.

Listening with Compassion: Spend some time hearing the opinions and concerns of your team members.When they encounter difficulties, be kind and encouraging.

Establishing trust among team members is very crucial. At the end of the day every one in the team is a human and one has to accept the fact that humans makes mistakes but most importantly we learn from our mistakes. Trust is intangible and cannot be transactional to work in the longer run. To stand by your team mates even when they have gone wrong and let them know that it's ok to fail and learn is very crucial for team sucess. Infact it's the beauty of the team work. No individual can supplement one another we can only complement each other in their areas of strength and weakness.Hence establishing a process where individuals can express their strength and weakness without being judged by their actions is very crucial for team morale.

There’s a lot of positive energy that comes from the why. Why are we developing this software? When our team experienced the real work that the future users were doing, they understood why we were developing the software in specific ways. Throughout the project, we would discuss how we would improve the users’ work and lives by helping them do what was difficult to do today. This is even more impactful when you’re developing software for people serving your customers. In that case, your team can see the impact on the future users and customers at the same time.