Why developer-relationship is important for your business
Hey there! If you felt connected with the title of this blog, I’m glad you’re here.
No matter what type of organization you are in, and what team size you are leading, you must have a good connection with your development team.
Here are my thoughts on the above statement.
- They know everything (literally everything): For some old and established habits, all the developers have been considered introverts and very patient towards their work. But time has changed and now the developer community is (pro)active more than ever and wants to know whatever seems fascinating to them in the tech. For e.g, If someone from a marketing team says marketing jargon, they not only will understand it but will make sure they understand its use case. (Of course, we are good at googling)
- They speak less: Being a developer is tough and stressful as they don’t get to do a lot of talking to get the work done, instead, they need to stay in their zone and get the work done. So yes, you have to be very precise and clear about the things you need to get done.
- They are quick learners: You can teach a developer a sales trick and she can be the best at it, but the vice-a-versa might not be 100% true. The point is, that programming jobs make you adaptable to a lot of learning patterns, and in that way, developers and programmers learn quite fast.
- A good developer is like a best friend: If you have ever built a product/software or at least seen the process, you will know how the development dynamics change, and sometimes no one has control over it. But if you have someone who understands the challenges and has the “I’ll find a solution” attitude, you’re lucky, mate!
- Before listening, speak clearly about your business requirements, and then take their inputs on it.
- Never make a developer work alone on a project. Try to provide a team for them to work with so they can solve and contribute together.
- Acknowledge their efforts as much as you can, and see how well they solve your product’s challenges.
- Make relationships outside the workplace and build trust.
- Understand their “to be managed” needs. Don’t micromanage them, give them proper space to learn from others and perform well.
I hope this was a helpful read for you. Feel free to share your thoughts on this.
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