How Does Technical Debt Affect QA Testers

How Does Technical Debt Affect QA Testers

Technical debt is a huge issue that can negatively affect the quality of a system. Although developers and project managers are the main users of technical debt, in this article we’ll look at how quality assurance (QA) testers deal with it. Scroll through to find out what technical debt is, why the QA team should be concerned about it, and, most importantly, how to properly handle it.

What is technical debt?

First of all, let’s discuss what exactly is technical debt. Technical debt, also known as tech debt or code debt, is a metaphorical idea. It argues that, like debt concerns in finance, software organizations face something similar in the accumulation of unfinished work from previous projects and version releases.

Technical Debt Cycle

It indicates the effort required to resolve issues or defects that remain in the code after a program has been released. In a nutshell, it is the difference (in terms of bugs) between what is expected and what is delivered. Technical debt has become an important part of the software development lexicon and is widely recognized as a crucial aspect that can affect a software product’s long-term performance.

Ward Cunningham, the pioneer of wiki software, came up with this concept in the 1990s, drawing comparisons with the impact of bad debt on the banking system, literally pointing to the awful experience of having to pay excessive interest money after defaulting on loans. It should be noted, however, that the notion of technical debt (also known as code debt or design debt) differs slightly from its corresponding analogy in the financial industry; the former is more like an abstract concept with no mathematical calculations to show how the interest actually accumulates.

Why is it important to manage technical debt?

It’s not uncommon that while fixing bugs on a project, unfortunately, many new bugs appear. Most development teams hurriedly working on projects have encountered this issue. Out of these issues, some are fixed quickly and some differ for later release. While many teams choose the “create now, correct later” strategy, this can make things more complicated in the long term.

When the number of issues increases, it becomes almost impossible to release the product on schedule and without issues. If technical debt is not addressed on time, this is the worst outcome.

Technical debt can have a damaging effect on a system’s quality and reliability. If a system has a high level of technical debt, it may be more prone to mistakes and flaws, which can cause serious issues for the user experience and overall system performance.

When do QA teams encounter technical debt?

Several factors can contribute to a “technical debt” situation during a typical software design and development cycle, including:

  • Inadequate documentation
  • Insufficient testing and bug fixing
  • Lack of coordination between teams
  • Delayed refactoring
  • Legacy code
  • Lack of continuous integration
  • Other uncontrollable factors
Causes of Technical Debt

You and your team must have experienced this issue too. How many times have your testers been caught off guard at the last minute when the delivery manager abruptly appeared and said, “Guys, we need to launch our product in a week, and we are very sorry for not communicating this sooner? Please complete all test tasks ASAP so that we can begin the demo.” Simply put, any missing tests or “fix it later” attitude can result in a tech debt problem. Lack of test coverage, excessive user stories, short sprints, and other forms of “cutting corners” due to time constraints all contribute significantly to the building of technical debt in QA practice.

An Example of Technical Debt

When the complexity of the testing mesh began to grow with each new sprint, a US-based online retailer with a strong presence across various websites and mobile apps found itself in a real-world “technical debt” dilemma.

This resulted from an unexpected increase in the number of mobile devices to test, languages to support, and social networking sites to use.

Impact of Tech Debt

With less than 40% automation coverage, the tech debt concern would arise in the following ways:

  • Excessive time spent on release testing: As the number of browsers, devices, and scripts increased with each test sprint, the release cycle became increasingly delayed, resulting in a loss of time-to-market.
  • Hiring costs are rising. The number of testers required to support the project nearly doubled, resulting in additional costs.
  • Project complexity: As the project grew in complexity, keeping track of test cases and defects became difficult.
  • Too much effort is wasted pursuing false positives, another result of increased project complexity.
  • An increase in test development efforts by as much as 60% goes with the territory.
The Impact of Technical Debt

Tech Debt Management in QA Practices

Most QA managers mistakenly believe that tech debt is a legitimate result of putting all of your work on the current sprint alone, which leads to completing test coverage manually and completely ignoring automation.

According to agile principles, we should see the tech debt problem as an inability to maintain and meet QA benchmarks.

According to a National Institute of Standards and Technology (NIST) survey, insufficient testing tools and procedures cost the U.S. economy between $22.2 and $59.5 billion per year, with around half of this money spent on further testing by software developers and the other half spent by software users to avoid failures.

A proactive strategy 

Rather than reacting to failures as they occur, a proactive strategy would be to detect faults after every operation or action that can be monitored. You can do it all manually, but with thousands of test case scenarios in a typical project, automated testing control is required.

Comprehensive testing 

Clearly, good testing may help you make significant progress against technical debt. So, what exactly does that mean? This demonstrates how capable your system is of detecting flaws in the whole application.

It is worth noting that test case effectiveness can theoretically reach 100% if the number of customer-discovered defects (i.e., post-production defects) is accurately mapped to the number of problems discovered at each step of testing coverage.

Test automation 

Automation is required to have a well-designed testing bed that can correctly measure errors as soon as they appear. Testing automation reduces the number of scripts run by reporting results and comparing them to previous test runs. A test automation framework is the method or procedure used to execute automation.

Some classic examples include commercial off-the-shelf (COTS) or free tools such as Selenium, MonkeyTalk, Robotium, Borland SilkCentral, HP Quality Center, and IBM Rational Rose.

Test Automation Tools

Dedicated attention 

Earlier,organizations and their software teams saw QA and testing as just one of the support activities for more important business deliverables. Until quite recently, they didn’t recognize it as a disciplined procedure in its own right that would demand dedicated attention. In fact, it is a non-core approach to QA/testing that has contributed to the recurring problem of technical debt in the first place.

Given the rapid evolution of QA and testing abilities over the past decade, organizations are having a difficult time upgrading their skills and competencies to the minimum levels required by current industry norms.

Hire pros 

Also, there is an industry tendency to hire only the most experienced testing automation professionals, sort of like the elite commandos of testing and QA; they are known as:

  • Software engineers in test (SEiT)
  • Software developers in test (SDiT)

These experts are in greater demand now than ever due to their extensive knowledge in a specific sector (e.g., e-commerce) or professional category.

However, it’s not easy to have the skilled technical resources needed in the face of shorter delivery dates. This is the case faced by most software and product development firms. So what can you do? The solution to this problem is to collaborate with an offshore QA automation player that can handle your skills shortage with the appropriate pool of SDiT and SEiT resources.

Other good attributes of an outsourcing player in QA/Testing

  • An agile, disciplined project execution style,
  • Appropriate industry expertise, including hands-on access to reusable automation frameworks and test cases
  • A clear aim and ability to address remote team difficulties and cultural incompatibilities so that the client is not burdened with extra effort in managing contractors
Technical Debt Management

Wrapping up

In this post, we discussed all about technical debt. As you now know, it is critical to keep track of technical debt and work to eliminate it. Do not ignore the growing number of tech debt tickets in the backlog. This is a problem for the entire team and the product being built, not just the developers. 

You must learn how to manage your debts. Technical debt, like any other type of debt, can be a nightmare for businesses, and the main reason for its accumulation is a failure to execute a proactive QA process that eliminates any backlogs in automation. It is critical to guarantee that the goods you are evaluating are of high quality and defect-free, and eliminating technical debt can assist you in accomplishing this aim.

Mitigate the Risks of QA Outsourcing

How to Mitigate the Risks of QA Outsourcing

As you know, quality assurance (QA) is essential to confirm if a product or service satisfies the requirements and expectations of customers and stakeholders. It comes with many benefits. However, QA is not entirely risk-proof. It comes with defects, delays, errors, or requirement changes, which might jeopardize the quality and dependability of the service. As a result, quality assurance specialists must discover, analyze, and manage these risks before they cause major damage or loss. But how can you pick the best quality assurance risk reduction strategies? In this post, we’ll discuss how to mitigate the risk of QA outsourcing. 

The rising demand for quality assurance

The global IT outsourcing market keeps growing rapidly. In fact, the global IT outsourcing market is predicted to grow to $720.2 billion by 2028. It’s important to note that QA outsourcing has a huge role here.

Throughout the years, QA outsourcing has been in demand and continues to be in demand. It’s not a surprise since QA outsourcing comes with many advantages for companies. Let’s discuss the benefits of this approach:

  • It allows companies to optimize QA expenses.
  • It helps to tackle the lack of in-house QA experts.
  • It fills the gaps in skills and technology.
  • It can accommodate a tight project timeline.

What are the risks of QA outsourcing?

As we discussed, there are many important advantages to QA outsourcing. However, there are several risks that come with the approach that need to be noted. So let’s discuss the potential risks of outsourcing software testing.

1. Requires extra expenses

Poor software quality can lead to extra expenses. Reportedly, the cost of low software quality in the United States is at least $2.41 trillion, according to the 2022 CISQ report. Professional testing services, on the other hand, can be costly. This is why, when selecting a QA vendor, numerous cost-related aspects must be considered, including the timeline of the project, location, scale, and complexity. 

Other than that, it’s important to consider the experience of the QA engineers. You should also consider elements that generally drive the increased expenses of testing services, such as after-hours services, troubleshooting, and staff training.

2. Potential issues related to safety and security

Using a third-party company for QA can pose security issues. When you hire outsourced experts, you are allowing a team of external specialists to work on internal initiatives. You may also grant your outsourcing provider access to systems containing vital business data. This includes confidential information about workers, vendors, management boards, and even customers. 

Without stringent security measures in place, this sensitive information may be compromised as a result of data breaches, insider threats, or other similar unfortunate incidents.

QA Outsourcing Security Concerns

 3. You may not be in control

Entrusting quality management to a third-party QA testing firm can result in a variety of project concerns. When you outsource QA and testing to a third-party firm, you give that company management and authority over those business areas. If you do not explicitly describe your goals, expectations, and engagement before signing the contract, decision-making on QA and testing responsibilities goes to an outsourcing vendor.

4. Risks of communication issues

Suppose your QA vendor’s testing team is located in a different country. If this is the case, it can cause communication issues or a lack of interaction due to language barriers. This could lead to misunderstandings between the team members and negatively affect the quality of the work.

How do you mitigate the risks of QA outsourcing?

Although there are several risks related to QA outsourcing, with a proper strategy, you will be able to tackle the risks.

Here are the steps we recommend that you take to reduce potential risks:

1. Prioritize quality over low cost

Prioritizing low-cost software testing services does not pay off. Instead, it may expose you to security or quality issues, or both. When selecting a QA vendor, it is usually preferable to prioritize quality over cost. You need to follow these steps when selecting a good vendor:

  • Make a list of QA vendors with suitable experience.
  • Carefully examine their individual portfolios.
  • Discuss similar projects with the provider and describe their approach to quality and established QA methods.
  • Examine the security practices of applicants and compare them to your own security procedures and priorities.
  • Obtain regular client feedback to discover QA concerns.
Quality vs Price

2. Implement tactics for better communication

To make up for the loss of visibility and control when working with a QA vendor, you must maintain cooperation and clear communication between your firm and your outsourced QA team, ensuring that your internal product owners can effectively communicate an optimal vision of the end product to the outsourced team.

Discuss in advance all facets of your collaboration, including the technology stack used, techniques, and all the risk mitigation plans. You can also schedule frequent team meetings to stay in touch with them and build working relationships.

Communication with overseas teams 

Remember that outsourcing vendors are sometimes located in a different country and time zone. Set up regular video meetings with offshore team members to stay on track with a project’s timeline. This aids in monitoring their progress, identifying roadblocks, and providing effective answers. (Make sure to set up a secure data transfer communication route with encrypted connections.)

Another significant thing to consider when selecting an outsourced firm is language compatibility. To reduce hazards and stress, you should first conduct research to identify a company with a good degree of language skills.

You should also experiment with project management software to ensure that you always have an overview of tasks and their prioritization, responsibilities, resources, deadlines, and so on. Set up regular reporting or status-update activities to track project progress, be aware of emerging difficulties, and stay current on future plans.

3. Set up comprehensive security measures

There are a few preventative measures you can take to ensure maximum security and safety when working with a QA vendor:

Have the vendor sign an NDA (nondisclosure agreement)

Set up an NDA that forbids disclosing the confidential data the two parties share to any third party. This ensures the security of your company’s confidential information.

Mitigating the Risks of QA Outsourcing - NDA

Perform cybersecurity testing regularly

Test your outsourcing environment with your cybersecurity teams and vendors. Vulnerability scanning, for example, aids in the detection of security flaws in the network that hackers can exploit; in the meantime, penetration testers and ethical hackers simulate assaults on the system. 

Following the test, QA specialists can discover and seal any security flaws to prevent cybercriminals from reusing them in another assault. Furthermore, QA professionals may assess the elements that contribute to security flaws and recommend appropriate solutions.

Make sure to check vendors’ security skills

Before selecting an outsourcing vendor, we recommend checking whether they have prior experience working with confidential client data and inquiring about their approach to data security. You may also request that they adhere to your company’s security requirements (such as those set in accordance with ISO 27001). 

Wrapping up

In this post, we discussed QA outsourcing. The demand for QA outsourcing continues to grow. It comes with many advantages for companies. Although there are several risks that may come with it, you can mitigate them through the proper strategies that we discussed. 

The most important step you need to take is choosing a reliable and trustworthy QA testing vendor. Apart from impressive IT expertise, the candidate needs to have top-tier work quality and security practices to ensure the confidentiality of your company data.

Managing Cross-Functional Teams

Managing Cross-Functional Teams: Overcoming Challenges and Maximizing Collaboration

Nowadays, leading firms understand the importance of managing cross-functional teams to rapidly develop creative solutions. Cross-functional teams, at their best, bring together top individuals with diverse skill sets to design, build, and market innovations that can propel a company well ahead of the competition. However, it’s important to learn the best strategies to manage cross-functional teams. This helps companies overcome any challenges while getting the most out of a collaborative effort. Let’s discuss it all in this post.

How do you define a cross-functional team?

People with different backgrounds and expertise get together to form a cross-functional team. Having members from different departments work together on the same project may be really beneficial. Therefore, developers, researchers, designers, marketers, salespeople, etc. may all have a hand in the making and releasing of new software.

Functional vs. Cross-Functional Staffing

In small companies, where employees often wear many hats, the formation of cross-functional teams often occurs organically. For instance, a business with a one-person marketing department must often interact with product and sales staff.

So, a cross-functional team forms organically out of need. Nevertheless, it still has to be managed differently than a group of individuals in the same department.

Advantages of cross-functional collaboration

Virtually every successful business in the world today makes use of cross-functional teams. Google, Facebook, Netflix, and Amazon are just a few of the industry leaders who understand the value of working together across departments. So, why did they make this choice? So, let’s discuss why:

1. Being able to share knowledge

The quality and output of any business may benefit from the development of its workers’ skills. By working together across departments, your team will be able to share knowledge and expertise. Your team may grow and improve as a whole by working together across departments.

Knowledge is always added to when professionals from different fields collaborate and share their insights. The ability to gracefully handle adversity is also crucial for the success of cross-functional teams.

2. Having a team of experts with a variety of skills

Your company may benefit from the pooled knowledge of experts from many fields if it convenes such a group. The results of brainstorming sessions with a group of specialists from different fields tend to be quite promising. The team encourages its members to think creatively and see things in a new light.

Using the expertise of a wide variety of people, your company may approach project development in a novel way. There will also be little to no hesitance to take on novel, creatively challenging initiatives.

3. Promoting and encouraging teamwork among employees

Your business may have access to a plethora of information if it gathers experts from a variety of industries. Coordination and collaboration are essential for success when several individuals are working together to attain the same objectives. In the same way, a cross-functional team can only continue to operate if its members are able to work together effectively.

By working together, members of various teams demonstrate the benefits of cooperation to the rest of the company. In turn, this will help foster a culture at work that values cooperation and synergy among workers.

4. Being able to complete projects faster

This is the biggest advantage for a business, as it helps the company in the long run. In reality, this is a major driver for companies to establish multifunctional groups. Together, these groups may streamline processes and boost productivity. In addition, coordinating with other divisions is unnecessary since your cross-functional team will consist of the best personnel from every division.

Self-sufficiency is a hallmark of cross-functional teams due to their capacity to monitor and address issues at almost any point in the project’s life cycle. In general, these teams’ individuals know how to make the most of the resources at their disposal to create and execute projects on schedule.

Cross-Functional Teams Advantages

What Challenges Do Cross-Functional Teams Face?

Although teamwork makes the dream work, you have to realize that there are some challenges that come with it. A team full of professionals with different skills and expatriates sounds like a recipe for success. But the differences can cause conflict within the team too. These same cross-functional teams have the potential to bring inefficiencies and biases, as well as conflicting personalities, miscommunications, competing priorities, and other issues. For a project manager, managing all of these moving pieces and personalities is no easy task.

Here are some of the potential challenges that come with cross-functional collaboration:

1. Unfamiliarity between employees from different backgrounds

In cross-functional teams, employees from different departments get together for a project. Since they belong to different departments, they may not be very familiar with each other. They likely have few or no prior successes together that can create a foundation of trust, which can be a challenge to overcome among the teammates.

2. Issues of conflict

When there is no basis for familiarity among teammates and a poorly structured or nonexistent decision-making process, innovation cannot occur. Your team requires a safe atmosphere in which they can discuss and debate their ideas. If this environment is not created, team collaboration may fail.

3. Lack of accountability

Team members that do not openly interact and collaborate are more likely to be competitive, focus on their own performance, and blame others. This results in a low-standard environment.

4. Lack of commitment

Members of cross-functional teams may instinctively prioritize their typical department responsibilities above project tasks, contributing to a sense of lack of ownership or responsibility for the team.

5. Less focus on outcomes

If team members are not encouraged to value the larger picture, they may become overly focused on completing activities within their scope of influence at the expense of the end product.

What are the strategies for managing cross-functional teams well?

The potential challenges that come along with cross-functional teams can be minimized by employing good management strategies. They will remove the hurdles that are holding your staff back and position your company for success. Let’s discuss those strategies:

1. Create the best team

Cross-functional teams benefit from the diverse set of skills and abilities that each team member brings to the table. As a project manager, you must also ensure that the correct people are in place. Developing through organizational charts can assist you in capitalizing on team strengths and finding common ground among team members. This will make it easy for you to incorporate the best personnel for the project in the end.

How to Build a Successful Team

2. Define your goals properly

One of the main reasons why cross-functional teams fail is because they are formed from several divisions within a company. They may have distinct, and sometimes conflicting, agendas or legacy practices that might impede performance. Team members may find it challenging to cooperate and contribute if there is no clear alignment on shared goals.

Project managers can avoid this disagreement by establishing clearly defined project objectives. Determine the desired outcome and link it back to the real deliverables required to reach that goal. Ascertain that the team is working together to set goals that are both clear and quantifiable.

Allowing everyone on the team to offer their ideas will not only increase the quality of the goals you set but will also help each team member feel like they have ownership in the project. It is also critical to define distinct roles. When your team members understand their position in the process, they are more inclined to collaborate with other teams to complete tasks, resulting in wiser, more sustainable decision-making.

3. Ensure that the communication among the team is clear

Effective cross-functional team collaboration might feel a lot like herding cats, especially when teams are used to working autonomously. Collaborative communication necessitates a mentality shift—your team members must understand how opening up channels across teams can not only increase results but also help them accomplish their jobs better.

Project management and office communication tools may facilitate much of this collaboration if your teams understand how to use them successfully. Office communication technologies like Slack and Google Chat, as well as meeting technology solutions like Zoom and BlueJeans, can help your company’s scattered employees establish open lines of communication. They are especially beneficial when team members are scattered across the country.

4. Types of project management solutions that you can use

You can use the following project management solutions to help your team stay on track with workflows and priorities:

  • Asana
  • Workfront
  • Trello 

Other than that, cloud storage tools can make sharing and collaborating easier while also ensuring quality and version control.

Project Managing Tools for Managing Cross-Functional Teams
Project Managing Tools for Managing Cross-Functional Teams


Companies can reap significant benefits just by bringing previously disjointed teams together (virtually or in person). You can set up team-building exercises to create open communication channels. Schedule regular team meetings to engage and exchange work and ideas.

Collaboration across teams can assist you in identifying communication issues throughout your organization. Bringing these issues to light and establishing open channels of communication will have a long-term positive impact on your company and its bottom line.

5. Build trust

Functional organizational structures frequently rely on siloed communication methods or terminology that may not be easily understood across an enterprise. This corporate jargon can obstruct communication and make collaboration more difficult. 

Encourage team members to recast their ideas in more simple, generic terms that everyone in the organization can comprehend when forming cross-functional teams. You may boost collaboration, trust, and creativity by building a cross-functional shared language.

6. Encourage improvement through trial and error among your team

Another way to help build a work environment where cross-functional teams can succeed is by letting your team experiment. Whether they fail or succeed, encourage them to try nonetheless. Many motivational speakers, business consultants, and entrepreneurial coaches may have promoted the concept of failure as a necessary step toward success. Studies have shown that allowing teams to fail results in greater discoveries.

Create a risk-free environment that values failure, iterative procedures, and growth. Such failures can help teams figure out new resolutions to old challenges.

7. Come up with resolutions to manage conflicts

We all know that workplace disagreement is all too common. Working on a cross-functional team is no exception. Managing cross-functional teams sometimes entails bringing together normally compartmentalized teams. Consider sales and marketing. While aligning sales and marketing results in more successful marketing campaigns and more sales, these teams frequently spend more time blaming each other than seeking solutions.

Come up with resolutions to manage conflicts

People jostle for power, influence, and limited resources when forming cross-functional teams. As a project manager, you must be prepared for, and even embrace, controversy. Disagreements in opinion are frequently merely veiled chances for growth and fresh ideas. Keep in mind that a company’s culture may have a major impact on productivity.

8. Keep reevaluating processes

One of the advantages of really cross-functional teams is their agility, or capacity to adjust swiftly to change. Cross-functional teams frequently use an agile strategy to ensure that new investments, tools, or even marketing campaigns work in a seamless, secure, and cost-effective manner.

Once you’ve established effective cross-functional teams, it’s critical to continue to review, measure, and refine the procedures and tools you’ve implemented over time. What is effective? What’s not to like? Where did communication fail? What innovations can be replicated? This approach will assist you in continuing to optimize your operations, developing creative products, and encouraging effective collaboration within the organization.

Even the most experienced project managers may find it difficult to build and manage effective cross-channel teams. Organizations that can bring together unique competencies, on the other hand, can infuse new perspectives and insights into their organization.

Wrapping up

Cross-functional collaboration can readily improve the performance of your team. It enables you to form specialized teams of people from various professional backgrounds or departments. Remember that cross-functional teams are capable of carrying out challenging tasks while prioritizing innovation and efficiency. However, in order for cross-functional collaboration to be successful in your firm, you must be aware of the hurdles ahead of time.

The methods we brought to you can assist you in efficiently establishing cross-functional teamwork. Follow these strategies, and you’ll see how they will create a healthy, productive, and innovative workplace. For similar posts, follow our blog

Boost Productivity of Startup

How to Boost the Productivity of Your Startup?

Through this post, we will let you know tips on how to boost the productivity of startups. We know how much your startup means to you. Starting a business from scratch is an incredible accomplishment for any entrepreneur. Watching your company thrive and grow is surely your ultimate dream. Nobody said it was going to be easy, though. The success you dream of will not happen overnight. Rather, it happens over time. It takes a lot of consistent effort, teamwork, the right communication, and a goal-oriented approach to make your startup a success. You will have to take one step at a time and one day at a time to build your startup to its fullest potential.

You need to make sure every step of the way is clear by avoiding obstacles and reducing mistakes as you move forward on your path to success. As an entrepreneur, you can do so much to boost the productivity of your startup. So, if you want to know how to boost the productivity of your startup, keep reading to find out all about it.

How to Boost the Productivity of Startups 

1. Early Customer Feedback

As you know, customers can make or break your business. At the end of the day, your products and services are for customers. So, it is crucial to listen to their feedback. Taking customer input can help you figure out the issues with your products. Their constructive criticism can be useful to fix those mistakes and issues.

Early Customer Feedback
The Many Ways to Gather Early Customer Feedback 

Integrating your customers’ user requirements early could help you get rid of unwanted features in your product. However, the main purpose of integrating user requirements is to make the product functional in the way the customers require it to be. If you know for sure what your clients think, you can save your time, effort, and money by discontinuing any features they do not need.

That is why it is essential to refine your perspectives as soon as your product develops. Maybe you plan on making revisions later. But we recommend doing revisions earlier instead. That way, only a few aspects of your designs will be affected. Who knows-maybe the ideas you think are less important will turn out to be the deal breakers for the majority of the consumers.

2. Increase Your Efficiency Via Technology 

Unclear tasks can cause a lot of stress among employees. Automating tedious tasks can help lessen stress on your employees. That way, they can focus on activities that require rigorous deliberation. You can do this easily thanks to the variety of technology available nowadays. One type of software we recommend you use is the field service management system.

A field service management software lets you optimize a task by providing a workspace that can set schedules, perform inventories, update customer details, and so on. Make sure to pick a software program that can streamline repetitive processes like tracking, performing analytics, and scheduling.

Also, keep in mind that it is essential to effectively manage your time and resources to ensure your productivity. Remember not to assign your employees too many tasks. It is not a good idea as it will overwhelm your workers rather than encourage them. As a result, it can cause them to miss out on tasks with higher priorities. That should not happen when you want to boost the productivity of your startup. So, to avoid such mishaps, you can get help from technology to manage tasks of lesser significance to boost your employees’ efficiency.

3. Adapt to a Smart Routine 

As a startup business, you may have loads of work to do. We can imagine that your to-do list is overloaded with all kinds of tasks. It is understandable, as you have to make connections, attend meetings regularly, make decisions, solve problems, and more. Plus, you have to monitor your team, search and appoint people to different job roles, and create presentations, and perfect pitches.

Aside from all that, you have to build your social media presence as well. That is a lot of work, and it sounds overwhelming. You may feel like you are running errands 24/7 without even having time to enjoy a decent meal. However, being busy doesn’t always mean being productive. Not to undermine your hard work and efforts, but productivity does not come from being overwhelmingly busy.

Instead, productivity focuses on the outcomes that contribute to your aims and goals. That is why working smart and not hard is the best strategy to follow. So what is working smart exactly? Here, you need to prioritize tasks that you know can assist you in achieving your goals.

Boost Productivity of Startup with Social Media
Various Social Media Platforms Help You Boost Startup Productivity

With this strategy, you may have to scratch unnecessary meetings off of your list. Whenever conducting a meeting, make sure the agenda is clearly outlined. You have to set time limits for yourself and be disciplined when following your schedules.

4. Provide A Remote Environment For Your Team 

If you want to try another tip on how to boost the productivity of your startup, you should try providing your team with a remote environment. Giving them the chance to work remotely allows them to be more flexible. A software solution can streamline your operations, but a remote setup will boost collaboration by allowing remote access to their workspace. Plus, with this method, the team members do not have to commute either.

Apart from that, when you allow them to work from home, it minimizes social distractions like gossiping among coworkers and unnecessary phone calls. But that is not all. You can also save more office resources, such as electricity, workspace, and parking area, by creating a remote environment for your team.

5. Create A Positive Work Culture 

Another important tip on how to boost the productivity of startups is by encouraging a positive work environment. Understand that if your team is unhappy, they will fail to do their best at work. They may exert minimal effort or not be up to date with the tasks. When their productivity decreases, it affects your business, causing it to fail eventually.

How to Create Positive Work Culture
How to Create Positive Work Culture

On the other hand, if your employees are satisfied with their jobs, they will work enthusiastically and do their best. Happier team members are more likely to excel at their roles, which can help uplift and maintain the positivity of the entire workplace. So you have to create a positive work culture if you want to boost the productivity of your business. Now, how can you do that? What steps can you take to create a healthy work setting? We described some valuable tips you can use to build a positive work culture. Take a look.

Choose and appoint the right people to the job roles. Make sure to consider their qualifications, skills, and experience when adding them as team members. Organize events and activities that promote teamwork from time to time. Not only would it give them time to relax, but it would also bring the team closer as well. Consider the following factors, too:

  • Celebrate milestones of business progress with your team. 
  • Give recognition and appreciation to your team members. 
  • Set some policies in place against harassment and mobbing. Your employees should feel comfortable at all times. 

Encourage your team to speak honestly. Hear their honest feedback on issues they notice and ideas on how to improve the startup. It will not only make them feel they’re indeed a part of the team but also help when making changes for the better.

6. Train Your Team Members 

Another tip on how to boost the productivity of a startup is to help your employees reach their fullest potential. Of course, it is important to hire the best for your team. However, even the best of the best can improve with new skills and be up to date with knowledge. If you help them develop their skills further, they can improve, and, in turn, your company will grow. You can make this happen by providing your team with adequate training depending on the field you operate in.

Some may benefit from improving hard and technical skills (such as programming, analytical skills, utilizing and working with software, etc.). On the other hand, you can also focus on developing their soft skills (such as listening skills, effective communication, customer service, etc.), which are essential for team members to grow.

You can help your employees understand how to manage time and resources better and how to express opinions and thoughts in ways that don’t negatively affect coworkers. It will build better work performance, team morale, and overall productivity.

7. Review the Plans for the Work Ahead and Outcomes Often 

You cannot undermine the value of time. As a startup business owner, you cannot take time for granted. Every day should contribute to attaining your goals. While working towards your goals, you have to be mindful of tasks you have completed and tasks that are yet to be completed. Evaluate your tasks often. This will help you stay focused on the priorities you have set for the business. We suggest making a road map of your achievements or making an achievement list.

Business Achievement Milestones
Setting Business Milestones Helps You Assess Your Success 

Tick off the ones you have completed and focus on the next task while moving forward. Always evaluate the outcomes again and again and discuss them with your team.

Wrapping Up

There you go! We hope you found this post helpful in understanding how to boost the productivity of startups. Remember that your startup team’s performance depends on various factors, apart from the employees’ work experience and skills. That is why you have to try out these tips and improve the overall productivity of your business.

Always work smart, keep track of your tasks, and focus on your goals. Also, be sure to provide your employees with the necessary training to develop their skills. If you implement these tips, we are certain that you will be able to maximize the productivity of your startup business.

Myths About Startups

Myths About Startups That You Should Ignore

In the startup world, many things go around in circles. And these include the challenges, ideas, and facts that must be considered when setting up a startup or running a business. In the face of such challenges, myths emerge. Myths about startups are one of the reasons many confused entrepreneurs are hesitant to put their thoughts and ideas into action.

In today’s economy, many people start businesses, and many of them have received bad advice or stories that scare them. When you start your own business, you’re likely to get many of these things. But if you have the right tools and mindset, you don’t need to listen to most of that.

The following are some of the most common myths about startups: Besides that, let’s talk about why you shouldn’t pay attention to them while you’re working hard to get your startup off the ground. Let’s debunk those falsehoods right now, without further ado.

Myths About Startups That You Should Ignore

Myth 1: You don’t need a company culture when you first start out

This is one of the myths about startups that might derail your dreams and turn you into a failure. Consider the following scenario: you’re a group of four, six, or ten people. In this context, it seems obvious that focusing on corporate culture is a waste of time. You’ve just gotten started.

Right now, it would help if you had users, marketing tactics, and code that are both elegant and effective. Who has the time or the inclination to consider their company’s culture at this stage? But the truth is the opposite. Building a corporate culture from the ground up is among the most significant factors in the success of any organization.

Companies should care about their culture because it is the basic cornerstone of any business. A strong culture reflects an understanding that employees are the most valuable asset a company has and that preserving its employees is the most effective means of ensuring sustained success. 

Employees are more likely to like their jobs when their needs and values align with those of their employers. And this is the case in companies with strong corporate cultures. It is more likely that you will have better interactions with colleagues and be more productive if you work in an environment where the culture is a good match. Hopefully, by now, you’ve learned that this is one of the most widespread myths about startups and that you should avoid believing it at all costs!

Company Culture for Startups
The Elements of Company Culture

Myths About Startups 2: A company must have a unique idea to be successful

There is a misconception that startups are young companies with a novel business idea, a desire to make an immediate impact, and a desire to take over the market. This is one of the troubling myths about startups. Many people have this misguided belief since startup success stories like those of Mark Zuckerberg, Larry Page, Elon Musk, and Jack Ma are often cited as role models.

The uniqueness of their idea alone doesn’t make them successful, though. Instead, it’s because of their business model, how they market their products, and how they treat customers that they are so successful. Despite popular belief, Facebook was not the first social networking site. It was a rip-off of the houseSYSTEM and Myspace social networking sites. Google was neither the first search engine nor the most popular. In this case, Overture was the culprit. Google did not originate the concept of search monetization.

Zynga did not create Farmville; rather, it was a copycat version of Farmtown. The Chinese game HappyFarm was the inspiration for Farmtown. Microsoft Windows was not the first graphical user interface operating system. In reality, it was technologically inferior to its opponents. But it was able to win the market share battle opposing IBM and Apple because of its superior marketing. This was simply because Microsoft had a better understanding of what customers genuinely needed than either IBM or Apple.

Myths About Startups - Fresh Ideas
Having a Fresh Idea Is Great, But It’s Not the Sole Determiner of Success

Myth 3: You will not be successful in a startup because you do not have sufficient business knowledge

This is one of the trickiest myths about startups to debunk since it is so widespread. But don’t misunderstand what we’re saying. To be successful in business, you must understand the industry. Nonetheless, becoming a successful entrepreneur does not require an extensive understanding of the business world. Profits and costs are business fundamentals, so understanding them is not difficult. If you want to make money, you should buy things at a lower price and sell them for more money than you paid for them. Take training classes to fill up the gaps in your expertise if you don’t have adequate knowledge right now. In today’s world, taking courses doesn’t always imply attending an expensive institution.

There are several online learning resources available to you. Most importantly, you may assemble a group of individuals who have the necessary experience and knowledge to supplement your own.

Myth 4: If your business is not the first to produce a particular product or service, you will not be successful in your startup

Unfortunately, this is one of the common myths about startups that deters many would-be entrepreneurs. Some would-be entrepreneurs have decided to give up since another business has already done something similar to their original concept. Although being the first to market is preferable, it is not necessary. First to market may also imply first to fail in certain cases. Even though MySpace existed before Facebook, look at what happened in the end

MySpace is no longer mentioned in any context. Trying to be the first isn’t the goal. Creating your own niche and branding your product or service is what will make you a successful entrepreneur in this day and age. Maintain a constant focus on developing your company while taking notes from the industry and your competitors.

Facebook VS MySpace Visitors
Total Unique Visitors: Facebook VS MySpace

Myths About Startups No. 5: Startups Always Require the Support of an Investor

Many successful companies have been launched without the support of a major investor, even though you need to be financially solid to get your business off the ground. Virgin founder Richard Branson did not accept any outside funding during his early years in business. In his dorm room at the age of nineteen, Michael Dell, the current CEO of Dell Technologies, began selling computers without the assistance of any other investors.

You shouldn’t believe that securing an investor is the sole option if you don’t have the money or resources to launch your firm independently. There are a variety of additional options for obtaining financial support, including:

  • Speaking with your local bank about obtaining a loan
  • Crowdfunding (in-person or online).
  • Making use of online lenders
  • Ask your friends and family for help.

Myth 6: If you don’t achieve success within a year, you will never succeed

One of the most widespread myths about startups is that they need a lot of capital. It’s a tragedy that many young entrepreneurs give up their startups due to this. At the risk of seeming repetitive, let’s revisit the numerous entrepreneurs who struggled for years before finding success. Steven Spielberg, the renowned American film director and producer. Walt Disney and Henry Ford are two of the most famous people in the world. Mark Cuban is a businessman from Miami, Florida. Steve Jobs is a revolutionary American entrepreneur.

Now and then, a poor entrepreneur comes up with an idea and, a year later, has millions of dollars stashed away in his bank account. But this is an exception, not a general norm. It would help if you gave yourself a lot of time to try out your new ideas. If you fail, try again.

Myth 7: You have to put in a lot of hours, never sleep, and generally be miserable to succeed

Working hard is one thing, and working harder beyond your limits and getting exhausted and feeling miserable is another thing. Among the most common myths about startups and life is that they’re dreadful experiences. Nothing else is happening in your life as you spend your days and nights at the workplace, powered by energy drinks and pizza. Instead of encouraging outrageous work hours, we’ve discovered that developing a very stable daily routine is much more effective.

What we do, in reality, runs contrary to the commonly held view that working hours at a startup must be prolonged. You can’t give up today to save yourself for the future. For your startup’s success, you must work both smarter and harder. When you work hard, don’t make it seem like you have to work nonstop for the whole year without a day off.

Myths About Startups - Overworking
Overworking Is a Killer

Myth 8: You are not allowed to share numbers or sensitive information

The idea that, as a startup, you must keep your financials under wraps is another fallacy that we are devoted to dispelling as much as we can. After all, you are a small business, and disclosing your most sensitive secrets will result in your demise! We discovered that the opposite was true.

We were upfront about finding our investors, how much money we were making, and our long-term goals for being an open corporation. And we feel that being transparent and sharing our success has helped us build goodwill among our users and our colleagues in the business.

Treinetic’s Thoughts on Myths About Startups

Everything has a beginning, no matter how small or big it may be. Furthermore, understanding the difference between startup myths and startup realities is critical before launching your own startup business. These myths should be kept in mind while you’re getting ready to launch your startup.

We’re not arguing that rapid success is impossible or that you shouldn’t be enthusiastic about your startup. It’s important to remember that starting a business is a long-term endeavor that requires patience, hard work, and perseverance. In our case, we’re an award-winning business because we’ve got the right mindset and reasonable expectations. You can start pursuing your business dream right now and become an award-winning company like us.

What Is IT Staff Augmentation

What Is IT Staff Augmentation, and What are the Benefits?

What is IT staff augmentation, what is the procedure, and what are the benefits of this? If you have any of these or similar questions, you’ve found the perfect place. You can learn about IT staff augmentation and how it works in this in-depth post. We’ll also go over the benefits of using IT staff augmentation services.

As communication and IT technology develop in the twenty-first century, employing workers from inside the company is no longer the ideal choice. As a result of globalization and technology advancements, it is now viable to quickly and safely establish distant global teams.

Particularly in the field of information technology and software development, this is true. It is estimated that worldwide technology expenditure will reach $5 trillion in 2021, according to CompTIA. Technology-related firms also rely less on traditional in-house development teams and augment their IT personnel instead with alternative sources.

What Is IT Staff Augmentation?

IT staff augmentation is an outsourcing technique involving hiring external, highly qualified technical personnel to temporarily or permanently fill vacancies in your organization’s workforce. It gives companies the freedom to pick and select the employees who best meet their needs and trim or expand their augmented teams as necessary. Staff augmentation is something that a large number of businesses provide. You may increase your in-house development team’s technical resources on a temporary or permanent basis by working with IT staff augmentation providers.

The addition of IT personnel is a component of the overall expansion of the workforce. Staff augmentation is a contractual outsourcing service provided by an external supplier to supplement the in-house team’s expertise and abilities. This approach involves assessing current staff competencies and identifying the talents that are lacking.

The vendor makes use of these resources directly. Therefore, hiring additional full-time employees and the associated costs and liabilities are no longer necessary. As a result, remote developers employed by a staff augmentation firm work on a single project exclusively.

When Is IT Staff Augmentation Appropriate to Your Company?

This approach of staffing is feasible if:

To begin, if you already have a team in place but wish to grow it.

The staff augmentation approach has the wonderful advantage of reducing costs. When you need to expand your software engineering staff or create a new department, consider outsourcing. Providing office space, insurance, and other benefits are not required, nor are high wages. Many of these issues are addressed by the staff augmentation approach.

In the second place, if you need specialists that possess a certain set of technical skills

There are many award-winning software development firms throughout the globe. Can you even fathom the size of the global talent pool? You’ll be able to locate a developer that specializes in a certain area of technology.

Third, you need some degree of flexibility

If you employ an in-house team, you can’t just hire an engineer for the day, but if you use a staff augmentation model, you can simply switch out team members as the project changes.

Fourth, there aren’t any competent developers in your region

It’s possible that you’d want to hire more people but don’t have the resources to do so. Hiring engineers that are fluent in a particular programming language, on the other hand, may be difficult. Finding an outsourcing or software team augmentation firm to cover the necessary skill gap is ideal if it’s about you.

Comparing IT Staff Augmentation with Other Known Models

Staff Augmentation

The staff augmentation approach gives you complete control over the hiring process, selecting the applicants you want to work with. The vendor handles all of the organizational and administrative headaches. At the same time, you’ll be able to focus on your primary duties while working with your augmented team in the same manner that you would with your in-house engineers.

Own R&D Center

Let’s say you want to expand your company’s workforce by at least 40 people. Alternatively, you may want to consider locating your R&D center in a nation with an improved business climate and a larger pool of IT expertise. It implies that you’ll have to study the legal system and the country’s culture and take all the risks yourself.

Managed Services

From organizing a team of developers to overseeing every procedure on their own, the project outsourcing firm takes care of everything during the development of your project. You don’t have to spend time on your remote development staff or have in-house tech knowledge.

Staff Augmentation vs Other Models
IT Staff Augmentation and Other Models Comparison

IT Staff Augmentation Process Flow

Step 1: Determine where there are skill shortages

You’re all set with project details. You have a clear vision of how your project will work. You’ll have to find out where your strengths and weaknesses lie now. If you don’t know what kind of specialist you need, don’t worry about it. Plan a meeting with the vendor you’d want to collaborate with and explain your needs to them. They and the appropriate software developers will recommend your technology stack along with your project.

Step 2: Orientation and integration into the workplace

Integrate your new team members into your business after negotiating terms and conditions, signing contracts and NDAs. Investopedia describes an NDA as a legally enforceable contract that creates a confidential connection between two parties. And that’s crucial, so don’t forget about it. Set up meetings with your existing teams, provide any training that’s required, and allow them to get acquainted with technical terms before letting them loose in the office.

Step 3. Managing the Process

The final stage will continue for as long as you work with a larger group. As the saying goes, “Live and learn.” To keep your team motivated and show you if your efforts are justified to keep learning and analyzing the value your new team contributes to the project. Be sure to keep in mind the people in charge and the responsibilities that have been established from the start.

IT Staff Augmentation Process Flow and Candidate Selection
IT Staff Augmentation Process Flow

What Are the Benefits of IT Staff Augmentation?

High Productivity Level

Project outsourcing teams may handle several projects at the same time, but using a staff augmentation team keeps developers focused on a single one at all times, allowing them to be more productive. Being motivated and dedicated to one client’s huge goal is a great feeling.

IP Rights Security

All intellectual property rights (IP) belong to you from the beginning of the collaboration with your devoted developers.

Flexibility

Flexibility increases on two grounds:

1. From UI/UX designers and front-end developers to Scrum masters and product owners, you’ll have easy access to a diverse group of IT experts with whom you may collaborate.

2. The skill pool is larger. Therefore, it’s much simpler to find a replacement for a developer. Working with a staff augmentation company means you save money on the transition.

Savings Potential

An exceptionally clear pricing structure characterizes staff augmentation services like these. You will not be responsible for administrative and organizational costs such as office space, workstations, or other facilities. You just pay the price, and the vendor handles the rest, allowing you to concentrate on your core business operations.

Benefits of IT Staff Augmentation
IT Staff Augmentation Comes with Several Benefits

How to Grow Your Business with IT Staff Augmentation?

Opt for a provider that will set up dedicated team rooms for your remote devs, complete with everything they’ll need. For example, at Treinetic, our teams have rooms with the client’s corporate logo to make it easier for the offshore team to integrate with the in-house engineers.

To ensure that your remote developers feel a part of the local team, make sure they know it. Ask the vendor if they have experts that can assist you in working more effectively with your team. HR/client managers work side-by-side with your developers at Treinetic to assist in clearing up any misconceptions that may arise throughout your collaboration.

What’s Your Next Step?

Using a technology staff augmentation approach saves time, gives you greater control over your process, and lowers costs.Starting your search for an outsourcing provider now is the best thing you can do if the scenarios outlined in this article match your present position. If you’d want Treinetic to assist you in this process and find your unique skills, please get in touch with us now!

Staff Augmentation vs. Project Outsourcing

Staff Augmentation Vs. Project Outsourcing | What to Choose?

Some elements of an organization’s IT requirements, such as system monitoring, data backup, and network administration, are nearly steady. However, new or unanticipated IT initiatives may bring a large amount of labor at once. It’s at this stage that many businesses start debating between staff augmentation vs project outsourcing.

On the other hand, the worldwide IT sector is expected to be worth about $5 trillion in 2021. Asia will also significantly impact the global IT sector, with a share of 32%. And these Statista figures demonstrate just how big the IT sector has become in the modern world. It’s safe to state that IT outsourcing is a lifesaver thanks to its many advantages before going into further detail. Therefore, an increasing number of businesses are delegating their IT duties to third parties. Now, let’s compare project outsourcing with staff augmentation in detail.

Staff Augmentation VS Project Outsourcing

What is Staff Augmentation?

In staff augmentation, a software firm hires external engineers on a Time & Materials contract basis to supplement its own engineers’ skills. Third-party experts who work exclusively on the buyer’s premises for the duration of the project extend the outsourcer’s internal team in practice (or serve as its only members).

Companies save money on recruiting, payroll services, and project execution by using staff augmentation. This model can be readily scaled up or down because it’s a partnership rather than an employment contract. As such, FTEs may be decreased (or increased) promptly as required. Furthermore, this complete shift of responsibility reduces administrative burdens associated with HR and employment. As a result, the outsourcer can devote more time and resources to the core business.

Benefits of Staff Augmentation
Staff Augmentation Can be Beneficial for Some IT Companies

What Is Project Outsourcing?

By collaborating with a remote software company and handing over the project to its team of programmers, you can outsource a dedicated team. Most of the time, it involves much more than simply team augmentation in a collaboration. Software-related services like design and analysis are also included. These include UI/UX design and quality assurance as well.

Due to the vendor’s deep engagement, there is a greater incentive to produce the best possible outcomes than staff augmentation. As a result of all of this, the software company is more than simply a temporary service provider. It is a close and valued partner.

Benefits of Project Outsourcing
Project Outsourcing Comes with Several Benefits for IT Companies

Staff Augmentation VS Project Outsourcing: A Detailed Comparison

Let’s look at a short comparison of the pros and cons of staff augmentation vs project outsourcing to find the answers.

1. Project Management

The outsourcer typically manages the project internally under the staff augmentation model, even though external employees are responsible for certain aspects.

Employing a dedicated team, on the other hand, implies hiring a project manager. And this reduces the buyer’s project management duties while the vendor assumes complete project management responsibility. For the buyer’s convenience, a single point of contact is usually established.

The software provider’s governance system is another advantage of external project management. An experienced software house has already figured out the most effective method of managing IT projects, has a lot of such collaborations in its portfolio, and understands how to get things done on time and within budget.

2. Responsibilities and Cost

Both approaches place the onus on the service provider to find and hire qualified engineers. With dedicated teams, however, the vendor pays for office space, software licensing, gear, utilities, and the training of the staff. Moreover, they take care of the general well-being of software engineers.

What’s on the surface in terms of employment expenditures is only the beginning. The software house is responsible for any costs that go into calculating the total cost of ownership for these types of tasks. Although this endeavor increases employee engagement and reduces attrition, it must be correctly done to be effective.

Project outsourcing has the apparent advantage of lowering costs. According to a Statistics Brain study, 44% of American firms surveyed chose the project outsourcing approach primarily to save costs. Ultimately, the outsourcer benefits from having a motivated and competent workforce because of all of this.

3. Relationship with the Vendor

Without mutual trust and understanding, no business partnership will be successful.

Companies often form more direct and long-term relationships with developers they outsource. When you and your partner work closely together, you better understand your company’s fundamental requirements and problems. Frustration and discomfort are all too often in the workplace when people lack confidence in the people they’re working with.

A relationship with a provider of staff augmentation services is more limited. Also, it essentially boils down to merely delivering resources in the form of a required number of engineers. It is not uncommon for this kind of business connection to end with the last line of code. Thus, it is superficial. Last but not least, the staff augmentation services supplier often shows less concern for your IT project’s eventual success than the other parties involved.

4. Cooperation Kick-Off

Staff augmentation providers often need less time to get up and running than a committed team of programmers.

However, the outsourcer bears some of the burden of identifying the best fit. Buyers should be wary of making assumptions about candidate profiles, abilities, and technical experience required for the project without an expert on their own staff or one on the supplier’s side. The kick-off may take longer and cost more if it doesn’t have this.

When it comes to gathering a dedicated team for each project, the software house has the sole duty of scaling it to meet the customer’s current requirements and guarantee seamless development management. The outsourcer’s job is to determine the project’s scope and functionality rather than to express personal preferences for certain programmers or developers in general.

5. Working and Organizational Culture

Working and organizational culture vary greatly between the two types as well.

Developers in an outsourced team may establish a unique knowledge exchange and collaboration atmosphere by working together in the same office. The staff augmentation approach is typically outclassed when it comes to close friendships, the general environment, and team spirit.

In addition, the software firm ensures that its employees are comfortable at work. Moreover, they get appropriate career development and mentorship and have access to all essential resources. Well, that’s not all. They also ensure that the company’s culture is strengthened.

Engineers in the staff augmentation model may not identify with either party since they know they will be working on another project for a different company sooner or later. And this common cause of demotivation can trigger changes in jobs.

6. Internal Policy

Working with outside contractors also often leads to a shortage (or severe scarcity) of in-house programmers. When you hire engineers solely for the project, you may get caught in a loop because you can’t use the same engineers you used for staff augmentation after the project is over. This means you have to find other developers, introduce them to the company, share domain knowledge, and so on – just to let them go after the project is over. The cycle repeats itself.

7. Insights and Knowledge

Temporary workers also have the drawback of not knowing your company, your previous projects or products, your previous business experience, or your market expertise. This means you can’t count on them to be as proactive or creative as a normal employee.

An additional benefit of using a dedicated outsourced team is that the connection is more personal, allowing the team to know your company better and better understand what you need. This is not the case with staff augmentation.

You can expect innovative software solutions from your business’s software partner.

Staff Augmentation vs Project Outsourcing
Project Outsourcing Lets You Focus on Your Core Business More Than Staff Augmentation

Treinetic’s Reasons for Believing in Outsourcing

Staff augmentation has certain obvious advantages. It’s a good approach to coping with IT talent scarcity when your company wants quick results with a tight budget but doesn’t have much time to spare. The advantages of adding personnel, on the other hand, diminish in direct proportion to the project’s duration. Working with a remote software house will be more effective and advantageous as the IT project grows in size and complexity. 

Companies that specialize in trustworthy, robust, and skilled in managing IT projects stand augmentation are available, as is the case with any other service. And, in some cases, this model may be just what you’re looking for. However, the long-term advantages of a successful IT collaboration are more cost-effective and less stressful for the project, according to our experience. We also must study what big companies prefer in this case. According to Love to Know, even IBM and Dell outsource. And this suggests the effectiveness and pros of outsourcing. 

You can concentrate on your company’s core and get cutting-edge outcomes by letting a dedicated, award-winning development team handle your software solution’s design, development, implementation, and maintenance.

Communicate Effectively in the Workplace During Pandemic

Communicate Effectively in the Workplace | Remote Work

Why communicate effectively in the workplace in remote settings? During this pandemic, effective workplace communication is essential. And this is because the pandemic has kept us all at home, causing everyone to work in remote locations. Therefore, everyone is looking for ways to enhance workplace communication to keep things running smoothly.

Communicate Effectively in the Workplace — The Importance

Effective communication in the workplace is probably the most essential of all talents and may significantly impact a company’s performance. There are three types of effective communication skills: general communication skills, interpersonal communication skills, and written communication skills.

When a message is delivered and received correctly, it is said to be effective communication. However, just because you think you effectively convey ideas and information in your company does not imply you are.

Being an excellent communicator at work is critical for streamlined business operations. And we think investing in great communication tools is one of the best ways to enhance communication within your organization. Good communication helps improve cooperation and project collaboration. It applies to almost every business today.

Workplace communication is also essential for improving internal communication. Having effective communication ensures that management and the workforce are on the same page. And this implies that workers are confident in their job, and supervisors are confident that team members are carrying it out properly.

Communicate Effectively in the Workplace
Effective Communication Is Utmost Important in Every Workplace

Communicate Effectively in the Workplace — Principles

Effective communication offers clarity, minimizes the chance of errors or misunderstandings, and ensures that workers understand what is expected of them. Here are the 7 Cs of effective communication in the workplace:

1. Concrete

Your audience (team or customers) will have a good picture of what you’re attempting to tell them when the information you want to communicate is concrete—not prone to collapse.

2. Coherent

When you are not coherent, the whole purpose of your statement is lost. You must have a solid grasp of what goes where and when.

3. Clarity

The goal of your message should be obvious so that the reader or listener does not have to scratch their heads trying to figure out what you intend.

4. Commitment

Commitment is an important component of professional communication skills. It simply assesses one’s commitment and the degree to which one conveys certainty in the argument.

5. Consistency

When speaking at work, the words you pick are important. Your staff should not be perplexed by your remarks. To save time, you should convey your message with as few words as possible while maintaining tone, voice, and content consistency. There isn’t any space for reiteration. Make an effort to utilize brief phrases and words.

6. Completeness

Never leave a sentence unfinished. Each message must come to a logical end. People should not be left wondering whether there will be more. Make certain that you communicate completely. And this also involves being informed and taking action.

7. Courteous

Let’s keep things upbeat. The other person should be courteous as a result of your conversation. In your conversation, do your best, to be honest, courteous, open, and polite. Say it carefully, and it will be effective and significant. Offensive language may turn people off.

7Cs of Effective Workplace Communication
Keep These 7 Cs in Mind and Improve Your Workplace Communication

The Keys to Communicating Effectively in the Workplace

1. Tailor your message to your audience.

2. Request feedback on communication from your colleagues, supervisor, and direct reports.

3. Go through active requests: Ask your audience to repeat what you said back to you in their own words.

4. Be proactive in your communication efforts.

5. Read/re-read your emails before sending them to see if you can address any possible follow-up questions in the first email.

6. Assess your own effectiveness using data such as message response rate and other analytics.

7. When it comes to personal comments, be patient and considerate.

8. Practice your presentations.

9. Develop awareness so that you can listen and react as well as talk.

4 Strategies to Improve Workplace Communication

In every company, leadership sets the tone. While enhancing communication may seem difficult, it is doable, and you may effectively lead the way. Begin by using our four workplace communication techniques to enhance understanding, improve the workplace, and build team spirit. As a result of these natural byproducts of effective communication, success will increase.

1. Give Your Undivided Attention

Whether you’re in a group meeting or with a single employee, giving your undivided attention to the people you’re with can substantially enhance how they see you.

2. Take the Time to Listen

Do not dominate the discussion. People will eventually tune you out, and your message will be lost. Use your words sparingly, avoiding fillers and fluff. Pause after key points to ask questions or check for comprehension.

3. Be Aware of How You’re Communicating

Your words only convey a portion of the information to staff members. Body language and tone have a significant impact on the efficacy with which your message is received. When chatting with workers or colleagues, maintain a relaxed posture and facial expression.

4. Inform and Inspire

Communication is a method of exchanging information. When performing your part, it is critical to explain and clarify your views and ideas. However, disseminating knowledge to your team is just half of the issue. Your communication initiatives must inspire as well as inform your staff.

Methods for Communicating Effectively in the Workplace

Many of us work in remote locations these days, where communication speed varies. People may second-guess their messages if they do not get a quick answer or if they do not receive a response. It may cause anxiety and a loss of trust. To communicate effectively, remote teams need a unique mindset, methods, and technologies.

According to Statista, 45 percent of rising technology companies use live chat as a communication tool in 2019. During the study, organizations based in Europe, the Middle East, and Africa reported using an average of 3.56 distinct communication techniques inside the company.

So, how can you overcome obstacles and communicate effectively in the workplace? Here is the correct formula:

1. Make the Switch to Video Calls

This is the most effective way to enhance communication and effectiveness among your remote team members.

2. Never Micromanage or Hover Over People’s Shoulders

It’s tough to manage remote teams since you can’t go up to them and see what they’re doing. Some individuals attempt to contact team members many times each day to check on their progress. While it may be acceptable for urgent duties, it is not a smart idea. Even if they work remotely, your team members are responsible adults.

3. Determine Which Tools to Utilize and How to Use Them

There are many tools available for managing a remote workgroup. It’s easy to get carried away and end up with too many tools. You may wind up with a befuddling collection of tools that your staff is unsure how and when to utilize.

Many of them have features and functions that overlap. For example, both Slack and Zoom may be used to conduct video calls. If you have both, which one should you use for video calls? Therefore, it is critical that you carefully pick a set of tools and specify how to utilize them.

4. Don’t Overlook One-to-One Text Communications

Someone who does not feel comfortable standing up at a team meeting may approach you in an office to express his thoughts. However, doing so in a virtual environment is difficult. They need to be allowed to talk about it one-on-one.

In a remote team, the easiest approach is to utilize messaging technologies that enable individuals to interact outside of the group. It might be Slack, WhatsApp, or another service.

5. Use Virtual Team-Building Activities

Loneliness is probably the most serious issue that remote employees face. It may lead to employee disengagement, decreased performance/productivity, and possibly staff churn. Loneliness may also drive some people to take drastic measures.

The only way to overcome loneliness is for team members to form personal and social connections. Team members may communicate more effectively, discuss concerns, and discover solutions to problems before they grow too large by interacting with others.

Methods for Effective Workplace Communication
Make Use of New Technology to Maintain Effective Workplace Communication During a Pandemic

How Do We at Treinetic Communicate Effectively in the Workplace?

Communication is the most important and difficult component of a successful remote collaboration. A remote team’s communication requirements are distinct. Nevertheless, there is no such thing as a magic method. These days, we also work in remote settings and practices. Despite this, we continue to provide world-class consistent services to local and international customers due to the described communication principles and methods.

Manage Remote Teams

Tips to Manage Remote Teams in Software Development

How do you manage remote teams? Long-distance relationships are complex because we want the distance not to affect our connection. And this is true for both professional and personal relationships. Nowadays, face-to-face working is becoming less popular as technology advances and information and resources become available to everyone from every corner of the planet.

Companies are adopting remote trends and recruiting top personnel from all around the world. Therefore, more and more managers are now responsible for supervising remote teams. And your duty as the manager of remote team members is to mentor, nurture, and assist team members, which is a difficult task in and of itself. So, this is a guide for managers to help them handle their distant lives and make their staff happier.

What Exactly Is a Remote Team?

A remote team comprises experts from multiple time zones, distinct skill sets, and diverse cultures collaborating on a single project. But each team member works remotely, lives in different places, and works across space and time. Remote work is one thing, but managing a remote team is a completely different story. Also, there is a significant difference between people working in the office and teams operating outside the office.

When you handle remote personnel, you are familiar with team management, project management, and project timeliness. There is undeniably a lot to be said for the remote working culture. Here are some findings from research on remote work:

  • As per Statista, 35% of participants of a 2020 survey work remotely occasionally, while 16% work remotely full-time
  • 82% report fewer levels of stress
  • As per the Harvard Business Review, new video conferencing techniques have made 87% of people feel more connected

Common Difficulties in Managing Remote Teams

To manage remote teams better, managers must know the reasons that can make remote work difficult. Otherwise, high-performing individuals may see a drop in job motivation and achievement when they start working remotely, especially if no preparation or training is available.

But most well-intentioned companies comprise people who are already passively or actively disconnected. So, consider how working remotely affects their level of involvement, performance, and commitment to the purpose.

The following are some of the difficulties associated with remote work:

  • Inadequate communication tools
  • Differences in culture and language barriers
  • There is no accountability program.
  • Hiring the right resources can be a challenge
  • Creating timetables for staff members of different time zones
  • Tracking employee performance is difficult
  • There is a lack of team cohesion.
  • There are no clearly defined positions and responsibilities
  • Making everyone feel like they are a part of the team
  • Other challenges related to various time zones
Remote Team Management Challenges to Overcome
Managers Must Understand Common Challenges Related to Remote Team Management

Steps to Managing Remote Teams Effectively

Companies such as NationBuilder and others are effectively operating as 100 percent remote businesses. Nonetheless, many businesses are persevering through adversity to operate successfully as remote-working businesses. If you’re continuously asking “How to Manage Remote Teams” and looking for suggestions on how teams have effectively set themselves up remotely, we’ve got some pointers for you.

Best Practices for Managing a Remote Team:

1. Establish Boundaries with Remote Employees

Remote teams frequently require some boundaries to separate their work and personal life. Because the teammates operate in varied time zones, any alerts, chat messages, or emails can disrupt someone’s sleep or family time. 

Negotiate working hours with each team member while respecting their time and emphasizing that you value their time. And this will aid in the development of strong relationships with employees, ensuring that nothing is too difficult for anyone.

2. Promote and Value Diversity

It is unsurprising to encounter cultural barriers when managing remote teams. The issue with multicultural teams is that misunderstandings and disagreements divide them. It becomes difficult to manage people of diverse races while still appreciating cultural diversity to enable team formation. 

Finding out how various people from different locations are open to accepting criticism, promoting an attitude of enjoying diversity is crucial. Also, being respectful of national holidays for your global staff and respecting every cultural difference are all simple ways to get started.

3. Establish Clear and Early Expectations

Every company has objectives, whether they operate remotely or virtually. Making it transparent to employees will keep them oriented on the same objectives. It would help if you had specific expectations for:

  • Working hours
  • Meetings held on time
  • Important tasks and deadlines
  • Availability
  • Systems and methods for effective communication
  • Meetings that have been scheduled
  • Reply to email

4. Improve Your Online Communication Skills

When working on projects, many remote working teams experience communication breakdowns. Without effective communication abilities, it is always tough to interact with your teams in diverse places. And, of course, online communication skills are necessary. 

Start the conversation quickly and concisely to avoid confusion. Develop your writing abilities, speak clearly, and use the appropriate remote collaboration technologies to communicate effectively. Good communication is essential in the remote workplace.

Communication for Remote Teams
Connecting Remote Workers Via Online Communication Methods Is Essential

5. Assist Them When They Need it

Because you are out of sight, you may find it difficult to meet the expectations of every staff member. Even if you’re out of sight, don’t allow them out of your mind. 

Unanticipated challenges with projects, teammates, or how the job gets performed are typical in every firm. If something is upsetting your workforce or they’re feeling under the weather, pay attention to the cues they’re giving you and lend them a helping hand.

6. Purchase the Best Remote Project Management Software

When you have everything under one roof, your remote team working culture will flourish. And this is achievable if you use remote team management software to schedule activities, projects, and even individuals. So, here are some examples of what you can do with project management tools:

  • Make contact with your dispersed team 
  • Real-time information sharing
  • Have conversations
  • Keep track of how the project is progressing
  • Keep track of productivity 
  • Maintain and manage timesheets
  • Manage the tasks on a task list
  • Interact with people from different time zones

7. Motivate the Teams Online

Why motivate your remote team online? In general office settings, management does various things to motivate their staff for increased motivation. For example, team members’ birthday parties, yearly Christmas parties, weekend get-togethers, etc. And the good news is that such events can occur in remote settings as well.

Management can motivate remote team members online a few times a month (about twice a month) by organizing gaming events, entertainment events, consultation events, and so on. In its simplest form, the management can achieve this motivation by dividing remote team members into two or three groups and holding Q & A sessions. Such activities can now take place in real-time, thanks to advances in digital technologies. And this aims to help remote team members know each other better to the point where they work in office settings, strengthening their professional relationships.  

Why Do We Appreciate Remote Teams?

Treinetic understands how much easier it is to get to know someone who sits next to you all day. You work together and for hours on end, and you’ll get to know them inside and out, their weaknesses and strengths, and what kind of personality they have. But when working remotely, you will need to experiment a little to understand your colleagues. Make it a point to engage in a conversation that helps to learn about their personalities. And this fosters a healthy culture within your remote workforce. It helps us provide a wide range of world-class services to both local and international clients.

As the market expands, so should your workforce. And if you must manage remote teams, make sure you are aware of their heartbeat. With the correct tips and methods for efficiently managing remote employees, you can establish an active business with your remote employees. Remote working may do wonders for your company if you are willing to put in the extra effort and push your team to victory. 

Culture Within an Organization

The Importance of Culture Within an Organization in IT Sector

The culture within an organization can immensely affect employee performance and customer satisfaction. And this is critical for companies in the IT sector. The cornerstone of a successful organization is a culture established on deeply held and widely accepted values supported by strategy and structure. 

When a company has a robust and supportive culture, three things happen: Employees understand how top management expects them to react in every circumstance. Employees believe that the expected response is correct. And they are aware that exhibiting the organization’s values helps them get rewarded.

Employers play a critical role in sustaining a strong culture, beginning with recruitment and selection of applicants who share the organization’s beliefs and thrive in that culture.

What Is Organizational Culture?

The set of values, expectations, and procedures that guide and shape the behaviors of all team members is known as the culture within an organization. Consider it a collection of characteristics that define your company. An ethical organizational culture demonstrates positive attributes that contribute to increased performance. But a problematic company culture brings out aspects that may wreck even the most successful companies.

Culture should not be confused with corporate objectives or a mission statement, though both may help describe it. Culture is formed via persistent and genuine actions rather than through press releases or policy papers. When you witness how a CEO reacts to a crisis, how a team adjusts to new consumer expectations, or how management corrects an employee who makes a mistake, you may see corporate culture in action.

The Importance of Culture Within an Organization

Organizational culture influences every element of your company, from timeliness and tone to contract conditions and employee benefits. When your workplace culture is in sync with your employees’ needs, they are more likely to feel at ease, supported, and appreciated. Companies that emphasize culture are more likely to weather tough times and changes in the industry and emerge stronger.

When it comes to recruiting people and surpassing the competition, culture is a critical differentiator. As per Glassdoor’s 2019 Culture and Mission Survey, 77% of employees consider a company’s culture before applying. Almost half of the workers would quit their present job for a lower-paying position at a better-cultured company. A company’s culture is also one of the most important predictors of employee happiness and one of the primary reasons why almost two-thirds (65% ) of workers remain in their employment.

Examples of Organizational Culture Within IT Giants

Consider, for example, Microsoft and Salesforce. Both technology-based businesses are world-class performers and respected brands, thanks in part to their emphasis on culture. Renowned for its fierce competition under Steve Balmer, Microsoft has been favorably changed by Satya Nadella, who took over as CEO in 2014. He began a campaign to improve the company’s culture, a process that shifted the emphasis away from competition and toward continual learning. Employees were urged to better themselves rather than prove themselves. 

Today, Microsoft’s market value is approaching $1 trillion. And it is once again vying with Apple and Amazon as one of the world’s most valuable businesses.

Salesforce prioritizes company culture and has seen tremendous development over its lifetime. Salesforce’s founder and CEO, Marc Benioff, created philanthropic and cultural standards that have governed business for the last two decades. All new Salesforce employees volunteer on their first day and earn 56 hours of compensated volunteer time each year.

How and Why Does Culture Within an Organization Change?

Here’s one crucial factor that you must focus on when developing a sound organizational culture. It does not remain unchanged. Members of an organization acquire a universal idea about “what proper looks like” as they engage and discover what works and what doesn’t over time. When such ideas and assumptions result in less-than-satisfactory outcomes, the culture must change for the company to keep up with the changing environment.

Shaping organizational culture is a difficult task. Employees often resist change and may band together to oppose a new culture. So, leaders must persuade their workers of the advantages of change. In addition, leaders must demonstrate to employees, via shared wisdom and new behaviors, that the new culture is the best way to succeed. The Organization Development & Change 9th Edition by Thomas G. Cummings and Christopher G. Worley explains these theories in detail. 

The Characteristics of a Great Organizational Culture

Every organization’s culture is unique, and it’s critical to preserve what makes your business stand out. But the cultures of high-performing companies typically reflect the following characteristics, which you should strive to cultivate:

1. Alignment occurs when the company’s goals and the incentives of its workers all pull in the same direction. Exceptional companies strive to ensure that their vision, purpose, and objectives are always in sync.

2. Appreciation may take various forms, including public praise, a thank-you letter, or a promotion. A culture of gratitude is one in which all team members regularly recognize and appreciate others for their efforts.

3. An organization cannot function without trust. When there is a trusting culture, team members may express themselves and depend on others to support them when they attempt something new.

4. Performance is critical because successful businesses foster a business-oriented culture. Talented workers in these businesses encourage one another to succeed. And the consequences, as seen above, are increased profitability and productivity.

5. Teamwork entails cooperation, communication, and mutual respect among team members. Your staff will be more productive and happier if everyone on the team supports one another.

Culture within an organization - teamwork
A Sound Culture Within an Organization Promotes Teamwork

6. Organizations that innovate make the most use of existing technology, resources, and marketplaces. A culture of innovation entails applying creative thinking to all areas of your company, including your own cultural efforts.

7. Psychological safety gives workers the confidence they need to take risks and offer honest feedback. Keep in mind that psychological safety begins at the team level, not the individual level. So, managers must take the lead in establishing a secure environment in which everyone feels comfortable participating.

Steps to Creating a High-Performing Organizational Culture in Your IT Company

1. Perform admirably in recognition

Recognizing all team members’ efforts has a far-reaching, beneficial impact on company culture. When everyone on the team acknowledges the achievements of others, members begin to understand how they fit into the bigger picture.

Even the most disillusioned workers want to know that their job is relevant. And they realize that when they aren’t acknowledged, 76 percent of workers don’t feel recognized by bosses. Experts believe that when a company values its workers as a component of its culture, key indicators such as employee engagement, loyalty, and productivity increase.

2. Allow employees to express themselves

Creating a culture within an organization that appreciates employee input and promotes employee voice is essential. Failure to do so may result in lost income and demotivated workers.

First, you must gather feedback using the appropriate listening technologies, such as pulse surveys and workplace chatbots, that allow workers to communicate how they are feeling in the present comfortably. Then, evaluate the data to determine what is and isn’t working in your company and act on those discoveries while still relevant.

3. Make your leaders cultural ambassadors

The success of your business in developing healthy workplace culture is in the hands of managers and supervisors. For example, if your company culture emphasizes particular principles but your leadership team does not embody them — or even exhibits behaviors that contradict them — the effort is undermined. 

Members of the team will see the mismatch between professed ideals and actual actions. They may even begin to imitate immoral actions because they think management has rewarded them for doing so.

4. Adhere to your company’s values

The values of your business form the basis of its culture. Developing a mission statement is a great place to start. And living by corporate values entails incorporating them into every area of your organization. And this covers terms of support, HR rules, welfare programs, and even out-of-office activities like volunteerism. 

Your workers, partners, and clients will notice and appreciate the fact that your company lives its principles every day.

Organizational Culture - Adhere to Values
Your Company Values Form the Foundation of Its Culture

5. Help team members connect

Building a resilient workplace culture necessitates strong ties between teammates. But with more distant and terse communication, forming such bonds may be difficult. Encouraging cooperation and participating in team-building events are two excellent ways to bring your team together and improve communication, even if you work overseas.

6. Make the employee experience more personalized

Because your workers, like contemporary customers, demand customized experiences, you must concentrate on methods to enable each team member to connect with your culture. Pulse surveys and worker journey mapping are excellent tools for determining your workers’ values and what their ideal company culture looks like.

Treinetic’s Culture as an Award-Winning Company

Treinetic understands that organizational culture develops even without your involvement. But in the lack of such direction, it may not be wholesome or productive. So, while creating our workplace culture, we keep three prime elements in mind: communication, recognition, and action. And this appealing work culture assists us in providing world-class services to both local and international customers.

You, too, can enhance employee communication by following the steps covered in this article. You may also begin to foster a culture of recognition and guarantee that all teammates put your culture into practice.

Best work from home tips

Must-Know Work from Home Tips During the COVID-19 Pandemic

Working from home is fantastic, but you might get bored if you don’t know the right tricks, the work from home tips. For example, your neighbor may start his noisy chainsaw when you have just started having an online meeting with your boss. Can you have a meeting with your boss amid those noises? 

On the other hand, COVID-19 has made remote work a necessity rather than a luxury for many professions. But which setting enables us to be more productive: at home or work? You can get a good idea of it by looking at Statista’s insights on this popular subject.

In the workplace, your coworkers are often the obstacle to getting any actual, hands-on work done. They stop by your desk, spark up a discussion, and ask you for lunch, and so on. Social advantages are great to have, but they may be difficult to maintain if you are easily distracted.

While family members may be a distraction at the home office, I’ve discovered that it’s more probable that you become your own toughest challenge. Because when colleagues do not surround you, you’re free to let go of those bothersome inhibitions. No one is watching you at the home office. You may not feel the same social pressure or community responsibility to complete tasks. So, you might even forget your office work and keep watching YouTube videos instead. 

All in all, we must balance it all when working from home during these global challenges. And now, let’s look into how.

The Best Work from Home Tips to Stay Safe from Corona & Stay Productive

1. Communicate your expectations with everyone who will be staying in your home

Sure, you may work from home while still having company. Ensure that any housemates, family members, and even pets respect your workspace during working hours. Working at home does not imply that you are at home. If you share a workspace with another adult who works from home, you may need to establish ground rules for meeting hours, shared desks and chairs, and quiet periods.

If anybody else will be at home while you work, they must know when you are and when you are not. In my scenario, my message to the family is muffled by headphones. You’re working, even though it seems and feels like you’re at home. It’s easy to get sidetracked by the many tasks completed around the home throughout the day.

2. Take frequent breaks

It’s all too easy to get sidetracked and avoid taking breaks entirely as a telecommuter. Don’t let the stigma of working in the same building where you sleep keep you from taking five minutes to unwind. Instead of simply opening YouTube and watching some relaxing videos, use your breaks to move away from your work. Go for a stroll, take in some fresh air, or spend time with people who may be present in your home.

Breaks, such as preparing and eating lunch, may refresh you and help you perform a better job. Don’t think that working 100 percent of the time when at home will make you more successful.

3. Interact with other people

Well, this is one of the most important work from home tips that everybody must know. When your office begins working from home, you’ll probably miss the social contact with coworkers that you’re accustomed to having throughout the day. Working from home eliminates the small chats and other routines that distinguish each day in the office. So, what are your options? Well, communicate.

By communicating with coworkers regularly, you can combat boredom and isolation. Contact them through video chat through applications such as Zoom and Slack or any other method your company uses to connect with them.

Remember: You’re not working on the moon but from your home. Connecting with others throughout the day is fine, even if they are not your coworkers. When you spend most of your day working alone, it’s a smart option to see another face throughout the day. So, make use of your breaks to socialize with others.

Work from home tips - interact with co-workers
Connecting with Others Is a Must-Do When Working from Home

4. Prepare meals the night before

When you’re at home, it may be tempting to spend time making a good breakfast and lunch for yourself, including cutting and cooking. Don’t waste time preparing meals during the workday. Instead, get them ready the night before.

Preparing meals ahead of time guarantees that you can have them at your meal times and not do non-work activities that consume energy that might be used at your desk. Preparing food at home is time you would not have spent on it if you’d been at the office that day. And I’ve found that the minutes add up. To counteract this, I prefer to cook and prepare my meals the previous night, just like I would for a day in the office.

5. Determine the optimum completion time

Working from home may give you the impression that you have a better work-life balance, but be mindful of that notion. Working from home may also seem like you’re in Vegas – you can get so engrossed in your tasks in a pleasant setting that you forget the track of time.

If you work from home full-time (or frequently), it’s all too easy for your professional life to infiltrate your personal life. Keeping a boundary is critical for both sides of the equation.

Rather than having colleagues who are packing up and leaving the workplace urge you to do the same, set the alarm at the day’s end to signal that your regular workday is nearing its end. You wouldn’t have to stop at that precise moment, but getting to know that the workday is officially finished may help you begin the process of saving your work and calling it a night.

Work from home tips - set strict deadlines
Set Strict Deadlines When You Work from Home

6. Eat and sleep

What is the most significant advantage of working from home? One of the clearest advantages for some individuals, like me, is full access to the kitchen. When I take a break, I immediately go to the kitchen for some food.

A poor diet may harm productivity and energy levels. When I changed to a healthier diet, I was able to work better and get more out of my routine. So, while working from home, eat healthily.

It’s also important that you have a consistent sleep pattern. Save your favorite shows for weekend binge-watching. You can work from home successfully if you have the right food and get enough sleep to keep your energy levels up.

7. Talk to your boss

If you enjoy your current job and don’t want to change it, the logical next step is to figure out how to pivot to a new position. One suggestion is to include the possibility of becoming remote in your next promotion cycle. Inform your employer of your plan to pivot regularly.

And, if you’re not confident your employer will agree to work entirely remotely, discuss the possibility of working remotely for one or two days each week. When you utilize the work from home tips we’ve given above, and your employer sees how successful you are, they may let you work from home for additional days.

Staying Productive While Working from Home As We Do

While you may miss your workplace, working full-time from home may be beneficial, especially during these pandemic times. For one thing, you won’t have to think about traveling every day, and you’ll be able to better care for your loved ones since you’ll be there more often. And working from home can be beneficial in some sectors like IT. You can read our work from home in the IT industry post for more information. 

The work from home tips we’ve given will help you to make the most of your new schedule. Try a few, and you will discover that working from home is just as productive as working in the office. During the COVID-19 outbreak, one of the best examples of specialists working from home was in the IT industry. At Treinetic, we employed this strategy to provide our expert services to clients, even during lockdown times. So, we served our customers continuously, and Corona couldn’t prevent us from doing it. And you can do the same.

Treinetic Team

6 Tips on How to Build Your Best Offshore Development Team

We’ll look at what offshoring is, the benefits, and the things to consider when employing an offshore team in this post. Working with offshore teams has become commonplace in the technology industry. Consider the following scenario: you have a massive app development project that your in-house team cannot complete due to a lack of resources. 

It is possible to give further training to your in-house team or hire additional development experts. But the choice is expensive and time-consuming, especially if you are a startup with limited funds. On the other hand, you may opt to go offshore and complete your project on time and at a lower price. But the result will be much better. 

Although cost is a primary factor in choosing offshore outsourcing, it is not always the most important.

What Does it Mean to Have an Offshore Team?

Offshoring and outsourcing are sometimes used interchangeably. But the concepts have different implications. Outsourcing is a business technique in which a third party performs particular company activities under contract terms. On the other hand, offshoring involves a firm delegating in-house tasks to contractors in another country. And you have full control of the business operations and often treat the offshore team as one of its divisions.

Due to skills shortages, the IT industry is one of the biggest consumers of offshore services. Because they outsource parts of their operations, such as customer service and app development, to other countries, some of the world’s biggest technology firms, such as IBM, Microsoft, and Apple, are among the top offshore users.

Outsourcing accounts for 10% of all the business activities of most average IT firms in America, as per the Computer Economics study. App development services are among the most commonly outsourced IT functions, according to the study. Furthermore, 40% of the businesses surveyed said they chose to continue sourcing and to hire offshore staff to grow their outsourcing portfolio.

Microsoft relies on offshore teams
The Tech Giant Microsoft Corporation Heavily Relies on Offshore Teams

Why Do Companies Hire Offshore Software & App Development Teams?

1) Bridge the Skills Gap

For many years, the technology industry has faced a persistent lack of skilled IT workers worldwide. As a result, finding competent software developers is very difficult for small and medium-sized ICT firms.

Furthermore, the demand for developers with extensive expertise in several programming languages such as Ruby, Java, JavaScript, Python, XML, PHP, and Perl continues to be high, pushing the wages of many smaller companies out of reach.

2) Focus on the Most Important Business Aspects

Small-scale IT firms and businesses have fewer resources and in-house personnel to develop online platforms. And this impacts their auxiliary activities. But working with an offshore service provider allows you to concentrate on essential company operations such as planning, managing, and achieving your objectives.

3) Reduced Capital Expenses:

Hiring a service provider saves a lot of money and provides the company with greater operational capital. The firm may concentrate more on core business operations and engage in other capital-related projects using the newly generated cash. So, the company generates more money and profits, enabling it to expand.

What are the key tips for establishing a successful offshore team? Let’s look into that now, as we’ve looked at the advantages of offshoring.

We’ve compiled a list of six important takeaways to assist you in putting together a productive offshore team.

6 Tips for Putting Together a Successful Offshore Team

1) Promote Strong Communication Skills

Communication skills are one of the most important factors to consider while forming an offshore team. And this is because you do not have the luxury of wandering through the office to speak with specific team members.

When putting together your offshore team, ensure that everyone has good communication skills and can comprehend English nuances. Companies must emphasize English since it is the global business language and allows you to take your time during interviews and practical tests. It also makes communication easier throughout the process.

2) Define Your Company’s & Product Visions

Many company owners make the mistake of allocating work items to various offshore team developers at random. One of the most difficult aspects of working with an offshore team is that it creates a fragmented product vision. Or each team member working toward their own little goal.

When dealing with an offshore development team, ensure that everyone on the team is on the same page about your product’s goals and objectives. They can improve their processes and make wise decisions about your project if you provide them with this comprehensive picture of your product vision.

A product vision also allows the team to prepare ahead of time for future work items and allocate resources appropriately. This structure also provides the team with a feeling of security to track the project’s progress.

3) Team Leaders are Essential for Success

Your offshore team should be self-directed through a location-specified team leader. The team leader is in charge of the whole team’s daily activities. One of the most significant benefits of having a team leader is that they understand the culture of their home country. And they can also integrate it into your company’s objectives.

4) Construct a Robust Communication Infrastructure

Successful offshore collaboration requires excellent communication. But it remains a challenge. When working with offshore resources, both sides must feel like they are sitting next to one another rather than halfway across the globe.

Fostering an atmosphere where good communication between offshore and onshore personnel is crucial. It helps counterbalance many of the difficulties created by non-collation as a company seeks to move offshore. You’ll need to use a variety of communication channels to do this. For successful communication, you may utilize many communication channels:

Communication techniques for communicating between an in-house team and a offshore team  include:

  • Email
  • Skype, Slack, and Google Hangout are examples of efficient online chats
  • IRA, Trello, Basecamp, and Asana are examples of productivity tools
Communication for offshore collaboration
Various Online Methods are Available for Effective Communication Today

5) Get Rid of the In-House Staff and their Mindset

Always treat your overseas staff as though they are an extension of your company. They’ll be more motivated to work harder if they feel like they’re part of a large family and have a good working connection with their coworkers and supervisors.

You can maintain close relationships by doing the following:

  • Let the offshore team fully immerse in your company’s culture
  • Align their processes with your company’s goals.
  • Let them contribute to the achievement of your company’s objectives
  • Help them establish a strong working relationship with the onshore staff

6) Appreciate the Offshore Team

Regular communication with your offshore staff regarding project progress, deadlines, and problem solutions should be second nature, as previously mentioned. It’s also essential to keep in mind that they’re human beings. Giving positive comments may significantly enhance their working relationships and productivity, regardless of their location or cultural background.

If they do an excellent job of completing your project on time and within budget, thank them. And if your customers are pleased with the product, make a point of thanking them by informing them of the valuable customers’ feedback.

We Can Put Together an Expert Offshore Development Team for You

Collaboration with remote teams is no longer a pipe dream but a reality. Offshoring is here to stay for organizations, whether they employ an individual in a different part of the city or an entire offshore development firm on a foreign continent.

We are a Sri Lankan offshore development firm with a complete expert team in IT, app development, and software development. Choosing a Sri Lankan offshore team is the most cost-effective choice without sacrificing quality. Please Contact Us right away. With our team of IT professionals, we can put together the best development team for you.