What does it mean to have a great Software Testing Team
“A good team has a star player, but a great team doesn’t have one.”.
Author unidentified
This quote opens us up to a discussion about great teams and their characteristics. This tutorial is a result of my experience working with different teams, observation of how team members behave under pressure and the complexity of a project.
This is true for the Software Testing Team, which occupies a prominent position in project activities and requires the right mix to perform these activities.
Quality assurance (QA), is the process of creating and maintaining standards for product development. The QA team ensures that customers receive products that meet or exceed their expectations. This helps to build brand reputation.
Why do some software testing teams fail and others succeed?
Is there a solution? There is a solution to this problem. It all depends on how team members work together towards a common goal.
Leadership qualities of the Test Lead, “Captain” of the ship, are also key to the success.
This tutorial is designed to assist software testers and anyone else who believes in teamwork. It aims to teach how to foster high-performance teams by understanding the characteristics of high-performance teams.
In the long-term, the success of a team doesn’t depend on one person who is “STAR”, but on everyone who forms clusters of stars that create a great team.
The Characteristics of a Great Software Testing Team
Does the new member of the team know why he was selected?
Many new members of the team are confused about their inclusion in the team. You may argue that the new member of the team doesn’t need to know the purpose, and should just perform the task. This is a common mistake made by higher-ranking managers.
By clearly defining roles and responsibilities, you can help individuals understand the project better.
This includes relevance to the job and skills that can be used towards the project. It also means that the team has agreed on common goals. This is a sign of great dedication to the work and contributes to its quality.
Ownership
Project complexity and team size increases, making it difficult to track individual tasks by one leader. This is why assigning ownership would be the best solution.
If not properly considered, virtual leadership can often be an obstacle rather than a solution. It is not possible to get the desired outcome by simply appointing an Owner without considering how he/she can manage the team.
Owners must have the mindset of leaders and the pride to be future leaders. These people can make a difference by taking their team members with them. If they are indifferent to their team, it will lead to disintegration of the group.
Owners are responsible for more than just assigning tasks to their team members. They also need to be able to comprehend the task at hand, i.e. They can see the situation from a wider perspective and bring a common understanding to their team members.
It is important to support the team member in times of difficulty with the task.
Collaboration and a strong sense of interdependency within the team will reduce blaming and encourage learning and improvement.
The Team’s Seasoned Players
Seasoned Player refers to someone who has worked on the same project for a long time or performed similar work. These are people who have a lot of knowledge about the project. The whole team can benefit from their expertise.
An individual should be a good role model for others and not show arrogance. As the saying goes, “Past success breeds arrogance.” These are highly-performers whose absence can be felt in a group, but it shouldn’t be the only criteria. There is equal opportunity for others with a similar level of performance to act in this position.
Motivation is a Key Factor
Motivation does not mean giving a speech when members of the group are gathered. Instead, every effort should be made tailoring the speech to each member.
Each member of the team has their own unique talents and work style. This is a more difficult task than for the Test Lead because it requires effort on the leader’s behalf to feel the team member’s feelings about the project.
A positive attitude from the leader will invigorate the team. This quote is based on my experience with one of the most successful test teams. Your team will mirror your attitude if the leader complains about the long work hours they have to put in or demands that the team follow a strict schedule.
True leaders are those who, despite a hectic schedule, inspire confidence in team members and work in the background to justify his team members’ unreasonable schedules and provide an extension to their schedule to make their job easier.
Recognize
Everyone loves to be acknowledged for their work. The team leader should be responsible for recognizing an individual for their work.
This type of task should not be decided by the team leader. The team members have great respect for the person being awarded. They will act on similar grounds, and the collective reaction of the team will benefit.
Virtual leaders are often unaware of the existence of team members who work for them. It is the responsibility of a virtual leader to highlight team members’ achievements and contributions. This shows that a virtual leader cares about his team and is well-received by his colleagues.
One-on-One meetings
It is common to note that the roles and responsibilities for the members are clearly defined at the beginning of the project and that the assessment is completed at the end. This is a formal process. However, informal conversations on a one-to-one basis can add to the formal process.
These informal meetings are for current issues that members don’t want to discuss during group meetings, future opportunities, and identifying future leaders/owners for the team. After receiving feedback from team members, they will act on the issues.
It is possible to make a difference between a team hiding mistakes and one that sees them as opportunities. Poor performance is often a result of team structure, rather than individual incompetence. However, it is the individuals who must be trained to correct it.
Quality Assurance Team Structure
| # | Role |
|---|---|
| 1. | Automation Guild Lead |
| 2. | QA Manager |
| 3. | Bodule anchor |
| 4. | Jun/Mid QA |
| 5. | Jun/Mid QA |
Team members who feel they are being pitted against each other to win rewards and recognition will be more likely to withhold information that could benefit the greater team. A team leader who is effective will first focus on the structure of the team before looking at individual members when there are problems.
“Don’t tell people how things work, tell them what they should do and then let them surprise themselves with the results.”
George Patton
Conclusion
When building a team that is successful, there are many things you should consider. For a successful test team, key terms such as Unity, Trust and Respect for Others Opinions, and acting without fear, are essential.
Look at your team after reading this tutorial. Ask yourself, “Are we working in a great team?” Or “Will you put every effort into building a great team?” Don’t delay, you can now start building a “Great Software Testing Team”.
“Coming together, it’s a start, and keeping together, is progress. Working together is a success.”
Henry Ford
We are here for you!
What can you learn from your experiences? What are your top characteristics to build a successful QA group?