Blog

<h2>Is your philosophy - hire slow, fire fast?</h2><p>Building and managing an efficient engineering team when you're not from a technical background is a challenging task. To make this task less daunting, we're launching a series of articles addressing six key areas of improvement. Our first piece focuses on a vital aspect of team management: recruitment. The question at hand: "Should your hiring philosophy be 'Hire Slow, Fire Fast'?"</p><h3>Beware of 'Hire Fast, Fire Slow</h3><figure id="figure-evrbbfl63lvydc5q1"><img id="evrbbfl63lvydc5q1" src="https://images.unsplash.com/photo-1520587393050-c5298e1a8486?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHw1OXx8Q29uY3JldGUlMjBjb25zdHJ1Y3Rpb258ZW58MHx8fHwxNzEwOTc0NDg3fDA&ixlib=rb-4.0.3&q=80&w=1080" alt="empty stairway inside building" title="empty stairway inside building" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure><p>"Hire fast, fire slow" can be a tempting strategy when you're striving to project growth and create an appearance of success. But it's a methodology that comes with significant downsides. It might provide short-term boosts to team size and initial productivity, but in the long run, it can negatively impact team culture, morale, and sustained productivity. Remember, a happy team is a productive team, and building such a team takes time and careful selection.</p><h3>Trials and Performance Reviews: The Roadmaps to Success</h3><p>Every employee should have a clear understanding of what's expected of them and how they can excel in their role. Consistent feedback in the form of trials and performance reviews are crucial to this understanding.&nbsp;</p><p>Managers and team leads need to track progress diligently, ensuring employees have the conditions necessary to succeed. They must also be prepared to address any concerns with the employee and take appropriate action when necessary. As your tech consultancy partner, we can help you establish effective feedback and review mechanisms tailored to your organization's unique needs.</p><h3>Facing the Hard Truths</h3><p>Many tech professionals are introverts, and confrontation or conflict can be a significant challenge. However, when issues arise, they must be addressed head-on. It takes courage to face and resolve these problems, but doing so is crucial for the health and productivity of your team.</p><h3>Contact us</h3><p>When issues are raised, don't ignore them. Take them seriously and act decisively. We are here to support you in managing these difficult situations, providing guidance based on best practices and industry standards.</p><p>As your tech consultancy partner, we are committed to guiding you through these complex processes. Reach out to us to learn how we can help you attract, evaluate, and retain the technical talent your business needs to thrive.</p><p><br></p><p><a data-mce-href="https://techaikido.com/about" href="https://techaikido.com/about" title="CTA-TechAikido">Contact us</a></p>

Hire slow, fire fast can be hard. The upside outweighs the pain.

<h2>Are you spotting bad actors?</h2><p>Navigating the tech world when you're not from a technical background can be daunting. That's why we're bringing you a series of articles exploring key areas that can enhance your engineering department's efficiency. Our first piece unravels an important topic: "Are you spotting the bad actors?"</p><h3>Quiet Quitting: The Silent Menace</h3><p>In today's remote work culture, a new trend is emerging - "quiet quitting." Employees stop contributing meaningfully but remain on the roster, leaving the onus on the employer to identify the situation and take action. This lack of commitment not only affects productivity but also has a demoralizing effect on the rest of the team.&nbsp;</p><p>However, a well-structured review and feedback mechanism can nip such problems in the bud, fostering a culture of accountability and engagement.</p><h3>Over-Employment: The Double-edged Sword</h3><p>Remote work also opens up the possibility of employees taking on multiple jobs simultaneously. While this may initially seem harmless, it can lead to burnout, divided attention, and decreased productivity, all of which harm your team.</p><p>Creating clear expectations around work hours and dedication can help mitigate this. Furthermore, regular check-ins and performance reviews can help you spot and address instances of over-employment promptly.</p><h3>Promoting Team Engagement &amp; Teamwork</h3><p>Promoting engagement and teamwork is the antidote to many of these issues. Encouraging open communication, fostering a collaborative culture, and recognizing individual and team contributions can all help build a positive work environment.</p><figure id="figure-z822lm8halvydaonr"><img id="z822lm8halvydaonr" src="https://images.unsplash.com/photo-1504548840739-580b10ae7715?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyfHxNYXJibGUlMjBwYXBlciUyMHRleHR1cmV8ZW58MHx8fHwxNzE1MjA1OTEwfDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="White wavy texture" title="White wavy texture" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://images.unsplash.com/photo-1504548840739-580b10ae7715?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyfHxNYXJibGUlMjBwYXBlciUyMHRleHR1cmV8ZW58MHx8fHwxNzE1MjA1OTEwfDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><p>Crucially, the tools used to monitor employees should promote trust, not erode it. Avoid overly intrusive methods such as screen capturing or clocking. Instead, focus on fostering a culture of integrity and transparency.</p><h3>Contact us</h3><p>As your tech consultancy partner, we aim to help you navigate these complex aspects of managing an engineering department. Reach out to us to learn how we can help you attract, evaluate, retain and monitor the technical talent your business needs to thrive.</p><p><br></p><p><a data-mce-href="https://techaikido.com/about" href="https://techaikido.com/about" title="CTA-TechAikido">Contact us</a></p>

Unmasking Bad Actors: Navigating Quiet Quitters & Team Dynamics with TechAikido

a group of cubes that are on a black surface

<h2>Are you pulling the plug?</h2><p>Mastering the intricacies of an efficient engineering team when you're not from a technical background can be a challenge. To assist you on this journey, we're presenting a series of articles exploring key areas that can significantly improve your department's effectiveness. Today's topic is a sensitive one: "Are you ready to pull the plug?"</p><h3>Firing: The Tough Talk</h3><p>One of the most challenging aspects of leadership is letting someone go. The conversation is difficult, filled with tension and, often, self-doubt. However, when you have objective, rational, and evidence-backed reasons to terminate someone's employment, you should not feel guilty.&nbsp;</p><p>It's about doing what's right for the business, not what's easy. As a leader, your responsibility is towards the overall health of the organization and its growth.</p><h3>Team Impact: Fear or Relief?</h3><p>There's a common belief that firing an employee will negatively impact the team's morale. In reality, if the termination is performance-based and well-justified, it can actually have a positive effect.&nbsp;</p><figure id="figure-8hibyqprglvyd9v2i"><img id="8hibyqprglvyd9v2i" src="https://images.unsplash.com/photo-1414609245224-afa02bfb3fda?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwzNnx8c2lsaG91ZXR0ZSUyMG9mJTIwbWFuJTIwaG9sZGluZyUyMGNhbWVyYSUyMGR1cmluZyUyMHN1bnNldHxlbnwwfHx8fDE3MTUyMDU4NDh8MA&ixlib=rb-4.0.3&q=80&w=1080" alt="warm sunrise on beach" title="warm sunrise on beach" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure><p>Poor performance or behavior from one team member can put additional pressure on others, reducing overall productivity. Therefore, addressing such issues can be a relief to the remaining team members. However, it's important to communicate the reasons behind the termination appropriately, ensuring transparency and understanding among the team.</p><h3>The End Result: A Stronger Team</h3><p>If a termination is executed professionally, for valid reasons, and communicated effectively, the net result is positive. A leader's role is not just about making popular decisions, but about making the right decisions - even when they are hard.</p><h3>Contact us</h3><p>By maintaining high standards, demonstrating fairness, and leading with integrity, you build a culture that supports high performance and respects the rules. This environment is crucial for your business's success and for fostering a team that is not taken advantage of but is motivated to succeed.</p><p>As your tech consultancy partner, we stand with you through these challenges, offering guidance and best practices. Reach out to us to discover how we can help you build and maintain the high-performing technical team your business needs to thrive.</p><p><br></p><p><a data-mce-href="https://techaikido.com/about" href="https://techaikido.com/about" title="CTA-TechAikido">Contact us</a></p>

Making the Tough Call: TechAikido's Insight on Firing and Its Ripple Effects

<h2>Do you trust your engineering team?</h2><p>Engineering is the backbone of your tech company. The success of your business relies heavily on the effectiveness of your engineering team. But a question that many non-technical founders and executives struggle with is, "Do I trust my engineering team?"</p><p>To answer this question, let's delve into four key aspects you should consider.</p><h3>Clear Answers for Business Questions</h3><p>Communication is crucial, particularly in areas of business where technical and non-technical minds meet. When you ask questions, are the answers you receive clear, concise, and free of jargon? Ambiguity and indecisiveness have no place in effective engineering communication. Engineers should provide clear-cut answers or follow-up with detailed clarifications for complex matters.</p><h3>Rough Deadlines and Estimations</h3><figure id="figure-5cdhnujq4nlvyd8l6n"><img id="5cdhnujq4nlvyd8l6n" src="https://images.unsplash.com/photo-1531857414472-edf16a1bb78c?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHw3fHxibGFjayUyMGZlbHQlMjB0ZXh0dXJlfGVufDB8fHx8MTcxNTIwNTgwMHww&ixlib=rb-4.0.3&q=80&w=1080" alt="Written in the stars" title="Written in the stars" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure><p>Engineering can be unpredictable, but that doesn't mean you should be kept in the dark about timelines. When presented with a new task or project, your engineering team should be able to provide at least rough estimates of the timeline and potential hurdles. If they don't, prompt them. Deadlines aren't just for the sake of business timelines—they also help engineers structure their work.</p><h3>Record of Successful Deliverables</h3><p>Trust is built on a proven track record. A reliable engineering team should have a history of successful deliverables, all meticulously logged and tracked. Objective assessment and authentic feedback are essential. Acknowledgment of success builds morale, but make sure you're celebrating real milestones and not empty victories.</p><h3>Problem Solvers, Not Problem Presenters</h3><p>Every company faces challenges, but how your engineering team handles these can be a real testament to their capabilities. Engineers, by nature, should be problem solvers. If your team continually presents problems without proposed solutions, it might be time to reassess. Effective engineers are rational thinkers who thrive on overcoming hurdles, not just pointing them out.</p><p>A trusting relationship between non-technical executives and their engineering teams is vital for a company's success. It fosters a harmonious work environment, effective problem-solving, and ultimately, product success.</p><p><br></p><p><a data-mce-href="https://techaikido.com/about" href="https://techaikido.com/about" title="CTA-TechAikido">Contact us</a></p><p><br></p>

Cultivating Trust in Your Engineering Team: Clear Communication, Deadlines, Deliverables, and Problem-Solving

<h2>Are your efforts being appreciated in the team?</h2><p>Creating a healthy and effective work culture within a technology company is a challenge, particularly when it comes to understanding and recognizing the efforts of your engineering team. As non-technical executives, it can be difficult to ascertain whether your recognition strategies are resonating with your team, or whether they are unintentionally fostering discontent. Let's delve into two key issues you may face.</p><h3>More Perks but Less Results - Aligning Incentives and Performance</h3><p>You've increased perks, hoping to boost morale and productivity. However, results are still flatlining. Could it be that your team doesn't feel genuinely appreciated?&nbsp;</p><figure id="figure-zss1aksg55lvyd6kus"><img id="zss1aksg55lvyd6kus" src="https://images.unsplash.com/photo-1535329974905-5de1dd801423?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHw0fHxDbG9zZSUyMHVwJTIwb2YlMjB0aGUlMjByYW5kb20lMjBmb3JtYXRpb24lMjBvZiUyMHdhdnklMjBzdXJmYWNlcyUyMHN0YWNrZWQlMjBvbiUyMGVhY2glMjBvdGhlci58ZW58MHx8fHwxNzE1MjA0NjA0fDA&ixlib=rb-4.0.3&q=80&w=1080" alt="Mirages II" title="Mirages II" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure><p>Engineering teams thrive on tackling complex problems and contributing to the company’s success. While perks are nice, they aren't a substitute for genuine recognition of hard work. Perhaps it's time to ensure the perks you provide align with what your team values. Regular check-ins, surveys, and open discussions can help uncover what truly motivates your team and brings out their best performance</p><h3>Increasing Workload, Same Reward - A Sense of Being Used</h3><p>Have you noticed an increase in work output but no corresponding request for better compensation or benefits? This could be a sign that your team feels underappreciated or exploited.&nbsp;</p><h3>Contact us</h3><p>Rewards and recognition should be proportional to the effort and work done. If your team is continually meeting and exceeding expectations without an appropriate increase in compensation or other forms of recognition, this could be leading to a sense of being used. Open dialogue about performance, workload, and compensation can help ensure that your team feels their work is genuinely valued.</p><p>Recognizing and appreciating the efforts of your engineering team is a delicate balance that requires ongoing attention. Understanding how your team perceives their workload and the rewards they receive in return is crucial for fostering a healthy, motivated, and productive work culture.</p><p><br></p><p><a data-mce-href="https://techaikido.com/about" href="https://techaikido.com/about" title="CTA-TechAikido">Contact us</a></p>

Is Your Team’s Effort Being Recognized? Navigating Perks, Performance, and Perception

<h2>Are you honest with your engineers?</h2><p>In our series aimed at helping non-technical leaders understand and improve their engineering departments, we delve into the fundamental elements of a successful tech company. Today, we're focusing on a vital and often overlooked aspect: honesty.</p><p><br>Honesty is the bedrock of any successful relationship, and this is particularly true within your engineering teams.</p><h3>Engineers are Highly Observant</h3><p>Engineers are analytical, rational thinkers by nature. They are keen observers and critical thinkers. If they sense that they are not being told the whole truth, or are being led down a misleading path, it can breed mistrust and disengagement. Honesty, therefore, becomes a critical ingredient in fostering a healthy relationship with your engineers.</p><h3>Be Proactive, Stay Informed</h3><p>To effectively lead your engineering teams, it's crucial that you stay updated on their work. This doesn't mean you need to understand every technical detail but showing an interest and understanding of their projects helps in building mutual respect and an open communication channel. Your engineers will appreciate your effort and it will boost their confidence in your leadership.</p><h3>Recognize and React to Performance</h3><p>Acknowledging good results encourages your engineers to continue doing their best, while a constructive response to less-than-stellar performance can often turn it around. Ensuring that both efforts and results are recognized in an equitable manner is key to maintaining motivation and productivity in the team.</p><h3>Deliver on Promises</h3><p>For many engineers, monetary rewards are only a part of the equation. Opportunities for learning, career advancement, and having an impact are often equally important. When you make promises, ensure you deliver on them. This will not only help you retain your best talent but also attract new, high-quality engineers to your team.</p><h3>Listen, Respond, and Adapt</h3><p>Lastly, take your engineers' feedback seriously. They are the ones on the ground, tackling the challenges of your business firsthand. Listen to their suggestions, criticisms, and ideas, and react in an objective, rational manner. Show them that their voices matter, and it will foster a culture of trust and mutual respect.</p><figure id="figure-sgr4szxcnhlvyd50yq"><img id="sgr4szxcnhlvyd50yq" src="https://images.unsplash.com/photo-1501621667575-af81f1f0bacc?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHw1fHxFeWVzfGVufDB8fHx8MTcxNTIwNTYyNXww&ixlib=rb-4.0.3&q=80&w=1080" alt="Eyes" title="Eyes" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure><p>The core message is simple: Honesty matters. By cultivating an environment of transparency and trust with your engineering team, you can enhance productivity, creativity, and job satisfaction, propelling your business to greater heights.&nbsp;</p><p><br></p><p><a data-mce-href="https://techaikido.com/about" href="https://techaikido.com/about" title="CTA-TechAikido">Contact us</a></p>

Blog

Hire slow, fire fast can be hard. The upside outweighs th...

Unmasking Bad Actors: Navigating Quiet Quitters & Team Dy...

Making the Tough Call: TechAikido's Insight on Firing and...

Cultivating Trust in Your Engineering Team: Clear Communi...

Is Your Team’s Effort Being Recognized? Navigating Perks,...

The Power of Honesty: Building Trust with Your Engineerin...