How to avoid an IT day from hell? Look for the partnerships you deserve

How to avoid an IT day from hell? Look for the partnerships you deserve

Outsourced Engineering Team, Project Management, Successful Outsourcing

Curated by: Sergio A. Martínez

Running an IT department is not an easy task. With a daily grind of patches, fixes, updates, and all sorts of technical hurdles, most IT professionals know that their workload can sometimes get too overwhelming, making a balancing act between short-term fixes necessary to keep systems running with long-term improvements to futureproof the network. And even with the best preparation, the job of IT can sometimes be challenging and unpredictable, usually with an impossibly long list of tasks that need to be completed. Nothing is ever easy; the person in charge has to navigate through a tangle of hardware and fix whatever problems are presented, while making sure their work will stand the test of time.

How to avoid an IT day from hell? Look for the partnerships you deserve

However, there are ways to avoid those bad days when everything seems wrong. Taking the time to ensure that all of your to-dos are in order, that essential files and documents are safe, and that data backups are running will go a long way in avoiding panic if something goes wrong. If at all possible, allocate time each week for software updates or checking on vulnerable systems to save you hours of headaches down the road if a potential issue is caught early on. Finally, establishing a rapport with your colleagues is critical, as it ensures that everyone remains on the same page and problems can be easily spotted early on. But even with safeguards like these, things can go sideways in unexpected ways, which can test every ounce of the skill, patience, and determination of an IT professional.

In other words, without the proper support, IT departments face a difficult job, often leading to days from hell for your employees. But with the right partner in IT support, this looming dread becomes a thing of the past — free from these worries, your team can efficiently eliminate many of these time-consuming tasks and have more energy to dedicate to other projects and initiatives within their organization. This shift in priorities allows them to focus on driving technological advances rather than simply running from one issue to the next. With an experienced partner in IT services at your side, you’re setting your team on a clear path for growth that allows everyone to focus on doing their best work.

Avoiding a crisis

How to avoid an IT day from hell? Look for the partnerships you deserve

Nobody wants days like these in IT, so it’s important to prepare and make a checklist of daily tasks to avoid spreading your attention too much. Keeping an eye on projects and deadlines, prioritizing tasks based on importance, blocking off time for large assignments, always saving work right away, and keeping the organization’s software up-to-date and running smoothly is a bit of standard advice that can save a lot of headaches in the long run. Nevertheless, in a mid-sized company, a crisis can still happen, and a fast and efficient resolution by the IT department is going to be pretty critical.

 The first approach, then, should include gaining an understanding of the full scope of any issue by identifying affected systems and data, as well as any potential implications on the business operations of the whole organization. Once the breadth of the problem has been established, it’s important to consider what methodologies and resources will be needed to manage the crisis properly. For instance, if there are significant hardware issues or a technical outage that needs attention, engaging an IT vendor or specialized contractor ensures that all personnel has the appropriate skill sets and qualifications for remediation. 

Moreover, creating a sound action plan for responding (for example) to customer questions and managing any legal repercussions from a breach can help minimize stress during such trying times. And while no one ever wants to deal with an IT crisis at their company, having a comprehensive plan that covers all possible angles ensures you can tackle it in an orderly fashion for smooth sailing throughout recovery. Time is always of the essence, so the best approach is developing a strategy that considers all stakeholders involved, with quick, proactive communication between departments and employees becoming essential for triaging the issue. It’s also important to be clear about the goals and expectations of the organization so everyone understands the urgency of addressing a problem before the situation gets worse. Having a good system in place to track progress will ensure rapid resolutions; if mistakes are made, acknowledging them quickly and openly with leadership sets the right tone to confront such issues. And seeking outside help when necessary is always a must.

“When a crisis strikes, I know it’s extremely tempting to try and tackle the issue yourself. After all, it’s often time-consuming and expensive to seek out external expertise, but the thing is, seeking an expert can result in a more efficient outcome than spending exhausting hours in front of a keyboard while tasks begin to accumulate”, says Rod Aburto, Service Delivery Manager and Partner at Scio. “External expertise can be fantastic for getting to the bottom of difficult problems quickly and thoroughly, allowing you to get back into business as soon as possible. Plus, with specialized knowledge on your side, you can keep glaring security risks at bay. Ultimately, when it comes to technology, outside assistance can make all the difference in staying ahead of an IT crisis.”

A partnership you can rely on

How to avoid an IT day from hell? Look for the partnerships you deserve

Having a small IT department often means limited access to technical resources, which is a challenge when you want to roll out new projects or solve an IT crisis. And the best way to get around this is to bring Nearshore development support to the table. Nearshore developers can provide expertise on any project your team may not be able to handle, while still allowing you to maintain control of the project efficiently. And by having more knowledgeable people on board who have had experience rolling out similar projects, you can complete work faster and more cost-effectively without sacrificing quality. In the case of the US, a Nearshore company such as Scio, which has some of the best software developers in Latin America, offers close proximity (both culturally and geographically) to their partners, making communication easier and more efficient.

All in all, by partnering with a specialist, any IT department can efficiently eliminate many time-consuming tasks and have more energy to dedicate to other projects and initiatives within their organization. This shift in priorities allows them to focus on driving technological advances rather than simply running from one issue to the next. In short, choosing an outsourcing partner is a great way for IT leaders to create order from chaos and avoid the feeling of a day from hell in the process, or for small or mid-sized IT departments that want better results without upgrading their existing workforce.

Ultimately, when you’re in the midst of an IT crisis, finding the right external expertise can often make or break a resolution, and recruiting well-qualified Nearshore professionals will offer an invaluable response to pressing difficulties facing an organization. Investing in this extra support when your company hits the wall can be a lifesaver and put your organization lightyears ahead in alleviating any IT challenge and ensuring maximum productivity, which is an absolute must if you want to stay ahead of the curve in the digital world.

The Key Takeaways

  • In the IT world, it’s not especially difficult to have a “day from hell” thanks to the demands and responsibilities an IT professional juggles daily.
  • And for a small team, a huge project or a software crisis can be a lot more dangerous than expected, with quick responses as a must-have.
  • For these reasons, having the correct expertise in the field is extremely important, and a development partner is always the right answer.
  • In the case of Nearshore, which offers proximity and technical know-how, these crises can be easily tackled without sacrificing efficiency, or worrying about flexibility in the team.

Scio is an established Nearshore software development company based in Mexico that specializes in providing high-quality, cost-effective technologies for pioneering tech companies. We have been building and mentoring teams of engineers since 2003 and our experience gives us access not only to the knowledge but also the expertise needed when tackling any project. Get started today by contacting us about your project needs – We have teams available to help you achieve your business goals. Get in contact today!

The Value Of Team Flexibility During Challenging Times: Why Is Dynamic Staffing Better?

The Value Of Team Flexibility During Challenging Times: Why Is Dynamic Staffing Better?

Agile Methodology, Nearshore, Outsourced Engineering Team, Project Management

Curated by: Sergio A. Martínez

Even if it looks otherwise, the software industry is not immune to the effects of recession cycles. During times when spending decreases and businesses become more cost-conscious, budgets for software development projects often suffer, having a significant impact on companies that rely on project-based revenue streams and their employees. And as we’ve seen so far in 2023, an unstable global economy has affected the Technology sector like never before, pushing software businesses today to navigate a very difficult situation where taking the necessary steps to shield themselves from the worst consequences of an economic downturn is critical. 

The Value Of Team Flexibility During Challenging Times: Why Is Dynamic Staffing Better?

Above all else, a very effective approach for software companies is to be agile and create systems and processes that enable them to adjust staff levels quickly when needed, focusing on minimizing disruption to any ongoing development project. After all, building a flexible team structure with both full-time and contract workers who can respond to current demands ensures that a company remains fully staffed, and resources remain able to be scaled up or down according to the current economic needs of the organization. And implementing effective training methods play an important role here too, guaranteeing that everyone is equipped with the necessary skills to bring a positive outcome for any project even if the team composition has changed. In other words, readiness is key when it comes to dealing with financial unpredictability and having a versatile workforce ready at all times is a big part of this success.

However, in tight budgets, companies often have to make tough choices, cutting back on staff and resources, making it difficult to build adequate teams with the right combination of skills. And if this situation continues for a long period, it can become increasingly tough for teams to maintain their momentum and stay on top of any new trends entering the market, with current staff members often having to take a bigger workload to fill in gaps that larger teams would otherwise occupy. It’s pretty likely that, during economic downturns, a lot of software organizations find themselves limited in the available talent they can hire. 

With this in mind, having the ability to scale the size of a software team can be an invaluable asset for any company. Such teams can come together quickly when needed, enabling companies to pivot and take on unique and complex projects that would otherwise be too difficult to tackle. At the same time, this approach allows developers to focus on specific tasks with laser-like precision, resulting in an improved project and output. So, during economically-uncertain times, the most successful software companies can decide about their ideal team size, as opposed to teams limited by what’s available at any given moment. But what is the best option to maintain flexibility in tough times? What choices are available?

Thinking outside the box

The Value Of Team Flexibility During Challenging Times: Why Is Dynamic Staffing Better?

In recent years, outsourcing software development has become increasingly popular thanks to the economic uncertainty that has prevailed since the start of the pandemic. Outsourcing allows organizations to take lesser risks, reduce operational costs and, more importantly, attain the necessary flexibility to scale staff up or down depending on the needs of a project, without the cost and commitment associated with hiring additional employees or establishing new departments in the company. Furthermore, it can be easier to forecast expenses when using an outside partner because project costs are fixed and known in advance, as long as a quality vendor is chosen. With companies now looking to stretch their budgets as much as possible to compete during every recession cycle, outsourcing provides an easy option for them to cut costs simply by working with external partners that specialize in the desired tasks. 

However, not all types of outsourcing are equal; the specific service must be tailored to match the individual circumstances of a company. Offshore outsourcing, for example, can offer low-cost highly-skilled coding, but working with remote locations (often in different continents) imposes delays, language barriers, and different cultural expectations that can lead to negative outcomes. On the other hand, more localized models such as freelancing might provide heightened responsiveness at somewhat higher rates but with less potential to scale up quickly which, as we already mentioned, is of utmost importance during a recession. 

This is where a Nearshore partnership model comes in. By partnering with a Nearshore such as Scio, software companies can benefit from an increased resource pool compared to employing an onsite team, providing additional strategic advantages. Things like access to skilled developers and IT engineers, expanded working hours due to the similar time zones, as well as the excellent user experience achieved by having a more diverse staff are some examples of advantages that companies can get to maintain their competitive edge in difficult economic times, thus allowing them to succeed despite the challenging environment. This is especially true when it comes to the aforementioned flexibility needed to keep the momentum of a project with very specific requirements.

The core benefit of working with a Nearshore partner, in short, is that team size can be dynamically adjusted to fit the specific needs of any project, which eliminates the problem of needing to find and build larger than necessary teams in-house. This means far less time wasted on locating and planning hiring cycles due to sudden additions or deletions from a team, and the ability to rapidly expand or contract their workforce without incurring the traditional drawbacks that come with making similar adjustments. And the ease of access to overseas markets, coupled with localized teams, means businesses can quickly scale up or down without worrying about talent availability, high attrition rates due to tedious onboarding processes, and language barrier issues. With Nearshore teams available at short notice, companies no longer have to strain their resources trying to keep track of volatile demands, enabling organizations to be better equipped to take full advantage of their resource expenditure.

But what if team flexibility is not enough?

The Value Of Team Flexibility During Challenging Times: Why Is Dynamic Staffing Better?

In an economic cycle of growth and recession, Technology companies must do their part to protect themselves, and one of the biggest challenges is staying on top of trends, as consumer needs in the software industry are constantly changing and evolving. Adopting or developing new products or services that can help grow their business during both times of growth and recession should play into their strategic planning, of course, and companies should be open to making changes in their business practices, automating redundant processes and streamlining tasks where possible, making adjustments to their product lines if those become over-saturated or if more cost-effective alternatives are available. 

And embracing new technologies should never be out of the question, especially with a trustworthy Nearshore partner at your side, which could help increase productivity by taking care of development and training staff on the relevant skills you need. Identifying innovative new ideas for existing services can also help generate new sources of revenue and put the company in a better position when the economy recovers. Staying diversified by offering services across multiple industries can provide stability even in times of economic uncertainty. Lastly, maintaining strong communication with customers allows you to anticipate their needs and prepare for whatever economic situation may arise while also building consumer loyalty which is beneficial both during times of growth and recession.

In short, the world economy is often subject to unforeseen changes, from threats of recession to pandemics. Software organizations must be prepared when unpredictable times arise, no matter how much the market fluctuates. Taking every precaution possible when anticipating economic hardship ensures that a business or organization can weather any storm, making changes as necessary, such as adopting a more flexible approach to staffing, to stay up-to-date on industry trends. Preparation leads to success, so software development organizations must take every precaution possible if faced with an economically trying year to remain strong during the entire season.

The Key Takeaways

  • Historically speaking, the tech industry has remained strong in the face of recessions, but that might not be true anymore in 2023.
  • To weather these economically-uncertain times, one of the key approaches is having flexibility in your staff, enabling you to increase or decrease team sizes as the situation demands.
  • To this end, partnering with a Nearshore company, instead of building on-site teams, is the best approach to accomplish this, enabling a company to access talent as a project and the economy permits.
  • However, secondary plans, like having a long-term strategy, keeping on top of trends, and being smart about your development partners, might also help to armor a software organization against any economic downturn. 

Scio is an established Nearshore software development company based in Mexico that specializes in providing high-quality, cost-effective technologies for pioneering tech companies. We have been building and mentoring teams of engineers since 2003 and our experience gives us access not only to the knowledge but also the expertise needed when tackling any project. Get started today by contacting us about your project needs – We have teams available to help you achieve your business goals. Get in contact today!

How many software developers do I need to get my project off the ground?

How many software developers do I need to get my project off the ground?

Nearshore, Outsourced Engineering Team

Curated by: Sergio A. Martínez

When it comes to great software projects, the number of developers involved is incredibly important. Too few developers will lead to an insufficient amount of work being accomplished in a given timeframe, leading to delays or a rushed-feeling product at the end, whereas too many developers can lead to an over-complication of the project and end up costing a lot more than necessary. Therefore, it’s critical to carefully consider how much talent is needed for any project, but finding the ideal number of developers may be challenging for a small IT department that might not have access to all the resources necessary to make it happen.

How many software developers do I need to get my project off the ground?

After all, IT departments that traditionally don’t do software can face a multitude of challenges when attempting to get an ambitious software project off the ground, and a major one is limited resources and personnel. Having not enough people on the team, for example, could result in a long project with a hit in quality due to the limited oversight that this development process can have, and the department size may limit their knowledge base and expertise, presenting a lot of difficulties when finding solutions to the issues that will arise along the way. And let’s not forget that finding adequate funding can be challenging if budgets are strict. Ultimately, a small IT department needs to be smart when dealing with these sorts of circumstances if they wish to be successful with their goals, and having an exact idea of how much talent will be needed to bring it to fruition is key.

Now, we understand that, for a small IT department, estimating the number of outside developers needed to start a project can be a tricky task, so the best first step is for the existing team to evaluate their own skills and capabilities before bringing in any external resources. Finding the right balance between what they can do themselves, and what they need experts to help with. The trick is to anticipate the technical challenges of a project early on, rather than waiting until there’s an issue that can’t be easily solved in-house. Also, it’s a good idea to have someone in the department with experience overseeing development from external parties, which will streamline both communication and collaboration when managing an external development team. The best way to approach Management to get the necessary support is by evaluating the size and complexity of the project, ensuring you understand its scope to come up with a good plan. That way you will have enough resources on board once you bring an external team on board. In the end, having an effective plan in place will give your small IT department greater peace of mind when it comes to resource and talent estimation.

Consider Nearshore

How many software developers do I need to get my project off the ground?

If a small IT department finds itself in a situation where completing a software project is beyond its capability, hiring an external team is a wise decision. Not only will you benefit from having experienced developers specialized in the technology you need, but you’ll also have peace of mind knowing that your project is being handled by experienced professionals in completing tasks quickly, efficiently, and on budget. What’s more, getting outside help gives smaller teams access to world-class development approaches without having to staff up and purchase expensive software licenses themselves. That’s why outsourcing a project is almost always the course of action for many of these departments.

Small IT teams usually don’t have the manpower or financial capacity to tackle a large-scale project on top of their regular duties, and outsourcing can help them focus on what they do best and provides access to expertise that they might not have in-house. In theory, it also saves time; with an outside team just focusing on the job at hand, it usually takes far less time than an internal team managing everything from start to finish. However, there are some things to have in mind when it comes to outsourcing, so smart budgeting and research are always necessary.

Choosing the wrong partner, for example, can put an organization’s reputation and bottom line at risk, as shoddy programming jeopardizes timescales, data security, and overall cost-effectiveness. Additionally, there’s always a risk of communication breakdowns when dealing with an external team far away, due to various cultural or language barriers you usually find when outsourcing. It’s also important to remember that small departments often lack resources to independently evaluate and verify the quality of code being provided by external vendors to safeguard against substandard work or a cybercrime threat of any kind, and without a dedicated team to support any issues, it can be difficult for small-scale businesses to get necessary updates and troubleshoot problems as they come up. With all these in mind, it would be smart for any IT department considering outsourced software development to extensively research their potential partners before signing on the dotted line.

This is why collaborating with a Nearshore team is often the most sensible choice for a small IT department tasked with getting a big project off the ground. After all, if you have to find the right team and resources to handle the project, and ensure that those same resources make sense and adhere to time constraints, this is where nearshore collaboration shines. By bringing together teams from remote geographical locations within reasonable distances who have a mutual agreement in terms of language, political/legal systems, and time zones. Nearshore allows small IT departments to get global access to experienced talent that will fit any strategy you have in mind, which can be a huge boon for small IT departments looking for a quick and cost-efficient way of taking big projects forward.

“Nearshore development is quickly becoming the most popular choice for businesses seeking assistance with software development without an internal team”, says Rod Aburto, Service Delivery Manager, and Partner, at Scio. “Working with a nearshore partner not only allows businesses to tap into a whole new talent pool of high caliber, who can provide resources not otherwise available, but companies also benefit from working closely with people who bring cultural competency as well as insight into best practices and processes that could potentially streamline and improve their workflow. From faster problem resolution to minimizing communication issues, Nearshore development offers everything you need while saving on costs and providing peace of mind in knowing that tasks are getting done efficiently and effectively.”

Getting the numbers right

How many software developers do I need to get my project off the ground?

So now that you have a Nearshore partner that you trust, how many developers do you need to ask for to get the project started? There are a few baselines that are a good idea to follow, but every development cycle is unique, so you’ll need to discuss with your Nearshore partner flexibility options and their insight to be sure how many people will need to participate. According to this blog, it’s a good idea to start with a team of 3 to 4 developers and 3 to 4 IT specialists, divided into the following roles:

  • One full-time Project Manager
  • Two full-time developers 
  • One full-time backend developer 
  • One part-time UX/UI designer 
  • One part-time DevOps specialist 
  • One part-time QA engineer

In the context of Nearshore, “part-time” developers may simply mean people rotating between projects because their input happens at specific moments of the development cycle, so make sure to talk to your team to discuss all the details necessary to ensure you have the talent you need. Also, remember that this estimation is very basic; considering what kind of environments you will be developing for (desktop vs. mobile, Android vs. iOS), as well as your user base (purely internally used vs. a front-facing customer application) can change these numbers dramatically. Nevertheless, with enough staff flexibility, these issues don’t matter: what matters is starting a development journey that can be a turning point for any business harnessing the power of software and technology to make a change for themselves.

In the case of Scio, home to some of the best developers in Mexico and Latin America, the close cultural ties, its Agile philosophy, and the expertise it offers after two decades of collaboration with US-based companies that needed expertise, they could only find here, the Nearshore choice is always the best one. If you want the most seamless experience as the Head of a small IT department, then this is the opportunity for you. It’s time to make a change and begin a partnership that can only lead to success.

The Key Takeaways

  • Implementing new software solutions in business is always a good decision, but for a small IT department, it can present some serious challenges getting it off the ground.
  • If the department has constraints in terms of staff and budgeting, developing their own software can be a non-starter; the expertise and skills necessary might not be there.
  • Having a good plan is key to ensure any project can take off, and one of the main questions is the number of developers necessary to make an idea into reality.
  • Nearshore, for these reasons, might be the best option for an IT department, offering the flexibility necessary to work with all kinds of resources and objectives necessary to reach a positive outcome for everyone involved.

Scio is an established Nearshore software development company based in Mexico that specializes in providing high-quality, cost-effective technologies for pioneering tech companies. We have been building and mentoring teams of engineers since 2003 and our experience gives us access not only to the knowledge but also the expertise needed when tackling any project. Get started today by contacting us about your project needs – We have teams available to help you achieve your business goals. Get in contact today!

The Great Resignation and the future of corporate cultures: Rebuilding a better software industry for all

The Great Resignation and the future of corporate cultures: Rebuilding a better software industry for all

Outsourced Engineering Team, Product Development, Project Management

Curated by: Sergio A. Martínez

The events at the beginning of 2021 set ablaze a revolution across the corporate world like never before. Companies that were once dormant in their response to messages from employees and people impacted by their decisions woke up with a start, quickly realizing that the rise of Great Resignation had an impact on more than just the individuals that left; it prompted corporate culture to shift within different organizations and led to an evaluation from both leadership and followers alike. Furthermore, it changed people’s ideas about where power truly lies and how one opinion can shape a large organization’s future.

The Great Resignation and the future of corporate cultures: Rebuilding a better software industry for all

After all, its aftermath has done a remarkable job of putting corporate culture in perspective. Gone are the days when tradition and status were the only things that mattered, and staff felt stifled by top-down approaches to decision-making. Today’s corporations devote much more effort to nurturing an atmosphere of collaboration, inclusion, and meaningful work experiences by leveraging modern communication technology and encouraging personal development. The Great Resignation was a major event that undoubtedly left its mark on the corporate world, particularly in terms of expectations for staff morale and development. 

Companies have increased the focus on employee engagement, introducing initiatives like flexible working hours, health benefits, and team-building days to ensure their workforce is both productive and content with their situation. While there’s no denying that working in a big corporation can be challenging, today employees benefit from more attentive management and a much greater appreciation of their efforts.

A new perspective on work

The Great Resignation and the future of corporate cultures: Rebuilding a better software industry for all

The early 2020s in the software development industry will be remembered as a turning point that, arguably, was sorely needed. Many key engineers and developers decided to abruptly leave their companies, sometimes abandoning projects of enormous complexity, with significant economic repercussions that become the foundation for innovation in the cultural side of things. This undoubtedly caused strife for many businesses that had difficulty adapting to this new normality, shifting new technology and approaches that might change the industry for the better. And despite the initial turmoil, the long-term impact of these resignations may bring more stability than harm. By creating environments with a focus on job satisfaction, we can ensure employees are not simply productive but also happy with their positions. 

However, after the shocking impact of the Great Resignation, many companies still have found themselves scrambling to rebuild their corporate culture. Leaders have had to get creative when it comes to rebuilding trust, setting new boundaries, and planning for potential resiliency in the future, with many opting to invest in employee incentive programs that focus on building relationships, regular check-ins to make sure everyone feels heard and supported, and flexible work schedules that prioritize people over productivity.

This can be a daunting task, of course, but it’s also an opportunity to create something innovative and unique. The first step will be evaluating the processes and systems in place that created the need for such a large group of employees to leave, as they could indicate larger systemic problems, so the team should make sure to look at all possible root issues. From there, leadership needs to start discussing ways to incorporate improved communication between management and staff, diversity in hiring practices, feedback loops for employees, and goal alignment across teams into the new culture. And it’s important to bring everyone on board, from executives to frontline staff, to implement these new procedures and standards. Creating buy-in from every level sets companies up for success.

“After such a significant departure, it’s important to focus on fostering positive energy and morale in the remaining company staff. The Scio way of doing things has always included creating a welcoming atmosphere, as well as creating clear company protocols for respectful and open communication between superiors and subordinates”, says Helena Matamoros, of Human Capital at Scio. “A sense of trust needs to be established by keeping everyone informed about any changes that might come, and this is best done via regular meetings and feedback sessions where everyone has a voice. A good company culture knows the value of its people, and it gives them tools to create a dynamic where collaboration is at the front and center.” 

Having an open dialogue within the company and getting feedback from everyone on what kind of company culture would best fit the current business needs is a must. This should also include input from members of different levels within the organization — both executives and employees. From there, it is important to set expectations and be transparent when making changes, making sure that all employees understand how their roles fit into the new culture so they feel like their work contributes meaningfully to achieving the organizational goals. In other words, the goal is to create an environment where change is welcomed, not feared, providing a safe space for anyone who may have questions or suggestions as the transition process unfolds. If approached correctly, establishing this new culture can be a positive experience for everyone involved.

What will come next?

The Great Resignation and the future of corporate cultures: Rebuilding a better software industry for all

Ultimately, the effort should be invested in presenting your business as an inviting environment that encourages career growth and puts it front and center. If the staff feels encouraged to grow, it strengthens both themselves and the organization as a whole, because learning new skills can help people feel empowered and give them confidence when tackling new projects or ideas, contributing to a vibrant atmosphere of goodwill that helps drive innovation and business success.

The impact of the Great Resignation on the software development industry has been immense, and tech companies had to rapidly pivot and restructure to manage the mass exodus of talent. As a result, employers have had to get creative with their hiring strategies to find new developers, often having to look far beyond traditional sources like universities or job postings. This sudden shift in the way people approach jobs has allowed the software industry an opportune moment to reinvent itself and its culture, sure to keep evolving even after things settle down.

After the Great Resignation, companies need to focus on honest communication, respect for individual talent, and a conscious effort to foster diversity, taking an intentional stance toward embracing both creativity and collaboration in workplaces while allowing employees to perform their best work. Forward-thinking companies place a priority on creating an environment where everyone’s ideas are heard, everyone’s skills are valued and everyone feels valued, which leads to a stronger outcome each time. If the tools of technology can help propel business success, then it only makes sense that the cultural products of technology – collaboration, creativity, and diversity – must be at the core of that success as well. Only by doing this will the next step for software industry culture be one moving forward.

The Key Takeaways

  • Building a corporate culture that puts people first and foremost is already a complicated (but rewarding) task, as it leads to better outcomes in the development process.
  • However, rebuilding a culture after a massive shift (such as the Great Resignation) can be an even greater challenge because it involves getting back lost trust, and the need to leave certain practices behind.
  • This process should involve everyone in the company, and leadership should make the effort to keep a better balance between people and business.
  • Doing so can lead to a better software industry, with a more people-centric approach, that can only result in better innovations that benefit us all.

Scio is an established Nearshore software development company based in Mexico that specializes in providing high-quality, cost-effective technologies for pioneering tech companies. We have been building and mentoring teams of engineers since 2003 and our experience gives us access not only to the knowledge but also the expertise needed when tackling any project. Get started today by contacting us about your project needs – We have teams available to help you achieve your business goals. Get in contact today!

«Collaboration is at the heart of everything we do here”, or how Scio creates a culture where everyone matters.

«Collaboration is at the heart of everything we do here”, or how Scio creates a culture where everyone matters.

Nearshore, Outsourced Engineering Team, Scio

Curated by: Sergio A. Martínez

The world has changed dramatically in the past few years and it’s no surprise that our idea of what employees want and need have gone through a revolution of sorts. In comparison to 10 years ago, today’s professionals seem to value collaboration over competition, so organizations need to foster an environment that encourages idea-sharing rather than individual recognition, and employees have made tremendous strides in terms of skill development and career advancement.

The-evolution-of-employee-icono

Furthermore, today’s workforce is composed of a much more diverse demographic than a couple of decades ago, enabling companies to benefit from a variety of new perspectives and experiences. Communication skills have also grown exponentially, with employees adopting more open lines of communication with one another, making it easier to collaborate on projects. We’ve also seen a shift toward flexible working arrangements as employees become aware of the many benefits such arrangements offer for both productivity and personal satisfaction. In other words, the evolution of today’s workplace has been pretty dramatic over the last two decades.

As a result, the workplace is changing quickly, and it’s been evident over the last two decades, with a shift towards self-motivation, where employees increasingly take personal responsibility for their personal development and career growth, resulting in employees more open to the idea of moving around between different companies to find the best roles for them. 

And that’s without mentioning how many jobs that existed 10 years ago look very different today due to the development of new technology including automated systems or tools that can facilitate work processes. Additionally, there is an ever-increasing focus on employee well-being, so companies are more deliberate in creating an environment with ample opportunity to disconnect from work when needed. Corporate culture has shifted as well; these days it is much more focused on creativity and innovation rather than working 9-5 to get things done. All of these changes demonstrate that employees have certainly evolved over the past two decades – a trend that will most likely continue into the future.

And this evolution of the employee and the corporate culture around it, play a big part in how Scio works today. We sat down with Helen Matamoros, our Head of Human Capital, to discuss how a developer today has evolved dramatically in the last decade, how this shapes corporate culture (and vice versa), and where this evolution might lead us in the future. Let’s dig right into it!

An evolution of perspective

The evolution of employee 3

One of the most interesting aspects of this evolution can be found in the contrasts between a Senior and a Junior Developer. Outside the office, Senior Developers generally looked for a better work-life balance, often prioritizing it both in terms of career and home life over the years. A Junior Developer, on the other hand, commonly used to take on extra hours, struggles with making time for socializing, and worries about precarious employment due to lack of experience. But today, the reality looks very different.

“Back when I started at Scio, in 2007 or so, we usually looked for more Senior staff due to the nature of the projects we did for our clients. We used .NET almost exclusively, so this kind of wide experience was needed, so many of our collaborators back then were 30+ people who already were starting families and generally expecting more stability and better remuneration from their jobs, which guided a lot of what we did back then, culturally speaking”, explains Helen about how expectations have shifted in the last decade and a half. “But as the variety of tools and frameworks have increased, we can have more variety in the amount of experience a Scioneer can have, and what we can offer to them.”

So when it came to finding the perfect fit for a career, Senior developers preferred stability and long-term growth over more immediate gratification, which could mean taking on a job that offers consistent work rather than something short-term with potentially higher pay but little security or potential for advancement, so it’s understandable why finding such an opportunity would be very important.

However, as this shift in technology happened, so did Scio’s approach to what kind of culture we fostered also changed. Developers with less experience but great technical skills became more of the norm for many projects, with Scio offering lots of training, courses, and workshops to help these developers to grow and thrive. After all, supporting the growth and development of junior and mid-level developers is a win-win situation for software companies. 

Not only does it provide a wealth of knowledge gained from experienced staff to employees at various career stages but offering developer training can help foster individual development plans, creating an attractive working environment, which is what the best software companies strive for, and in turn, makes them attractive for any prospective developer.

“Another interesting shift I noticed in the last 15 years or so at Scio, is how developers have also changed in attitude, leaving behind the “nerdy” stereotype we still see everywhere, giving more importance to the soft skill side of things”, says Helen, which is something we have commented before at our blog. “Obviously, we have a wide variety of personalities and personal stories at Scio, but we have noticed a certain openness to socialize and mingle together that wasn’t here a decade ago. And that’s something we try to encourage among our developers because collaboration is at the heart of everything we do here. We like to work with people who understand the value of teamwork, and that’s always the first filter we apply when looking for new developers.”

Building our culture across borders

The evolution of the employee 2

Unlike traditional corporate cultures, this new approach is putting each employee’s creativity and expertise on display to achieve the best possible results for the organization. A collaborative environment encourages communication, team building, and the integration of diverse perspectives, which leads to more innovative ideas, better problem-solving capabilities, and more efficient processes. 

Even with limited resources and tight timelines, a collaborative corporate culture can help shape an ambitious yet achievable vision as well as efficiently realize that vision. Furthermore, when every team member knows that their knowledge could be valuable to others in the organization, they tend to take more ownership of their work and be more engaged in their role within the company. Having a collaborative corporate culture is an essential element for achieving success in any software development organization.

“Of course, as a Nearshore development company, Scio has a hybrid remote/in-person approach where collaboration is fundamental to reaching our goals. We have employees who can often come to our offices in Morelia, but plenty more elsewhere in Mexico and the rest of Latin America who can’t do face-to-face interaction”, explains Helen about the challenges of a good corporate culture in the age of remote work. “After all we, as people, like to feel part of a whole, knowing that our work matters and how it fits into the bigger picture. So we make the effort to create the kinds of connections that make you feel part of Scio, even if you are working at home. As I mentioned, developers today seem to be more open to the idea of socializing and treating this as more than a job, even with healthy boundaries between their personal and professional lives, so we, as an organization, have a responsibility to encourage this. It always leads to better results for everyone.” 

That’s why, when it comes to software development, having a closer bond between employees at a mid-sized company like Scio can make a world of difference. Employees with close ties also have an increased sense of responsibility, since they know that their actions will affect the entire team and not just themselves. This level of trust is essential for any successful software project, as developers need to understand each other’s processes and expectations to collaborate efficiently. Additionally, organizations benefit from closer relationships between staff because certain types of feedback can be handled more sensitively within a team setting than on a larger scale. 

Altogether, it’s clear that having a collaborative corporate culture is an essential element for achieving success in any software development organization. By fostering collaboration among its employees and giving them the freedom to explore creative solutions together, a software development company like Scio can use a collaborative corporate culture as a key tool for success, in both our projects and among our developers in their personal growth.

Scio is a Nearshore software development company based in Mexico where we believe that everyone deserves everyone should have the opportunity to work in an environment where they feel like a part of something. A place to excel and unlock their full potential which is the best approach to create a better world. We have been collaborating with US-based clients since 2003, solving challenging programming puzzles, and in the process showcasing the skills of Latin American Engineers. Want to be part of Scio? Get in contact today!. Get in contact today!

Hiring a software development team?: Red flags to watch out for when working Nearshore

Hiring a software development team?: Red flags to watch out for when working Nearshore

Nearshore, Outsourced Engineering Team

Curated by: Sergio A. Martínez

Opting to collaborate with a Nearshore development team is always a great idea, allowing your organization to reach a talented pool of developers within the same time zone, and whose expertise is ready to help you reach your best possible outcome without sacrificing communication or compromising quality in any way. Latin America, for example, boasts some of the more skilled and knowledgeable developers in the world, so for any US-based company that wants to augment their dev teams, a Nearshore is the best solution.

Hiring-a-software-development-team-Red-flags-icono

However, how to make sure you are choosing the best company to work with? Are there any red flags that your organization should watch out for before making a decision that will make or break your project? As it happens, when you’re looking to hire a software development company, there are a few warning signs that you should be aware of, in order to guarantee that you are choosing the correct Nearshore company or team to collaborate with. So, when approaching a potential partner, ask yourself…

1. What does their online presence look like?

It’s no secret that first impressions are important; when you meet someone for the first time, you form an impression of them based on their appearance, their demeanor, and the way they carry themselves. The same is true for businesses. 

 When you’re considering working with any development company, one of the first things you’ll do is research them online. Their website, their social media presence, and the way they communicate with potential clients all play a role in shaping your opinion of them. And in today’s competitive market, it’s more important than ever for software development companies to make a good impression online. A well-designed website and active social media accounts show that a company is modern, relevant, and engaged with its potential clients, as well as showing that the company is serious about its business and that it has the resources to invest in its online presence. By contrast, a company with a poorly designed website or no social media presence sends the message that, at best, it’s out of touch with the realities of modern businesses. First impressions still matter, so always be wary of any company that doesn’t seem to care about their online look.

2. Other people’s opinions are always useful

If you’re thinking about hiring an external development team, it’s always a good idea to get some input from other people. After all, you want to make sure that you’re making the best possible decision, and there are a few different ways to go about this. You can ask people you know who have used Nearshore software development companies in the past for their recommendations or read online reviews and testimonials to get a sense of what other people’s experiences have been like. You can even reach out to the companies themselves and ask for references. By taking the time to do your research, you’ll be much more likely to end up working with a company that’s a good fit for your needs.

3. Look closely at their business processes

Going Nearshore is a big decision. You want to find a company that will be able to meet your needs and deliver on its promises, so pay attention to these warning signs and you’ll be more likely to hire a great software development company. With a clear understanding of what you’re getting offered, you can feel confident that you’re making the best choice for your business:

  • Fixed-bid pricing. With an external software development company, there are a few different pricing models to consider. One of the most popular options is fixed bid pricing. This model means that the company quotes a single price for the entire project, regardless of how long it actually takes to complete, which may seem like a good deal at first glance but has some potential drawbacks to be aware of. First of all, fixed bid pricing can incentivize companies to lowball their initial quote in order to win your business, and as a result, you may end up paying more in the long run as the company tries to make up for their mistake. Additionally, fixed bid pricing can lead to scope creep when a company tries to add extra features or requirements that were not originally included in the project, leading to higher costs and delays. In general, it’s best to avoid fixed bid pricing when choosing a software development partner, instead negotiating an hourly, monthly, or even yearly rate so that you can be sure you’re getting what you pay for.

  • Suspicious estimates. Accurate estimates are important. A good estimate will give you a realistic idea of what to expect in terms of cost, timeline, and scope. It will also help you identify any potential risks during development, so this information is essential in making an informed decision. Therefore, when you’re talking to a potential software development company, be sure to ask lots of questions about their process and their experience; if they can’t give you straight answers, that’s another red flag, and too good to be true estimates are cause for concern, as they often lead to cost overruns and schedule delays. When reviewing estimates, always ask for clarification if anything seems unrealistic.

  • Unclear (or absent) feedback loops. Software development is a complex and error-prone process. Even with the best planning and management, things can go wrong, which is why a feedback loop is an important part of any development process, and critical when working with an external team. Without a clear feedback loop in place, it can be difficult to manage expectations, track progress, and identify potential problems. In addition, a feedback loop helps to create a sense of accountability and ensures that issues are addressed promptly. As a result, taking the time to establish a clear feedback loop process with your external partner is always worth the investment, and if the company doesn’t have a clear and established process to receive and implement it into the project, a negative outcome is all but guaranteed at the end.

Nearshore the right way

Nearshore the right way

“In Nearshore development, working with the right company is essential to guarantee the best outcome. The collaboration and communication between the client and the development team are critical, as well as the skills and expertise to meet your specific needs”, explains Luis Aburto, CEO and Co-Founder of Scio. “In addition, the right Nearshore development company will have a deep understanding of the local market, which is essential for success. With the right partner, you can be confident that your development project will always reach your goals.”

So, when it comes to Nearshore software development, working with the right partner ensures a successful outcome if you look for the right “green flags” that a good Nearshore development company offers, guaranteeing the best result:

  • First, collaboration is key. A good partner should work closely with you to understand your specific needs and goals, and then develop a customized plan to ensure that those needs are met. Collaboration ensures that everyone is on the same page and that the final product meets your expectations.
  • Second, communication is key. The right company will keep you up to date on the project’s progress and address any concerns you may have along the way, understanding that effective communication is essential to maintaining a good working relationship.
  • Finally, skill is key. A Nearshore company looking to improve your project will have a team of skilled professionals who are experts in their field. They’ll be able to handle every aspect of the project, from start to finish, ensuring a high-quality final product.

In short, while there is no definitive answer to choosing the right software development partner, due diligence and being wary of companies that make unrealistic promises, seem unprofessional or secretive, or do not have a good reputation in the industry is still the best strategy. By keeping an eye out for these warning signs, you can find the right partner to help you achieve your business goals, choosing a company that has the experience, communicates effectively, and has the best-skilled professionals. Doing so will always guarantee the best outcome for your project.

The Key Takeaways

  • Nearshore augmentation is the best solution if you want to ensure your project has all the talent, skill, and collaboration necessary to make it a success.
  • There are many options out there, so knowing how to look for red flags when choosing a partner is critical to ensure success.
  • Among those red flags, getting unrealistic promises, unclear business practices and a lacking online presence are always indicators of a dubious partner in development.
  • On the other hand, a transparent company with clear communication and collaboration processes like the ones Scio offers can guarantee a smooth development experience, and thus, the positive outcome your organization is seeking.

Scio is an established Nearshore software development company based in Mexico that specializes in providing high-quality, cost-effective technologies for pioneering tech companies. We have been building and mentoring teams of engineers since 2003 and our experience gives us access not only to the knowledge but also the expertise needed when tackling any project. Get started today by contacting us about your project needs – We have teams available to help you achieve your business goals. Get in contact today!