Procrastination is a common human behavior, so prevalent that it was even mentioned by ancient Greek poets and Roman consuls. However, psychologists began studying it systematically only in the 1990s, recognizing its harmful effects on health, such as increased stress levels and reduced well-being. Thanks to this research, we now have evidence-based strategies for managing procrastination and understanding its causes.
To procrastinate is to delay a task that we fully intend to complete, even when we know that the delay will harm us. Psychologists say it is a failure of self-regulation, and it has nothing to do with time management. It is, however, related to time inconsistency, our tendency to prioritize immediate rewards over future rewards. This evolutionary adaptation, which helped our ancestors focus on immediate survival needs, often clashes with modern goals, like saving for retirement.
Another main cause of procrastination is the desire to avoid negative emotions. “We procrastinate when a task stirs up feelings like anxiety, confusion or boredom,” says Adam Grant, a renowned organizational psychologist. We may also procrastinate when we feel unprepared, or fear being judged negatively.
Why procrastination happens in teams
Interestingly, procrastination is less likely to occur in teams, largely because teamwork naturally incorporates elements of team management that counteract it. Teams often operate with clear goals, accountability structures, and transparent workflows. Many teams also follow established work models, such as Google’s Objectives and Key Results (OKRs), Agile frameworks, or the GRPI model, which inherently discourage procrastination.
However, procrastination can still arise in teams. When it does, it often signals deeper issues, such as:
The absence of a clear framework or process.
Failure to follow the chosen framework correctly.
Lack of adaptation of the framework to the team’s specific needs.
Mismatch between the framework and the team’s work.
For example, I once worked with a team that struggled with a «free rider» problem despite using the Scrum framework. Observing their ceremonies, I noticed that team members gave status updates without relating their progress to the sprint goal or discussing whether they were ahead, behind, or on track. They also rarely questioned each other to find out why they were behind, if that was the case. After helping the team adopt more open and courageous communication practices, it became clear that one member was struggling with procrastination. Together, the team developed supportive strategies to address the problem
Team managementstrategies to stop procrastination
The most challenging part of addressing procrastination in a team is identifying it. As in the example above, teams may sense that something is off but struggle to pinpoint the issue without an external perspective. This is especially common in junior teams that haven’t yet built enough trust to ask direct, critical questions.
Once procrastination is identified, educating the team about its emotional roots can be transformative. Understanding that procrastination is tied to emotions rather than poor time management allows team members to approach the issue with empathy. A Scrum Master or coach can guide the team in naming and discussing the emotions causing delays. Even the simple act of naming these emotions can reduce their intensity.
Here are some strategies to combat procrastination in teams:
Pair Programming: Pair a non-procrastinator with a procrastinator to work together. This reduces anxiety for the procrastinator and helps them cross the action line.
Regular Check-Ins: Establish predefined check-ins during the day to share progress. Frequent accountability helps keep procrastinators on track.
Emotional Support: Create an environment where team members can openly discuss their emotions and challenges without fear of judgment.
As team leaders know, identifying obstacles that the team may face and design strategies to overcome them is an important step to take when managing a team. Here are some tips to prevent procrastination from happening in the first place:
Emotional Check-Ins: Begin daily scrum meetings with a quick emotional check-in to gauge the team’s mood.
Structured Updates: Use a meeting template that includes progress updates linked to the objective, whether the work is on time or delayed, and how team members feel about it.
Procrastination in Retrospectives: Use team retrospectives to specifically identify procrastination and co-design solutions.
Practice Self-Compassion: Create a culture of self-compassion rather than blame. This helps reduce anxiety which, in time, helps alleviate procrastination.
Teamwork challenges, including procrastination, offer opportunities for growth. Teams that have built trust and psychological safety can benefit the most from receiving well-intentioned help from each other. For this to happen, team members must be humble, both in seeking help and in accepting it. When teams genuinely work together, they grow not only as professionals but also as individuals.
Did you know that high-performing software engineering teams are 5 times more likely to report a resilient work culture?
In today’s fast-paced tech landscape, where deadlines loom and change happens in the blink of an eye, building a team that can weather any storm is no longer a luxury – it’s essential.
At Scio, we understand the power of fostering resilience within our teams. That’s why we interview Yamila Solari, her dedication to fostering growth, both in the financial and human capital realms, shines through in everything she does. As General Manager and Coaching Leader at Scio, she leverages her 19+ years of tech industry experience to empower software development teams, guiding them on their journeys of professional and personal development. Yamila’s passion is evident in her role as a coach and facilitator, where she instills resilience within engineering teams, equipping them to thrive in the ever-evolving tech landscape.
The Cost Factor of In-House Teams vs. Nearshoring
Yamila defines resilience as «the ability of a team to bounce back from challenges, adapt to change, and consistently deliver high-quality results, even under pressure.» In the world of software development, this translates to teams that:
Meet tight deadlines without sacrificing quality.
Embrace unexpected changes with agility and flexibility.
Rally together to overcome roadblocks and obstacles.
Maintain high morale and motivation throughout the project lifecycle.
So, how does Scio cultivate this kind of unbreakable spirit? The answer lies in their unique approach, built upon the core principles of Scrum values.
Enhancing Team Efficacy Through Scrum Values
At Scio, the Scrum values are not just buzzwords; they are the lifeblood of their team culture. Here’s how Yamila translates these values into actionable strategies:
Commitment: Fostering a genuine sense of ownership and shared responsibility, where every team member feels invested in the project’s success.
Focus: Implementing clear deadlines, defined sprints, and regular progress checks to keep everyone focused on the goal.
Openness: Encouraging transparent communication, open dialogue, and collaborative problem-solving, ensuring everyone is on the same page.
Respect: Celebrating diverse perspectives, valuing individual strengths, and creating an environment where everyone feels heard and appreciated.
Courage: Embracing calculated risks, encouraging innovation, and empowering team members to step outside their comfort zones.
The Experience Cube
Drawing upon her extensive experience building diverse teams, Yamila uses an interesting tool: the experience cube. Created by Gervase Bushe, it is a communication tool that is becoming indispensable in agile organizations. Yamila teaches members of teams to use this technique to make sure they are expressing their whole selves (feelings, thoughts, needs, and wants) whenever they discuss high-stakes issues inside the team. In her words, «I’ve encountered situations where personality differences and varying working styles seemed insurmountable obstacles. However, using the Experience Cube has allowed team members to express themselves fully and feel contained by the team, which in time, has helped the team to solve their conflicts.
Maintaining Energy and Stamina
Building resilience is not about tackling challenges; it is also about having the «energy and stamina» to persevere. Scio understands this, and Yamila highlights the importance of strategies like:
Transparent communication for a free flow of information that saves energy
Investing enough time in building trust and alignment in the team.
Flexible work arrangements to promote work-life balance.
Recognition and appreciation for individual and team accomplishments.
In the interview, she shares a powerful anecdote about a situation where reaching an agreement seemed impossible. Through coaching and unwavering focus on the shared goal, the team not only overcame their differences but delivered a project that exceeded expectations. This story serves as a testament to the power of resilience.
Building Your Own Resilient Software Engineering Team: Actionable Tips for C-Suite Leaders
As C-Suite leaders, fostering resilience within your software engineering teams can be a game-changer. Here are some key takeaways:
Embrace the Scrum values: Create a culture of commitment, focus, openness, respect, and courage.
Invest in team building: Foster strong relationships and a sense of shared purpose.
Promote open communication: Encourage transparency and collaboration at all levels.
Recognize and reward individual and team achievements.
Invest in leadership development: Empower your managers to coach and build resilient teams.
Creating an unbreakable software engineering team is not a one-time project; it is an ongoing journey. By incorporating these strategies and drawing inspiration from Scio’s success story, you can build a team that thrives under pressure, consistently delivers exceptional results, and gives a true competitive advantage to your organization.
Do you have an example of a time when your team demonstrated incredible resilience? Share your story in the comments! We love hearing how organizations are putting these principles into practice, and your experience could inspire others.
In the fast-paced and competitive landscape of the software development industry, assembling a high-performing team is critical for success. As business decision-makers, you understand that the talent you bring on board can make or break the trajectory of a product. So, the daily question that software leaders face is whether to build an in-house team or explore the advantages of outside help. This strategic choice requires careful consideration, weighing the benefits of proximity against the advantages of a globalized workforce.
Yet, recent industry trends underscore the growing popularity of nearshore software engineering services. According to recent reports, 80% of U.S.-based companies are considering nearshore teams instead of in-house counterparts. The ability to tap into a diverse talent pool, fostered by geographical proximity and cultural alignment, has become a key driver for organizations seeking to optimize their software development processes.
As Mexico emerges as a prominent nearshore destination, it’s essential to delve into the specific advantages it offers. With a burgeoning tech ecosystem and a rapidly expanding pool of skilled professionals, Mexico has positioned itself as a prime location for nearshore expansion. A recent study by Deloitte revealed that 65% of organizations that opted for nearshoring in Mexico experienced a notable improvement in development speed, leading to faster time-to-market for their products.
In this article, we will explore the considerations that decision-makers need to weigh when deciding between in-house and nearshore expansion, with a focus on the unique benefits that Scio brings to the table. By the end, you’ll be equipped with the insights needed to make an informed decision that aligns with your company’s goals and ensures the construction of your dream software development team.
The Cost Factor of In-House Teams vs. Nearshoring
Cost considerations play a pivotal role in the decision-making process when it comes to expanding your software development team. As decision-makers, understanding the financial implications of building an in-house team versus engaging in a nearshore partnership is crucial for optimizing budgetary resources.
In-House Talent
Building an in-house development team often comes with significant upfront and ongoing costs. The expenses associated with recruitment, onboarding, office space, and equipment can quickly accumulate. According to a report by the Society for Human Resource Management (SHRM), the average cost per hire in the United States alone is approximately $4,000, not accounting for additional expenses related to training and integration.
Moreover, the need for competitive salaries and benefits to attract and retain top-tier talent can strain budgets. According to the Bureau of Labor Statistics, employee compensation represents a substantial portion of operational expenses, with salary and benefits accounting for approximately 70% of total labor costs.
Nearshore Partnerships
In contrast, nearshore software engineering services offer a cost-effective alternative. Leveraging talent from countries like Mexico allows organizations to tap into skilled professionals at a fraction of the cost compared to many developed nations. Additionally, nearshore partnerships often come with streamlined onboarding processes, reducing the time and resources required for team integration. The collaborative time zone overlap between Mexico and North America facilitates efficient communication, contributing to increased productivity and minimizing project delays.
Infrastructure and Overhead Costs
Beyond personnel expenses, nearshore partnerships alleviate the need for substantial infrastructure investments. Companies can avoid the capital outlay associated with setting up and maintaining an in-house IT infrastructure, including servers, software licenses, and security measures. This is particularly relevant given the rapid advancements in technology, where outsourcing allows organizations to leverage cutting-edge tools without the burden of continuous investments.
In other words, while in-house talent may offer proximity and control, the financial benefits of nearshore partnerships, particularly in countries like Mexico, cannot be ignored. The cost-effectiveness of engaging skilled professionals at a lower overall expense, coupled with the strategic advantages of nearshore collaboration, makes it a compelling option for organizations seeking to optimize their software development capabilities.
Advantages of Building a Nearshore Dream Team
Labor Cost Advantages: Nearshore teams offer significant financial benefits, particularly in terms of labor costs, when compared to developed countries. In nearshore destinations like Mexico, skilled professionals are available at a fraction of the labor costs incurred in more expensive regions. This cost disparity enables companies to access top-tier talent without the financial burden associated with high labor expenses. This substantial cost advantage significantly contributes to the overall affordability of nearshore partnerships.
Infrastructure Expenses: Establishing and maintaining an in-house development team involves substantial infrastructure expenses. Companies need to invest in office space, IT infrastructure, software licenses, and other facilities, adding to the overall operational costs. In contrast, nearshore teams operate in environments with lower overhead expenses. For example, Mexico has developed a robust tech ecosystem with state-of-the-art facilities and connectivity. Leveraging this pre-existing infrastructure allows organizations to focus their financial resources on core development activities rather than infrastructure setup and maintenance.
Training Costs: Training and skill development are ongoing requirements in the dynamic field of software development. In-house teams may require substantial investments in training programs to keep their skills up-to-date with evolving technologies. Additionally, the time and resources spent on training can temporarily impact productivity. Nearshore teams often come with a well-trained and adaptable talent pool. The result is a workforce that is already equipped with relevant skills, reducing the need for extensive training programs and minimizing disruptions to project timelines.
Total Cost of Ownership (TCO): When considering salary disparities, infrastructure expenses, and training costs collectively, the concept of Total Cost of Ownership (TCO) becomes paramount. TCO provides a holistic view of the overall costs associated with maintaining a software development team. Nearshore teams, by offering lower salaries, leveraging existing infrastructure, and providing a skilled workforce, contribute to a significantly lower TCO compared to in-house teams.
Nearshore teams present a compelling business case by delivering high-quality work at a fraction of the price. The combination of lower salary disparities, reduced infrastructure expenses, and minimized training costs positions nearshore partnerships as a cost-effective solution for organizations looking to achieve their software development objectives without compromising on quality.
Choosing the Scio Advantage
When faced with the critical decision of building a software development dream team, the choice between in-house and nearshore expansion demands careful consideration. As the software development landscape evolves, the advantages of nearshore partnerships emerge as a clear winner for organizations seeking to optimize their capabilities. However, choosing the ideal partner to bring a product to fruition is not to be taken lightly.
Scio Consulting stands out as the best option for building a nearshore dream team for your software development needs. With 21 years of experience in the tech ecosystem of Mexico, we offer access to a wide pool of skilled professionals ready to seamlessly blend with your internal processes. A streamlined onboarding process, a collaborative time zone overlap with North America, the flexibility to adapt to any tech environment, and our partnering approach to product development make Scio Consulting your strategic partner.
In essence, we offer a holistic solution that combines financial advantages with high-quality work, allowing organizations to allocate resources strategically and focus on critical business priorities such as innovation and research and development. When it comes to constructing your dream software team, Scio’s nearshore software engineering services expertise provides a winning formula for success in the fast-paced landscape of the modern software development industry.
It’s no secret that the software industry is already very competitive in getting the best talent out there, which means employers have to work hard to attract the best and brightest. There’s no shortage of strategies to catch the attention of those developers and engineers looking for a new opportunity (from recruiting HR firms that specialize in the tech industry, to software events and meetups), but in 2023, the challenge of bringing the people you need for your company will probably be bigger than ever.
But why is that? Well, for starters, the current tech job market is kind of a mess. The industry is plagued by some unprecedented instability thanks to several factors, ranging from the disruptions caused by the still ongoing pandemic to the geopolitical situation of many important regions of the world to bets in big technological projects, like cryptocurrencies and the Metaverse, not panning out as planned. The result is that the tech industry, as a whole, is currently going through a downturn that is causing layoffs, hiring freezes, and diminished budgets that create a climate of uncertainty among tech developers, and these challenges don’t seem to be going away soon.
So, thanks to uncharacteristically tough times in the tech industry, and the current state of its job market, finding qualified talent can become harder than ever before. These conditions have marked the rise of a unique trend in talent recruitment that will pose a challenge for any tech organization down the line: the passive candidate, or the people not looking for a new job but who would be willing to move elsewhere if it looks like the right opportunity.
The importance of this segment for the tech industry cannot be overstated. While many recruiters focus their efforts on active candidates, meaning those who are actively searching for new employment through the usual channels, passive candidates can often be a hidden talent pool encompassing over 79% of working professionals. And reaching them is no easy task, especially for medium-sized organizations that might have a harder time competing recruiting-wise. Sure, online tools such as LinkedIn and Google to search for qualified individuals who may not be actively seeking new opportunities can be a good start. Personal connections and networking can also be used to reach out to potential passive candidates, but it’s important to understand that the current job landscape means that it’s very unlikely for a candidate to consider leaving a position.
Today, the search for stability trumps any other consideration for a software developer. 2023 is not going to be about career growth, the opportunity to work in new and exciting tech, or whatever benefits and perks a company can offer, but rather keeping a job at all. From the passive candidate’s perspective, is easy to sum it up as “the devil you know is better than the devil you don’t”, and situations like Meta rescinding job offers, Twitter laying off 75% of its workforce after Musk’s buyout, the continued collapse of many cryptocurrency ventures, Oracle cutting jobs in their cloud division, and more, make it easy to see why changing jobs is not an attractive option right now. But what alternatives are there to successfully reach a pool of talent that could make a difference for any project?
The run for passive candidates
To reach these potential candidates, you need to think outside the box and use creative recruiting methods. The key is getting your message in front of as many qualified individuals as possible, including attending industry events, searching online for candidate profiles, or even reaching out to personal contacts. The challenge, however, is that you are not the only one running this race, so ensuring that your company is at the top of mind for the best and brightest in the software industry sometimes needs creativity to reach the people you want:
“Census data shows, for example, that the majority of people who took a new job last year weren’t searching for one: Somebody came and got them”, said the analysis by the Harvard Business Review.“Companies seek to fill their recruiting funnel with as many candidates as possible, especially ‘passive candidates’ who aren’t looking to move. Often employers advertise jobs that don’t exist, hoping to find people who might be useful later on or in a different context.”
After all, there’s a reason why the saying “the best software developers are already employed” is so popular. Those whose talents are critical to an organization are likely to already be comfortable in their positions, especially when the industry is not as stable as it used to be. Usually, these people tend to be open to opportunities, but that might not seem like the case anymore, especially if you are a start-up or a medium-sized company. So how can you find these hidden gems? The answer is simple: you need to go where they are.
And we don’t mean spending time on popular coding forums and websites, participating in online chatrooms, or attending industry events. It takes effort to find passive candidates, but this is true only if you look at your local prospects, which are often the hardest to convince, and the unstable tech market of 2023 will mean that the resources you can commit to this task might be too much. However, building a dream team of top-notch software developers is not out of reach for those medium-sized organizations that might not be interested in passive candidate competence, with a solution virtually next door.
Top talent in Nearshore
If passive candidates are proving elusive and hard to reach, what could be an alternative to it? Well, if you’re looking for top-notch development talent with a very specific set of skills and experiences, you might want to consider partnering with a Nearshore organization like Scio, that not only aims for the best software development in Mexico, but can help you close the gaps between the people you need, and the limited pool of talent you want. Here are a few reasons why:
You’ll have access to a larger pool of potential candidates. When you partner with a Nearshore software company, you’re not just limited to the talent in your immediate vicinity; you can tap into a much larger pool of qualified candidates, making it more likely that you’ll find the perfect fit for your needs.
You’ll save time and money on recruiting. If you try to recruit development talent on your own, you’ll likely have to invest a lot of time and money into the process and doubly so for passive candidates. When you partner with a Nearshore software company, they can handle the recruiting for you, making the process much more efficient and cost-effective.
You can take advantage of flexible staffing options. Nearshore software companies typically offer more flexible staffing options than their offshore counterparts, meaning that you can scale up or down as needed, without being locked into a long-term contract.
Overall, partnering with a Nearshore software company is an ideal way to find top-notch development talent. With access to a larger pool of candidates, lower recruiting costs, and flexible staffing options, it’s easy to see why more and more businesses are making the switch, so it may not make sense to spend valuable time and resources pursuing passive candidates who probably wouldn’t want to leave a job they’re content with. The top-notch talent that the rest of the industry is fighting to get is just there, your company might only need the right partner to enhance your team in just the right way.
The Key Takeaways
2023 is going to be a tough year for the tech industry, and recruitment will become more and more competitive.
One of the biggest trends for 2023 is the rise of the “passive candidate”, who is not actively seeking a new job, but seems to be open to opportunities.
However, the unique situation of 2023 means that these candidates will be harder to reach and convince, as stability is a #1 concern, and changing jobs goes against that.
So, for a medium-sized company or a start-up, finding the right talent locally might be a big challenge to overcome.
This is why Nearshore talent recruitment can be such a good solution, offering a pool of talent that can go toe to toe with your local candidates, but with the cost-effectiveness and flexibility you want.
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!
They may have been happy to put the office behind them when the pandemic first struck, but software developers with social anxiety are now bracing for the return to the office. And so far, the results have been mixed; not even corporations like Apple have managed to get it right, in most cases deciding to implement policies that date back to pre-pandemic times, which are difficult to sell in the modern Tech industry we currently find ourselves in.
The main issue is that, for many, the thought of having to collaborate in person with colleagues is daunting; while the pandemic forced a lot of them to confront their fears and learn how to manage them, they’re still not sure if they’re ready to return to an office environment thanks to a widespread issue that’s becoming more and more of a challenge for the modern developer: social anxiety, a barrier to success in any field, but it’s particularly challenging in software development, where collaboration is essential.
However, by understanding the challenges workers with this condition face, employers can create more supportive environments that help everyone thrive, because right now, for many software developers, the thought of returning to the office after months of working from home is less than thrilling, and the fear of being around other people, having to collaborate on projects face-to-face, and the unique pressure of meeting deadlines at the office can all contribute to a sense of anxiety.
So, while it’s true that working in software development can be a solo endeavor at times, the best developers are aware that collaboration is key to creating a successful product, which is especially true when returning to the office (even just for a couple of days of the week) after working remotely, a challenge that most workplaces will need to consider moving forward.
As this BBC article puts it: “Anxiety has rocketed among young people during the pandemic, and although there’s little data on exactly how many people are dealing with it, it’s estimated that 12.1% of US adults experience social anxiety at some point in their lives”, so, with many questions still up in the air (if the pandemic will have a definitive end, if the job market will change, if the Great Resignation will have lasting effects on the industry), it’s important to think what this means in terms of the workplace.
The meaning of interaction
As Luis Aburto, CEO and Co-Founder of Scio has talked before about the importance of feeling part of a larger whole: “Although right now full remote work is the preferred model for many people in the tech industry, I believe that things are going to shift soon, as more of us start feeling the weight of the isolation that it builds up. After all, work can be more than just the means to make a living, it can also allow you to be part of something together, a community. The real challenge of transitioning to an effective hybrid model will be to promote and maintain this feeling of community and belonging.”
For software development teams that are Nearshore or just distributed, it can be difficult to create a welcoming environment for everyone, which is especially true for people with social anxiety, However, there are a few simple things that can help to make everyone feel more welcome and included, like providing opportunities for small-group or one-on-one interactions, even through remote means.
Alternatively, it’s helpful to create an open and inclusive atmosphere by discouraging social hierarchy and encouraging collaboration, being understanding, and accommodating of people who may need extra time to warm up or may prefer to communicate electronically; one of the challenges of software development is that it is often a very collaborative process, which can be difficult for people who may have trouble opening up and communicating with others. Asking them direct questions about their ideas or thoughts can help to draw them out, and it is also important to give them time to process what is being said. It is possible to work successfully with someone socially anxious, although it requires both parties to be willing to adjust their communication style.
“The idea of having to interact with colleagues on a daily basis, attend meetings, and take breaks in common areas can be overwhelming, but there are some silver linings to returning to the office for those with social anxiety. For one, it can provide an opportunity to reset social boundaries and gradually ease back into more intense interactions”, says Human Capital Manager at Scio, Helen Matamoros.
“Additionally, returning to the office can also give people with social anxiety a chance to practice their «social skills» in a safe and controlled environment. Of course, everyone’s experience with social anxiety is different, and not everyone will feel comfortable returning to the office right away. But for some, it may be a necessary step in getting back to a sense of normalcy.”
After all, working with others helps to ensure that everyone is on the same page, and it also allows for a different perspective to be brought to the table. However, simply standing side by side is often not enough. To have a meaningful interaction, it is important to create a culture where interactions are meaningful and welcoming, fostering connections that help people feel at ease and eager to participate, so here are a few things you can do to make sure the office is as inclusive as possible:
Make sure they can look up someone’s name. This may seem like a small thing, but for someone with social anxiety, it can make a big difference. Back in the day, you could have name tags to make it easier to start up a conversation, but in a hybrid office with distributed collaborators, having a directory or something similar to look up teammates, leads, the management or any other person they might need is invaluable.
Encourage collaboration. Many people with social anxiety feel more comfortable working in small groups or pairs, and by encouraging flexible collaboration, you can help create an environment where everyone feels included. This may mean having regular check-ins or setting up specific times for team members to share their thoughts and ideas or providing opportunities for people to work on projects alone or in small groups. For people with social anxiety, it can take some time to warm up, but once they do, they can be great collaborators.
Define objectives clearly. Make sure everyone has a clear understanding of the project and their role in it. This will help to reduce any feelings of anxiousness about not being able to contribute, especially for new collaborators not accustomed yet to the rhythm of the office, as well as ensuring they have clear guidance when working remotely.
“When you have a connection with someone, it becomes easier to work together towards a common goal”, in the words of Luis Aburto, is the principle at work in Scio.
The advantage of Nearshore
Focusing on Nearshore software development is also a way to create a more supportive environment. By collaborating with other developers from around the world, software developers can work on projects at their own pace and in their own space, without the pressure of having to be in an office. In addition, nearshore software development companies often have a better understanding of the needs of workers with social anxiety and can provide support and coaching to help them succeed. As a result, workers with social anxiety can find nearshore software development to be a more supportive and confidence-building environment.
Software development is an increasingly important field and one that is constantly evolving. The traditional 9-to-5 office model is increasingly becoming a thing of the past, with attitudes and challenges in the way of hybrid or remote workplace solutions, and those companies who are willing to offer different options to their employees, as well as accommodating conditions like social anxiety right now is becoming more and more common, could allow developers to collaborate with others more easily. As the workplace changes, it’s important for both software developers and organizations to adapt, and flexible work options and open-mindedness will allow them to do just that.
The Key Takeaways
Social anxiety is no joke, and our quickly changing landscape, in terms of economic stability, technological leaps, and pandemic flows and ebbs, will only make this condition more and more common.
There are ways for software development organizations to accommodate and anticipate this condition among workers; being flexible and open-minded are some of the most effective.
Options like distributed workplaces, or Nearshore development collaboration, are great for flexibility and communication, which can help deal with the increasing social anxiety that will be the norm for the time being.
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!
