Curated by: Sergio A. Martínez
When talking about software development, what is a cultural match? Simply put, it’s having core values that align with one another—a synergy between two entities that promote success and growth. A cultural match fosters a sense of mutual respect, trustworthiness, and teamwork amongst its members, and when an individual and an organization have a compatible culture, it creates an environment conducive to collaboration, innovation, and great success in developing software projects.
However, a cultural match goes beyond just technical skills and qualifications. It’s all about having an alignment of ideas and working styles that ensure smooth collaboration; it means having a great synergy between team members in terms of communication, how they approach tasks, their attitude towards change and adaptation, and desired work-life balance. All of these factors can contribute to faster turnaround times and better-quality products. Consequently, making sure teams culturally match is rapidly becoming a standard practice for many Agile organizations that value collaboration and team success over individual recognition.
For these reasons, it’s essential to ensure there is a clear affinity between the values of an organization and the individual developer when hiring new software engineers for a development team. After all, having a shared culture ensures everyone is familiar with how conversations will flow, decisions will be made, and how tasks will be broken up—this in turn leads to a greater rate of progress on projects and improved motivation across the whole team. Nevertheless, finding employees who demonstrate the same values and beliefs as the company can be more difficult than it looks. In no small part, a cultural match provides the foundation for a successful collaboration and ensures that everyone in the software development company is on the same page, sharing ideas and giving constructive feedback back and forth. The lack of a cultural fit can have a devastating effect on the dynamic of a team; without a sense of commonality, team members may not be able to understand each other’s perspectives or motivations, generating distrust and a heightened feeling of competition rather than cooperation.
What’s more, the insular nature that can arise from an absence of shared values can stifle creativity and innovation, leading to alienation among team members who might not now be inspired or motivated in their responsibilities. However, it’s encouraging to note that even a diverse set of members from different cultures can come together effectively when each understands their role and the team has a shared purpose and identity that reinforces the idea of belonging. When teams are working well together, any cultural discrepancies end up being an advantage instead of an impediment as it helps broaden people’s perspectives and enhances creativity.
In other words, a shared team culture plays an integral role in creating and fostering strong relationships among individuals—something that should never be underestimated when building a successful software development team that is capable of integrating seamlessly according to the needs and expectations of a client in need of Nearshore expertise and collaboration.
Proving a cultural match
Nowadays, it is pretty much accepted that achieving success in the tech industry demands not just technical expertise, but also the ability to work collaboratively and solve problems as part of a team. Culture is thus one of the most important criteria for any software development hire—more important even than experience and resume credentials. Your team needs to directly relate to each other and embrace the same vision for success; that’s how a great business gets built and grows. If you want a cultural fit among personnel that makes workflows more efficient and can lead to better results within shorter timelines, your company should first and foremost focus on finding the right match. However, in practice, how does this look?
“The kind of questions the candidate asks are very important, you should always take special note of them”, says Helen Matamoros. “It will always reveal where their priorities lie, as well as the stuff they get interested in: career plans, training options… Anything that has nothing to do with money is a good indicator if they are going to be good team players or not. If they start demanding out-of-the-ordinary requirements, like a specific computer setup (especially at home), or asking for assistants and similar things. They are not going to be good matches.”
After all, if a software company hires someone who isn’t a good cultural fit, they can risk a lot. They might end up putting in more resources without seeing the returns they would get from having an employee that gels with the team. It could also lead to conflicts among existing colleagues, which would be counter-productive for the productivity of the entire organization. In the worst cases, having someone on board who doesn’t fit can be damaging to morale, leading to high turnover rates which can cost businesses dearly in terms of replacing staff and having to retrain new employees. Ultimately, hiring decisions are best made with an emphasis on finding someone who will contribute positively to the established corporate culture rather than disrupt it. A good company should always strive to hire people who are a good match for its values and culture—it helps lead to a much more productive and satisfying workplace.
A culture of sharing
Working in a software development company means having the privilege to partner with innovative, creative individuals who share a common goal of developing state-of-the-art technologies. While it may seem that individual minds could create powerful results, an important element of software development is the collaboration and sharing of knowledge between members of the team. Everyone brings their unique background, experience, and expertise; after all, a successful product requires all these pieces to come together at once. Sharing valuable insights with peers can lead to breakthroughs that single brains could not achieve alone. Furthermore, by openly sharing our knowledge we gain exposure and appreciation from others as well as benefit from their ideas in return. This mutual exchange accelerates progress towards creating greater products and pushing boundaries of technology beyond what we’re familiar with today.
“Sharing knowledge is a big part of our internal culture, so we always bring that up to gauge the interest of the candidate in doing so”, continues Helen. “Mostly by telling them about our Sensei-Creati program, if they are of a certain experience level, and see if they would be excited to participate and help more Junior developers to learn and grow. If they show certain reluctance to do so, maybe that could create certain friction down the line. It’s simply better to leave things at that if neither of us is going to be comfortable with that part of the job.”
Sharing knowledge within a software development company is extremely important so that everyone has a chance to learn and stay on top of the latest technologies, after all. Complex tasks become simpler when everyone knows the same information, making collaboration much easier. To ensure no one is ever left behind, it is beneficial to have regular tutorials or workshops where people can voice their questions or concerns and learn from each other’s experiences. Not only does sharing knowledge create a closer team dynamic, but also encourages curiosity among staff and keeps them motivated as they build new skill sets.
This all highlights how maintaining a cohesive and collaborative software development team is essential to any organization’s success. When inviting new members to join, it is crucial to consider not only their technical skills but also whether or not they will fit into the existing culture of the company. By assessing both aspects of a potential hire, you can ensure that your company maintains a strong and productive development department, aiming to build a team of developers that complement each other’s skill sets and provide different perspectives. This will result in a more innovative and effective team overall. By following these tips, you should be able to find strong candidates that fit not only the job requirements but also the future of your organization.
The Key Takeaways
- One of the most important trends of the modern technology industry is building the right internal culture to ensure that collaboration and communication lead to success.
- That’s why it’s so crucial to ensure a cultural match between the organization and any potential developer looking to join in.
- The consequences of a bad cultural match can be devastating for any team, leading to bad communication, delays, and frictions that almost certainly will mean bad outcomes.
- This makes it very important to thoroughly understand both the values and expectations of the candidate, ask the right questions, and provide a very clear culture to ensure a successful collaboration down the line.
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!