Software Development’s Post

⏰ In the dynamic world of software development, the concept of a rigid 8-hour workday is being challenged. As technology evolves, so do the expectations and demands on developers. It's time to reconsider the traditional approach of counting working hours and explore a more nuanced perspective that prioritizes quality over quantity. 1. Acknowledging the Nature of Development Work Software development is a creative process that often involves complex problem-solving and innovation. Unlike some traditional roles, development work doesn't always neatly fit into an 8-hour timeframe. Developers may need the flexibility to navigate challenges and deliver optimal solutions. 2. Outcome-Centric Approach Rather than fixating on the number of hours worked, let's shift our focus to the outcomes. What matters most is the quality of the code produced, meeting project milestones, and achieving overall goals. This approach encourages a results-driven mindset, allowing developers to thrive in an environment that values their contributions. 3. Team Collaboration and Morale In a collaborative field like software development, team dynamics are crucial. Strict adherence to working hours can inadvertently impact morale and hinder teamwork. Fostering an environment that emphasizes collaboration and shared goals can lead to a more motivated and productive team. 4. Adapting to Remote Work Realities The rise of remote work has reshaped the traditional office model. Developers, especially those working across time zones, may not adhere to the typical 9-to-5 schedule. Embracing flexibility and trusting employees to manage their time effectively can lead to a healthier work-life balance. 5. Prioritizing Employee Well-being Burnout is a real concern in any profession, and developers are no exception. Enforcing strict working hours without considering the toll on an individual's well-being can lead to diminished creativity, productivity, and job satisfaction. It's crucial to strike a balance that supports both professional success and personal well-being. 6. Transparent Communication and Collaboration Clear communication of expectations is vital. When companies establish policies around working hours, it's important to communicate the reasoning behind them and involve employees in the discussion. Understanding their perspectives fosters a collaborative environment where everyone feels heard and valued. In conclusion, the landscape of work is evolving, and so should our approach to managing and measuring productivity. By embracing flexibility, valuing outcomes over input hours, and prioritizing the well-being of our developers, we can create an environment that fosters innovation, collaboration, and success. #SoftwareDevelopment #WorkingHours #QualityOverQuantity #RemoteWork #DeveloperLife

When Neon Islam and I started AFFINITY BLUE we went fully remote to save on rent. Even since getting an office, we’ve worked on a fully flexible policy. Here’s how we make it work: 🏁 We start with being very upfront at induction about flexibility. Usually I tell new joiners how I do the school drop-offs in the morning, cook dinner in the late afternoon, and then jump back into work in the night. I also share how many in our team also have young kids and have the freedom to balance those responsibilities, no guilt. That helps set expectations and an example of how they can be flexible too. 😤 I CHOOSE not to care about when people start or end work – so long as they get the work done well. Sometimes you’ll see a person hasn’t clocked on or has left early and it honestly feels a bit confronting because it doesn’t fit your personal style. But I’ve learnt to check my bias and look at the outcomes of their work before I jump to conclusions. 🔍We make roles and responsibilities VERY clear to the point of overcommunicating. Job descriptions (done for us by Key Business Advisors) are extremely detailed. We track all billable tasks on Autotask and just started using ClickUp to log everything else. The challenge now is making sure this info serves us, not that we serve it (e.g. spending hours on tracking instead of the main work). ⏱️🙅♂️We don’t do timesheets and we don’t monitor how long people work – there’s simply too much other stuff to do. And if you’re a good employer you’ll KNOW whether people are doing their jobs or not. At this size of business, timesheets feel like saying “I don’t trust you”. I used to HATE flexible working (story for another time) but I’m a convert – it’s the best operating system for our business for sure. Any other tips on making flexible work, work better?

Strategies to Enhance Software Developer Teleworker Productivity and Reduce Burnout As the software development landscape continues to embrace remote work, the well-being and teleworker productivity of software developers have become paramount. While working remotely offers flexibility, it also brings challenges such as burnout. The team at Stemta has compiled the most effective strategies to boost software developer teleworker productivity and address burnout concerns. https://lnkd.in/ePa-ji6k

You can't #onboard new starters remotely. I hear this a lot. So I cast my mind back to every job I've started - my dreaded first day in the office. I can honestly say that most of these were pretty awful - sat alone for the first day, often the first few days. Reading policies and processes, being told to 'explore the intranet', waiting for a Very Important Manager to become free to introduce me to the team but then being shunted to the back of the queue for meetings with them that day, so going home having not spoken with them. The point is that a crap onboarding experience is crap whether it's #remote or in the #office. I can sit and read policies at home. I can be ignored by the Very Important Manager at home. Onboarding can be great in the office or remote. We just have to consider it from the point of view of the new starter, and prioritise them.

There are so many benefits of Work from Home • Better Work-Life Balance • Less Commute Stree • Location independence • Imporoved Inclusivity • Money Saving • Position Environmental Impact • Impact of Sustainability • A Customizable Office. But according to me work from home is a very difficult task to do …..🫠 #workfromhome #frehser #DevOps

How to Build Effective Remote Team with a Strong Company Culture -) Clear and Transparent Communication  -) Make your virtual Onboarding Realistic -)Employing Software to Manage and Hire -) Gratitude for your employees’ contributions -)Performance Benchmarking Metrics -)Invest in the Team’s Growth For detailed Information have a look at : https://lnkd.in/gy_pAmZ9 #cto #ceotalks #remoteteam #hiredevelopers #itandsoftware #software

Embracing the best of both worlds! I enjoy time onsite, where I get to engage and interact with my colleagues. Yet, I fully appreciate Atlassian redefining the #futureofwork and going all-in on distributed work. They have exceeded financial expectations and are leading the way with their remote-first policy, bucking the return-to-office trend. 🤔 "We see it differently," says the boy, and I couldn't agree more. #WorkTrends #RemoteWork #Atlassian #HybridByChoice https://lnkd.in/eYyuRspD

After reading the article, it's challenging to envision returning to the office. Personally, I find working from home incredibly productive, providing mental peace and the opportunity to be with my family – something I prioritize over any job. For those starting a software company or hiring, especially with a younger workforce, offering remote work is crucial. The question remains: why do some argue that software engineers need to be in office when the consensus among many engineers is that work can effectively be done from home? https://lnkd.in/eUQsfAb7

Join the conversation on the future of work! The return to office (RTO) debate is heating up, with 90% of companies expected to fully return by 2024. But not everyone is following suit. Annie Dean, VP of Team Anywhere at Atlassian, champions a distributed work policy, allowing their 11,000 employees to thrive from various locations. Discover how Atlassian is shaping the future of work in this insightful blog: https://cutt.ly/LwCwKn8q

FLEXIBLE WORKING : Currently you are allowed to request flexible working if you have worked for a company for 26 weeks. Once in a 12 month period. This Law is currently being revised and could quite possibly come in to affect in 2024. Employers will no longer just be able to say NO - for instance if you role was advertised as office based and you request to work remotely, they have to have a valid business reason for a NO and it has to be discussed properly. Within the current format you can still request flexible working, for remote working, part-time, term-time and even phased retirement. Companies will still have the ability to say NO but it has to be for a sound reason, one that will either cost the business, impact the business negatively etc. I didn't even know this existed. I for one like working in the office. For some if home life changes then it would be great to think that you can approach your employer about flexible working, without feeling like you are asking the earth. It is actually one of your rights! This is just a couple of points from the Flexible Working Bill that I found interesting. Definitely worth a read in more depth if it's something that may apply to you.