¿Cuáles son algunas estrategias para gestionar un equipo de control de calidad con diferentes niveles de experiencia? (2024)

Managing QA team with different experience- Define job responsibility for each level person. Define KRA of each individual and should be aligned with their superiors and company goals.Segregate in small group with their experience and expertise.Strong coordination with team for work allocation to completion.Trained the people for proactive and collaborative approach for work.Periodically provide feed back to the team member for improvement.Periodic training programme for Enhancement of knowledge and work performance.

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Assessing the skill gaps across the team is the first and most critical step. This should be followed by the development and implementation of a time bound skill development programme through internal and or external capacity developing programmes. Capacity building should entail opportunities to work on live projects so that the team has an opportunity to apply their learnings in real time. Members with high skill gaps and lesser experience should be connected with experienced team members through mentor-mentee relationships coupled with opportunities for peer learning to ensure continuous learning and improvement.

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In my experience, providing coaching and mentoring opportunities really help managed the skill gaps between your senior and new QA staff. Side by side learnings enable the new staff learns the ways of working and it will also help’s on knowledge transfer.

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I would expand on this point by emphasizing that diversity of experience levels provides mutual growth for both senior and junior quality engineers. While junior SQEs learn a great deal from more experienced ones, senior team members can improve their leadership abilities by coaching newer talent. Additionally, they gain exposure to fresh perspectives and reinforce their own knowledge through teaching and answering questions, which often prevents stagnant thinking.

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Providing close mentorship is critical for team members to receive advice from experienced members, helping them understand processes and tasks more efficiently. We can provide mentorship through 1:1 sessions or training programs within the company, which would be very helpful.

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One of my best experiences in QA was a team where we worked on our individual projects towards completion. But on a regular basis, our team manager would discuss a select few completed / near-completed projects with the whole team. He would provide the necessary bullet point details, and then ask teammates for their conclusions / decisions based on the information. In this way, all teammates learned to hear different approaches. This honed the skills of the senior members, while upskilling the newer members at a rapid pace.

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By providing resources for continuous learning and growth, you can empower your QA team members to take ownership of their professional development and stay motivated. On top of that, building a culture of knowledge sharing within the team, such as through mentorship programs or collaborative projects, can further enhance their skills and expertise.

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From experience my best found and favorite method of testing is video recording and pair testing. As well, tracking with notes about issues, bugs, crashes etc. Another side of this tracking and often missed is the concept of providing solutions to the problem at hand and how it would be handled in their experience. By doing this, you will find more engagement with bug tracking since the tester will be more inclined to find effective issues rather than expected issues. We’re here to find solutions not just bugs.

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Furthermore, encouraging an open-door policy can break down barriers that may exist between junior and senior members. Establishing dedicated communication channels or forums where team members can freely discuss queries, share insights, or highlight concerns fosters an environment of trust and transparency. Creating a shared knowledge base or wiki can also be beneficial, as it allows team members to document and access best practices, lessons learned, and solutions to common challenges. By promoting a culture where everyone's voice matters and knowledge is collectively built, you not only elevate the team's performance but also ensure that every member, irrespective of their experience level, feels valued and integrated.

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En mi opinión y experiencia entregar feedback constante y reuniones tipo retro, promueven la comunicación efectiva y así es posible obtener un mejor desempeño del equipo.

Additionally, individualizing rewards based on the preferences and aspirations of team members can prove effective. While a junior tester might benefit from an additional training course, a senior tester might appreciate an opportunity to attend a major industry conference. Personalizing recognition ensures that each member feels uniquely valued. Moreover, periodic team-building activities or social events can further boost morale, creating a cohesive team environment. Remember, when people feel seen, appreciated, and listened to, they're more likely to be engaged, productive, and loyal to the team's shared mission.

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Reconocer y recompensar los logros es fundamental, acá intervienen recompensas y reconocimientos materiales y emocionales, el salario emocional es tan importante como el material.

First and foremost, I need to determine what I want from my team's culture. To do this, I suggest beginning with an understanding of the ideal team dynamic and work style. It would also be beneficial to establish a safe-fail environment, which would encourage each member to experiment and introduce new ideas without fear of punishment. Additionally, it is important to foster a supportive environment within the team, where experienced members can guide and mentor newer team members to improve their professional skills. The most challenging aspect will be the equitable distribution of tasks, ensuring that each team member has a balance of routine and challenging assignments that will lead to professional growth.

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Acredito ser estimular o trabalho em pares, criando um ambiente de aprendizado contínuo, onde os QAs mais experientes podem compartilhar conhecimentos com os novatos. Fortalecendo a coesão da equipe, melhora a qualidade das avaliações e ajuda a reduzir a disparidade de habilidades. Além disso, essa abordagem promove a inovação, já que diferentes perspectivas e ideias são combinadas, resultando em soluções mais criativas e eficientes. Porém, é crucial estabelecer um equilíbrio para garantir que todos os membros contribuam e se sintam valorizados. A colaboração em pares também pode ser uma forma eficaz de construir confiança e desenvolver habilidades interpessoais, tornando-a uma estratégia valiosa na gestão de equipes de QAs diversificadas.

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Respetar los roles dentro del equipo de trabajo es muy importante para mantener el profesionalismo y la responsabilidad del mismo. Si bien, podemos crear ambientes de colaboración y aprendizaje, eso no significa traspasar nuestros límites respecto al rol de otro compañero. En calidad, se debe evitar poner en riesgo el producto, por lo tanto, hay que tener cuidado con confundir "aprender algo nuevo" con comenzar a tomar tareas o ejecutar acciones que deben ser manejadas por quien posee la experiencia y puede reaccionar, ante un eventual escenario complejo.