Month: November 2023
Studying the Causes and Strategies of Conflict Management in IT Teams
In effective teamwork on an IT project, it is impossible to do without different opinions and conflicts, respectively. Recognizing the causes and applying effective dispute resolution strategies is of great importance for maintaining a positive and productive working atmosphere. Let’s delve into the typical causes of conflicts and strategies for resolving them in IT teams.
TYPICAL CAUSES OF CONFLICTS
- Differences of opinion: Different views on the code, design and architecture of the project.
Consider different points of view; conflicts arise because of different, but not necessarily wrong approaches. - The human factor: Stress, workload, fatigue affect the general condition of employees.
Solve problems that cause stress and overwork in order to prevent conflicts; encourage a healthy balance of employees between work and personal life. - Errors in the transmission of information: Misunderstanding when transferring tasks.
Improve communication channels; clarify information and don’t be afraid to ask questions to avoid mistakes and mutual claims. - Lack of communication skills: Inability to provide constructive feedback.
Develop communication skills; promote a culture of open feedback and constructive criticism. - Mixing of roles: Unclear roles and responsibilities that lead to conflicts.
Clearly define the roles; make sure that team members understand the responsibilities assigned to them and adhere to them. - Conflicts due to different work styles: Different approaches to work cause friction.
Take into account different work styles; encourage mutual understanding between team members.
THE POSITIVE SIDE OF CONFLICTS
Conflicts, if properly managed, can benefit the team. Conflicts are assumed to be positive if they:
- Encourage different points of view.
- Stimulate the generation of new ideas.
- Contribute to the clarification or reassessment of the problem.
- They lead to an increase in individual or team effectiveness.
In addition, conflicts stimulate growth and learning, contributing to the development of soft skills, such as active listening, empathy and understanding of different points of view.
IDENTIFYING HIDDEN CONFLICTS
- Deterioration of communication: Reduction or avoidance of communication.
Tip: Monitor communication patterns for signs of internal tension or unresolved conflicts. - Increased tension or hostility: Frequent arguments, sarcasm, negative comments.
Tip: Observe interactions in search of signs of tension; promptly resolve major conflicts. - Formation of groups: Exclusive groups are formed in the team.
Tip: Prevent the “us against them” mentality; strengthen the sense of unity among team members. - Missed deadlines: Regular non-compliance with project deadlines.
Tip: Recognize conflicts that affect concentration; solve major problems to improve productivity. - Regular complaints: An increase in the number of negative reviews.
Tip: Pay attention to negative feedback trends; identify and solve the problems noted by the team.
CONFLICT RESOLUTION STRATEGIES
- Avoidance
Strategy: Take a break to calm down and think.
Disadvantages: Harmful in the long run; use rarely and consider the impact on team collaboration. - Competition
Strategy: The manager insists on solutions without coordination.
Disadvantages: Effective for making quick decisions, but frequent use can harm relationships; requires significant organizational capital. - Adaptation
Strategy: The employee gives in to interests for the sake of comfort.
Disadvantages: May worsen the relationship in the long run; used to save time, but not necessarily to achieve optimal results. - Compromise
Strategy: Prioritize interests in order to achieve maximum positive effect.
Disadvantages: Assumes hopeless situations; effective in many situations, but can suppress pluralism and diversity of opinions if applied too early. - Cooperation
Strategy: Consider the interests of all parties to develop the best solutions.
Disadvantages: It takes a lot of time, but it is very effective; it helps to create an atmosphere of sincerity and openness.
In conclusion, conflicts in IT teams can be effectively managed by understanding their causes and applying appropriate resolution strategies. Accepting diversity, promoting open communication and creating an atmosphere of cooperation contribute to a healthier and more productive team dynamics. And our specialists will help you find employees who are interested in efficiency and cooperation in a team.
If you are looking for professional IT specialists for your business, do not hesitate to contact us. Our experience and knowledge will help you find the best candidates who meet your requirements. There are more than 1,500 candidates in our own database who are ready to consider new offers. Contact us today and let’s create successful stories together in the world of technology.
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If you contact us by the email we guarantee that you will receive a feedback from us within 2 (two) hours on any business day and within 6 (six) hours on any other day (holidays etc.).
Freelancer vs. Full-Time Employee
In an actively progressing IT field, an important question arises in managing the strength of the team — the choice between freelancers and full-time employees. Let’s delve into the pros, cons and pitfalls of each solution:
- Hiring a full-time employee with a workspace in the office.
- Hiring a freelancer to work remotely on a project.
A discussion is unfolding — the ease of control and motivation of an office employee in comparison with higher costs. However, in small regions, finding a local talent pool can be a difficult task. What is the best course of action?
DISTINCTIVE FEATURES OF FREELANCERS AND OFFICE EMPLOYEES
Advantages of a freelancer:
- Cost-effectiveness: Freelancer services are usually more cost-effective, since they eliminate the cost of installing an office, the cost of equipment and reduce tax difficulties.
- Access to top-level Talent: Freelancers, especially in digital and IT technology, can offer an excellent experience. The freedom to work with multiple clients can attract high-level professionals.
- Flexible work schedule: Freelancers show flexibility in their work schedule, often switching to weekends. This adaptability is consistent with goals focused on completing tasks, rather than observing the clock.
Aspects requiring attention:
- Competency Assessment: The availability of freelance platforms can lead to meetings with less competent people. Creating a database of verified freelancers can simplify the selection process.
- Communication problems: Remote work leads to differences in time zones, which potentially complicates communication. Our team has a base of proven specialists, which reduces the risks of this kind.
- Dynamics of responsibility: Freelancers may lack the same level of commitment and responsibility as full-time employees. Legal guarantees, such as well-written contracts, are important.
Strengths of full-time employees:
- Adapting to tasks: Full-time employees can be adapted to specific tasks through training and development programs.
- Efficiency and Team Dynamics: Job Security promotes productivity, teamwork and a sense of loyalty.
- Immersion in skills: Employees can be fully immersed in their roles, improving their skills in accordance with the company’s goals.
Note:
- Full-time employees face higher costs due to salaries, benefits and taxes.
BALANCE OF STRENGTHS AND WEAKNESSES
The decision to rely on freelancers or choose full-time employees is not universal for everyone. Make your choice based on the specific needs of the business:
Choosing a freelancer is better when:
- Tasks require special skills.
- Economic efficiency is of paramount importance.
- Geographical flexibility is an advantage.
Full-time employees are suitable when:
- The complexity of the project requires full commitment.
- Tight deadlines leave no room for unexpected failures.
- A cohesive team environment is an integral part.
Objectively evaluate the tasks, goals, scale of business and financial opportunities when choosing one of the options. And our experience and knowledge will help you find the best candidates who meet your requirements. There are more than 1,500 candidates in our own database who are ready to consider new proposals. Contact us today and let’s create successful stories together in the world of technology.
We’re Here to Help
If you contact us by the email we guarantee that you will receive a feedback from us within 2 (two) hours on any business day and within 6 (six) hours on any other day (holidays etc.).
Remote Work in Belarus 2023: Rules and Trends
The transition to remote work in Belarus since 2020 has benefited both employees and employers. This allows not only to save time and costs associated with travel to work and office space, but also increases the flexibility and loyalty of employees. Remote work, as defined in chapter 25 of the Labor Code, allows individuals to work using communication and information technologies outside the employer’s location, ensuring compliance with rights such as paid leave and labor protection standards.
FORMALIZATION OF REMOTE EMPLOYMENT
Understanding how to formalize remote work is important. The Labor Code provides for two options: remote work and work at home with a similar transition process. The initiative can come from any of the parties, which leads to the signing of an additional agreement indicating the place of work, working procedures and the method of exchanging work results. Such adaptability is especially relevant in changing working conditions.
If an employee uses the employer’s equipment, a certificate of acceptance and transfer may be issued. In addition, it is important to note that the proposal to switch to home or remote work is considered a change in the basic working conditions, requiring justification based on production, organizational or economic reasons. Subsequently, the employer must notify the employee of these changes at least a month in advance, according to article 32 of the Labor Code. The immediate transfer of data without consent is not allowed. In addition, organizations are now allowed to include the salaries of employees working remotely from abroad in taxation, provided that their duties are related to the production and sale of products. However, it is important to emphasize that non-compliance with the requirements of the employment contract on the performance of duties on the territory of the Republic of Belarus may lead to dismissal at the initiative of the employer.
EXPECTED CHANGES IN 2024
Looking ahead, we note that from January 1, 2024, temporary remote work for up to six months will not require changes to the employment contract, but can be carried out by order of the employer. The introduction of hybrid remote work requires an additional agreement, while the employer is obliged to notify about significant changes a month in advance. This flexibility corresponds to the growing trend of introducing hybrid work models that allow combining office and remote work.
USING A HYBRID MODEL
In the coming year, about 65% of companies in Belarus will switch to a hybrid work model combining remote and office work. This shift optimizes companies’ costs by giving employees autonomy and flexible schedules. 83% of specialists prefer a hybrid model, demonstrating a willingness to compromise on remuneration for the benefits of remote or hybrid work. The hybrid format becomes a win-win solution that satisfies both employee preferences and business needs. First of all, the hybrid format of work allows companies to save on office maintenance and household expenses. Employees also get more autonomy, do not waste time on the road and can independently plan their working day taking into account individual characteristics: family circumstances, well-being, chronotype.
ADAPTATION TO FUTURE WORK
As Belarusian companies switch to a hybrid model of work, this reflects a broader global trend. The future of this field is developing, and it is based on flexibility and adaptability. Remote work is not just a reaction to changing times; it is a strategic shift towards a more balanced and efficient work environment. Stay up to date with the latest developments and trends in the organization of work in 2023 with us.
If you are looking for professional IT specialists for your business, do not hesitate to contact us. Our experience and knowledge will help you find the best candidates who meet your requirements. There are more than 1,500 candidates in our own database who are ready to consider new offers. Contact us today and let’s create successful stories together in the world of technology.
We’re Here to Help
If you contact us by the email we guarantee that you will receive a feedback from us within 2 (two) hours on any business day and within 6 (six) hours on any other day (holidays etc.).
Expanding IT Capabilities in Financial Technology in Belarus
In Recruitment.by we are pleased to present a new successful history of cooperation. This time, in our ongoing process of recruiting IT specialists, a large fintech company has become a partner. In this article, we will tell you about the hiring process of five IT specialists, including two highly qualified DevOps specialists with many years of experience.
EXPANDING THE COMPANY’S CAPABILITIES
The essence of our achievement is to expand the IT capabilities of our customers. In the world of financial technologies, it is extremely important to have an experienced and effective IT team that will ensure maximum security. Realizing this need, our cooperation began with a clear goal – to study the market and provide our client with specialists suitable for the request and values of the company.
Our team of dedicated recruiters and IT specialists began a thorough search for candidates who not only met the technical requirements, but also would become the most suitable parts of the system built over the years. It wasn’t just about filling vacancies; it was about ensuring that each affiliation would play a significant role in the company’s future development and success.
INDIVIDUAL SELECTION PROCESS
Successful recruitment is based on our finely tuned selection process. Finding IT specialists, especially for such specialized positions as DevOps, is worth a lot of effort and requires a special approach. Our method goes beyond a simple selection according to requirements, soft skills and experience are also important for us, which will later bring great benefits to the development of the team and the company, respectively.
UNLOCKING THE POTENTIAL OF THE TEAM
As a result, we have successfully filled five key positions, including two DevOps specialists. Now the found specialists ensure uninterrupted and efficient operation of the product and services. The inclusion of two DevOps experts in the team is a testament to our ability to meet highly specialized IT recruitment needs.
The success of this project is another case in the company’s history and strengthens our reputation as a reliable and effective partner in attracting IT specialists. We constantly demonstrate our ability not only to meet the unique requirements of our customers, but also to add value to their teams.
If you are looking for outstanding IT professionals to strengthen your team, do not hesitate to contact us. Using our extensive network and in-depth experience, we will help you find candidates who perfectly match your specific needs. There are more than 1,500 candidates in our own database who are ready to consider new proposals. Cooperate with us and we will become co-authors of the next exciting chapter of your success story.
We’re Here to Help
If you contact us by the email we guarantee that you will receive a feedback from us within 2 (two) hours on any business day and within 6 (six) hours on any other day (holidays etc.).