It can be difficult to manage a testing project. Estimating atesting scope, building a test strategy, choosing the most appropriate automationtools–these issues stay high on the list of test managers’ concerns.
But managing a team can be just as difficult than completing a project. Here’s why:
Testers are often required to do repetitive work, which can lead to burnout.
Testers and testing managers may have different goals. They may also speak languages other than those of software developers.
Engineers don’t need to be present at testing sites. It is possible to test anywhere, making it easier to manage.
These issues are complex, but they can be managed. Below, we’ll review the main challenges common in software testingconsulting and discuss some ideas on how to tackle those effectively through effectivedistribution of human resources and tasks.
Challenge # 1. Monotonous Work and Motivation
Monotony is a problem for most testers. If testers are constantly working on mentally draining tasks, a routine can help them catch their breath. If testers do the same tasks repeatedly, it can bore them, which can impact their testing quality. If testers work on the same unit for too long, they can become complacent and miss important bugs.
What is the best manager move? It’s a good idea for some team members to be able to shift their focus for a while. Some testers may be able review test cases instead of writing bug reports or to perform additional regression testing. Testing can be a unique opportunity to improve your skills and offer new perspectives.
This is already a positive step in the right direction for testers’ motivation. Here are some suggestions to managers.
Testers love it when their test managers are there. Teambuilding is great, but daily lunches and short foosball breaks are even better.
It is important that testers are thanked for working late, answering the phones outside of work, and raising important questions during meetings.
It is a good idea to double the overtime payment for every additional hour. This can encourage testers be more efficient in meeting deadlines. This practice should not be repeated too often. Although it is possible for test subjects, to work late and make a lot of money, they can also become exhausted.
Managers should assess testers’ performance and provide objective feedback. They can alsoencourage top performers with tangible bonuses: promotions and senior-levelresponsibilities are feasible ways of showing testers that a manager recognizestheir effort.
Another option to boost testers’ motivation is toadopt gamification–game-like activities that may also resonate with them. A monthly bug contest encourages testers find all the mistakes in a product. A fun badge that is an Honorary Bug Digger, along with tangible rewards, could be a nice reward.
Challenge # 2. Balance Task Assignments
Each testing team faces complex tasks that take a lot of effort and time.
To correctly assign complex tasks, a test manager must take into account the context. Test managers should consider the context if the deadline is flexible. Some testers might prefer to validate interface modules or design, while others may be more interested in unit testing.
If time is short, it’s a good idea divide tasks according to testers’ experience and knowledge of particular software types. For example, iOS testers who are proficient in validating iOS apps will prefer to work with iOS than Android. This is perfectsense.
A manager can delegate simple tasks to junior testers within a team.