What do you do if your employees are disengaged in Systems Design?
Systems design is a crucial skill for any software engineer, architect, or product manager. It involves creating high-level solutions for complex problems, using various tools, methods, and frameworks. However, systems design can also be challenging, tedious, or overwhelming for some employees, especially if they lack the motivation, guidance, or feedback to perform well. How can you as a leader or a peer help your employees to stay engaged and productive in systems design? Here are some tips to consider.
The first step is to identify why your employees are disengaged in systems design. Is it because they don't understand the requirements, the goals, or the benefits of the project? Is it because they don't have the skills, the resources, or the support to execute the design? Is it because they don't see the value, the impact, or the recognition of their work? Or is it because they are bored, stressed, or burned out by the design process? By asking these questions, you can pinpoint the source of the problem and address it accordingly.
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Clarity on the pain points in an already existing system running in production is very essential. Approaching the problem by clearly analysing the gaps that can be filled in by providing/using a product/cloud service that is already being used in the industry to address the issue. Researching existing solutions in the industry , brainstorming and upskilling employees on different architectures will make them more engaged on System Design
The second step is to provide clear expectations and feedback to your employees in systems design. This means setting realistic and measurable objectives, defining the scope and the constraints of the design, and communicating the roles and the responsibilities of each team member. It also means giving regular and constructive feedback, praising the strengths and the achievements, and suggesting the areas and the actions for improvement. By doing this, you can help your employees to understand what is expected of them, how they are performing, and how they can grow and excel in systems design.
The third step is to foster collaboration and learning among your employees in systems design. This means encouraging them to share their ideas, opinions, and feedback with each other, and to seek input and advice from other experts or stakeholders. It also means providing them with opportunities to learn new skills, tools, or frameworks, and to apply them to real-world problems. By doing this, you can help your employees to broaden their perspectives, to enhance their creativity, and to solve problems more effectively in systems design.
The fourth step is to empower autonomy and ownership among your employees in systems design. This means giving them the freedom and the flexibility to choose their own methods, tools, or frameworks, and to make their own decisions and trade-offs. It also means trusting them to deliver high-quality results, and to take responsibility and accountability for their work. By doing this, you can help your employees to feel more confident, motivated, and satisfied in systems design.
The fifth step is to celebrate success and impact with your employees in systems design. This means acknowledging and rewarding their efforts, contributions, and achievements, and showing them how their work matters to the organization, the customers, or the society. It also means creating a positive and supportive culture, where employees can celebrate their wins, learn from their failures, and have fun along the way. By doing this, you can help your employees to feel more valued, appreciated, and inspired in systems design.
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