Fostering Motivation: Where the Magic Starts. Javier Ruano Rodríguez Karolina Doulougeri (co-speaker)

Fostering Motivation: Where the Magic Starts Javier Ruano Rodríguez Karolina Doulougeri (co-speaker)

Fostering Motivation: Where The Magic Starts Javier Ruano Rodríguez QA Consultant and founder of ITS Dr. Karolina Doulougeri Occupational Health Psychologist Bringing innovation to software testing

Agenda Part I. Introduction Part II. Motivation in theory Part III. Motivation in practice

Part I. Introduction Case study It s great It s okay It s frustrating It s pointless It s over

Part II. Motivation in theory Motivation and performance Motivation (Extrinsic vs Intrinsic) Performance Wellbeing Health

Part II. Motivation in theory Motivation and performance How motivation is related to performance? Affects individual work (e.g. quality of testing) Affects overall individual well-being (e.g. stress, burnout) Affects team dynamics (e.g. collaboration)

Part II. Motivation in theory Demotivation Lack of motivation can lead to: Low performance Job attrition Consequences: Lower productivity Cost to recruit and train new employees Higher workload on existing employees Impact on company reputation

Part II. Motivation in theory Extrinsic vs Intrinsic motivators What drives people towards an action/behaviour Extrinsic motivators Intrinsic motivators Interest Pride Curiosity

Part II. Motivation in theory Maslow hierarchy of needs Self Determination Theory Self actualization Self esteem Belonging Existing work rewards effect Safety Physiological

Part II. Motivation in theory SDT - Motivation Stages Testing will help me to grow as a person If I do not test, my manager will get angry External Regulation Identified Regulation Intrinsic Regulation Introjected Regulation Amotivation I am truly interested in testing Testing has value I want my manager and other team members to praise me I do not think that testing is worth my effort

Part II. Motivation in theory Psychological needs and motivation Autonomy Competence Relatedness (satisfaction vs frustration) Motivation (Extrinsic vs Intrinsic) Performance Wellbeing Health

Part II. Motivation in theory SDT - Basic psychological needs Autonomy: People need to feel in control of their own behaviors and goals Testing gets repetitive and boring Competence: People need to gain mastery of tasks and learn different skills Testers never have enough time to do properly their job Relatedness: People need to experience a sense of belonging and attachment to other people Testing is not recognized by other teams

Case study part 2 It s over It s pointless It s frustrating It s okay It s great

Part III. Motivation in practice Workplace and psychological needs Workplace context Autonomy Competence Relatedness (satisfaction vs frustration) Motivation (Extrinsic vs Intrinsic) Performance Wellbeing Health

Part III. Motivation in practice Workplace context Policies People Rewards Leadership Environment Individual Organization

Part III. Motivation in practice Demotivating factors Lack of influence and recognition Unrealistic goals and deadlines - time pressure Boredom repetitive tasks Poor relationships with developers Limited career development Lack of support from management

Part III. Motivation in practice How to foster motivation Competence Promoting the 3 Cs! Choice Community

Part III. Motivation in practice Invest in CHOICE Let them decide on different test approaches, methods, strategies Promote the contribution of testers to other SDLC stages Let them experiment and find what their passion is When possible, let them choose team/project

Part III. Motivation in practice Invest in COMPETENCE Provide training Promote career development Facilitate the fulfillment of responsibilities by ensuring quality time

Part III. Motivation in practice Invest in COMMUNITY Recognize the value of testing Create good relation between testers and developers Take into account testing in planning Celebrate every success moment

CONCLUSIONS

Motivated to ask questions?