The Onboarding Process in Software Development Teams: A Missed Opportunity
We have all experienced the feeling of starting a new job, joining an unfamiliar team, or taking on a different role. In software development, this experience can be particularly challenging due to technical complexity and team dynamics.
It is common to experience moments of anxiety when wanting to understand more than our immediate capabilities allow. However, the support provided by the host organization can vary significantly.
After observing the concrete results of structured and intentional onboarding processes in numerous software developers, the question arises: does underestimating this process mean missing a valuable opportunity for both the business and its people? This opportunity lies somewhere between “if a good onboarding process is not provided, the developer may leave the company” and “one way or another, people eventually figure out what they need to do”.
When we talk about onboarding, we refer to the process that facilitates the integration of a software developer into a technical team and the organization as a whole. This process can range from a single day to a period of three to six months—the average time considered for a developer to become fully productive in their role[^1]. It is important to emphasize that the start of work activities does not mark the end of the onboarding process.
When we talk about intention and structure, we refer to providing a framework and designing specific content for software developers while maintaining a degree of flexibility that considers both individual needs and business requirements.
We will focus our attention on software development teams, as they are the core of our business operations and the area in which we have the most expertise. Rather than listing the problems associated with the lack of a serious onboarding process, we prefer to highlight the opportunities this process can offer for both our business and our developers when implemented effectively.
Onboarding Impacts the Business
The sooner our developer becomes fully productive, the sooner they will start contributing to the business. Additionally, if they understand both the technical and business context, their impact on the organization’s growth will be more effective. A study by the SHRM Foundation indicates that organizations with strong onboarding programs experience a 69% increase in employee retention and a 50% improvement in productivity[^2].
Tip: Create a Developer-Specific Checklist
Creating a role-specific checklist helps ensure that new developers have everything they need to succeed in their position and within the company. This includes setting up the development environment, gaining access to code repositories, and understanding the agile methodologies in use.
Tip: Provide Business Context and Technical Architecture
Developers perform better when they understand not just the code but also how their work impacts business goals. For example, implementing a feature in an application is not the same as doing so with a clear understanding of how that feature enhances user experience and adds value to the customer.
Tip: Facilitate Access to Technical Documentation
Having well-organized technical documentation is crucial. This includes code style guides, development standards, API documentation, and any other resources that help developers understand the technical environment.
Onboarding Impacts a Developer’s Personal Growth
As with any learning process, if we establish a solid foundation, everything built upon it will be much stronger.
Tip: Integrate the New Developer into Practical Tasks as Soon as Possible
In software development, practice is essential. It is recommended that the new developer start working on simple tasks from day one, such as fixing minor bugs or implementing small features. This helps them become familiar with the codebase and the tools used.
Tip: Assign a Technical Mentor
According to research by Ragins and Kram (2007), mentorship programs are effective in accelerating integration and increasing job satisfaction[^3]. A mentor can guide the new team member in coding practices, code reviews, and resolving technical questions.
Tip: Set Clear Technical Goals
Defining specific objectives related to the technical skills a developer should master during onboarding is essential. This may include becoming familiar with certain programming languages, frameworks, or version control systems used by the team.
Tip: Measure Technical Progress
Implementing metrics to assess a developer’s technical progress benefits both the organization and the individual. For example, tracking the average time to close assigned tickets or the number of approved pull requests within a given period. These metrics help identify areas for improvement and recognize achievements.
Tip: Create a Technical Skills Inventory
Documenting a developer’s technical skills and competencies makes it easier to assign them to projects where they can provide the most value while continuing their professional growth. It also helps identify areas where additional training may be needed.
Onboarding Impacts Developer Engagement and Retention
Onboarding is an opportunity to demonstrate that we value the professional growth and well-being of our developers. According to Stack Overflow’s annual survey, more than 50% of developers consider learning and growth opportunities key factors in staying with a company[^4].
Tip: Encourage Integration into the Technical Team
Scheduling meetings with key members of the development team and other technical departments helps the new developer build professional relationships and understand how their work fits into broader projects.
Tip: Promote a Culture of Continuous Learning
Providing access to learning resources such as online courses, internal workshops, or conferences demonstrates the company’s commitment to the professional development of its employees.
Beyond these suggestions, our approach is always to consider what makes sense for each company’s culture and business. When that long-awaited developer finally joins, it’s natural to want them to start coding right away. However, the challenge is to equip them with the necessary knowledge and practical tools so that, while doing their job, they can contribute to the business with enthusiasm and perform at their best.
References[^1]: Bauer, T. N. (2010). Onboarding New Employees: Maximizing Success. SHRM Foundation.[^2]: Bauer, T. N. (2010). Onboarding New Employees: Maximizing Success. SHRM Foundation.[^3]: Ragins, B. R., & Kram, K. E. (2007). The Handbook of Mentoring at Work: Theory, Research, and Practice. SAGE Publications.[^4]: Stack Overflow. (2020). Developer Survey Results. Recuperado de Stack Overflow Insights
Head of People at Teamcubation. Follow me on LinkedIn.