Fostering Motivation: Where the

Magic Starts

Javier Ruano RodríguezKarolina Doulougeri (co-speaker)

Fostering Motivation: Where The Magic Starts

Javier Ruano Rodríguez

QA Consultant and founder of ITS

Dr. Karolina Doulougeri

Occupational Health PsychologistBringing innovation to software testing

Agenda

Part I. Introduction

Part II. Motivation…in theory

Part III. Motivation…in practice

It’s great It’s okay It’s frustrating It’s pointless It’s over

Part I. IntroductionCase study

Part II. Motivation…in theoryMotivation and performance

Performance

Wellbeing

Health

Motivation

(Extrinsic vs Intrinsic)

Part II. Motivation…in theoryMotivation 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)

Lack of motivation can lead to:

• Low performance

• Job attrition

Part II. Motivation…in theoryDemotivation

Consequences:

• Lower productivity

• Cost to recruit and train new employees

• Higher workload on existing employees

• Impact on company reputation

Interest

Pride

Curiosity

What drives people towards an action/behaviour

Part II. Motivation…in theoryExtrinsic vs Intrinsic motivators

Intrinsic motivatorsExtrinsic motivators

Part II. Motivation…in theoryMaslow hierarchy of needs

Self esteem

Belonging

Safety

Physiological

Existing work rewards effect

Self Determination Theory

Self actualization

Part II. Motivation…in theorySDT - Motivation Stages

Amotivation

ExternalRegulation

IntrojectedRegulation

IdentifiedRegulation

IntrinsicRegulation

“I do not think that testing is worth my effort”

“I want my manager and other team members to praise me”

“I am truly interested in testingTesting has value”

“If I do not test, my manager will get angry”

“Testing will help me to grow as a person”

Part II. Motivation…in theoryPsychological needs and motivation

Performance

Wellbeing

Health

Motivation

(Extrinsic vs Intrinsic)

Autonomy

Competence

Relatedness

(satisfaction vs frustration)

Part II. Motivation…in theorySDT - 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”

It’s greatIt’s okayIt’s frustratingIt’s pointlessIt’s over

Case study – part 2

Part III. Motivation…in practiceWorkplace and psychological needs

Performance

Wellbeing

Health

Motivation

(Extrinsic vs Intrinsic)

Autonomy

Competence

Relatedness

(satisfaction vs frustration)

Workplace context

Part III. Motivation…in practiceWorkplace context

Individual OrganizationEnvironment

People

Rewards

Policies

Leadership

Part III. Motivation…in practiceDemotivating 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 practiceHow to foster motivation

Promoting the 3 Cs!

Competence

CommunityChoice

Part III. Motivation…in practiceInvest 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 practiceInvest in COMPETENCE

• Provide training

• Promote career development

• Facilitate the fulfillment of responsibilities by ensuring quality time

Part III. Motivation…in practiceInvest 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?