I had this thought running through my mind: “What is a beginner Software Development Engineer looking for from a leader”. The perspective of someone who is just getting into the field is a valuable input for a growing leader. A tenured engineer or manager on your team need different support from you than your novices.

I asked a fledgling engineer [Elias Martin] to write about what they are looking for in a leader. Massive thank you to Elias for sharing his perspective with us.

I’ve worked in multiple aspects of industry from larger tech companies to smaller startups, to research and teaching positions at the University of Washington.

From my managers and leadership figures I’ve worked with, I’ve noticed a consistent formula of a culture they build that ensures the success of everyone on their team.

Acclimation time

The most successful teams I’ve been a part of have given me time to get acclimated to where I’m working. Having thorough time to understand the environment and relationship of the team you’re in, their purpose, and what they specialize in is critical to your understanding of the team and how you can contribute to its success.

Answers Questions

Being able to ask questions and clarify with your manager / leadership figure is essential. If you misunderstand a project from the start or aren’t able to connect and ask questions with your leadership figure, your work lacks focus and can ultimately cost the team more time and resources than if you just clarified from the start. Building a culture of question asking and clarification is important to making sure everybody on the team knows what they are doing.

Being available

The best leaders make themselves available. Whether that comes in the form of 1:1s, talking regularly with people outside of work / team related things, or just being present to ask questions to. If your team can’t connect with you they can’t understand you as well and this manifests in the work they do for you.

Bringing in outside voices that might not have the perfect expertise

I have had senior teammates that have brought me in on a decision that was above my expertise at the time. While I didn’t know how to handle the experience perfectly, bringing in an outside perspective either to get new ideas, or to train them potentially to handle greater leadership responsibilities and roles in the future is critical to making sure your team doesn’t stay stagnate in their skillset, and is always growing in their scope of responsibility.

Empathy

Leaders that are empathetic about situations outside of the team / work are more effective because they encourage a culture of shared understanding and respect. Good teammates are able to recognize their leadership figure’s empathy, and instead of trying to take advantage of it they will actually use that as a motivator to work even harder. They will find a way to get what they need to get done regardless, and showing your team empathy only builds trust.

Reset / Learning time

In order to have your team grow their skills and maintain a healthy levels of focus at work, having a dedicated time to reset or focus their expertise on other things outside of your team’s direct scope is crucial. This comes in the form of sponsoring conferences, dedicated learning days where you work on something outside of the team, etc. Ultimately these days pay back tenfold because now you have more skilled, more focused employees who are ready to translate that focus and skills they picked up directly into the work they’re doing.

Overall, I think these six principles that a leader can exhibit are some of the most impactful for me and contribute to a strong overall team that I am motivated and excited to work for.