# The Honest Truths About Project Management in Software Development: Blood, Sweat, and Tears

Software development projects can be both exhilarating and demanding. 

As project managers navigate the ever-evolving landscape of technology and client expectations, they often face a multitude of challenges. 

In this article, I will shed light on the hard truths of project management in software development which I learnt and experienced first-hand. 

Brace yourself for a brutally honest outlook on project managers and their day-to-day work, with no sugarcoating.


### 		The Perpetual Balancing Act:

Software development projects require project managers to juggle numerous issues at the same time. From tight deadlines and limited resources to evolving client requirements, these professionals must balance conflicting demands while ensuring project success. The truth is, achieving equilibrium in this relentless balancing act can be incredibly challenging, leading to sleepless nights and intense pressure.


### 	   Ever-Changing Technological Landscape:

In the software development industry, technology evolves at near light speed. Project managers are tasked with staying abreast of the latest trends, tools, and frameworks. However, this constant race to stay ahead of the curve can be exhausting (it is even more demanding in strictly programming roles). Keeping up with emerging technologies while managing ongoing projects requires substantial effort and continuous learning, often accompanied by frustration and the fear of falling behind.

###  		Dealing with Uncertainty:

Uncertainty is a constant companion in web development projects. From unforeseen technical glitches to shifting client expectations, project managers must navigate through a maze of unknowns. Despite careful planning, setbacks and unforeseen obstacles can derail even the most well-structured projects. This uncertainty can create immense stress for project managers, forcing them to make tough decisions and find innovative solutions in the face of adversity. However, there will be situations which will render you helpless where you can rely only on your teammates to propose a solution leaving you hanging in a limbo.

###  		Managing Diverse Stakeholders:

Web development projects involve numerous stakeholders, including clients, designers, developers, and marketing teams. Each group brings its own perspectives, priorities, and communication styles to the table. Project managers must adeptly handle these diverse stakeholders, ensuring effective collaboration and managing conflicts. Navigating different personalities and conflicting interests can be emotionally draining, requiring diplomacy, negotiation skills, and a keen understanding of human dynamics.

### 		Scope Creep and Changing Requirements:

#### The personal favourite of mine!
	
Scope creep, where project requirements expand beyond the initial agreement, is a constant challenge in software development projects. Client demands often evolve as the project progresses, making it challenging for project managers to maintain project scope and avoid additional costs and delays. Balancing client satisfaction with project feasibility requires clear communication, assertiveness, and the ability to set realistic expectations.

### Managing Burnout:

The demanding nature of software development projects can take a toll on project managers' physical and mental well-being. Long hours, high stress levels, and constant problem-solving can lead to burnout. Project managers must recognise the signs of burnout and proactively address their own well-being, seeking support and practicing self-care to maintain productivity and overall job satisfaction. 

Project management in software development is not for the faint of heart. It demands unwavering dedication, adaptability, and resilience from professionals who are willing to face the hard truths of their roles. By acknowledging the blood, sweat, and tears that project managers invest in their work, we can gain a deeper appreciation for their efforts and the challenges they overcome. Despite the difficulties they face, project managers play a vital role in driving successful software development projects, shaping the digital landscape we interact with every day.


The Honest Truth About Project Management in Software Development

At some point in your career, you will have received feedback that left you feeling confused or worse, no communication at all about your performance so you had no idea whether you were sinking or swimming. It is critical to ensure such situations do not happen at your company as your very business depends on it.


In order to provide insights, I’ve broken down the different types of feedback and how to communicate them properly.

**Why feedback is vital for growth**

Whether you’re in an early-stage startup, scaling or leading a huge corporation, feedback is key to gauging and improving performance; when feedback is regularly exchanged between managers and employees, engagement jumps to [79%](https://wavelength.asana.com/workstyle-effective-feedback/). It’s no surprise therefore that the top performing companies are always looking for ways to be better at feedback and practical communication is part of this. Your juniors need to feel valued, encouraged and engaged. They are invested in making the product / business model sustainable and profitable, so they need to know that you care about their contribution and that they have a place within the team. 

_**How? By pointing out when they’re doing well and when they aren’t.**_

**Types of Feedback**

Feedback should highlight both strengths and weaknesses. Too much praise can be considered patronising and dishonest, while over-criticising can feel like a blame-game. Essentially, this doesn’t mean that feedback cannot be ‘negative’, it can be; just that when it is, it must be purposeful and constructive, and delivered in a way which doesn’t belittle or undermine team members and colleagues. A simple ‘dressing down’ may make someone realise they’ve made an error, but without a clear discussion as to how it should be done, confidence can be knocked and [improvement may take longer or not happen at all](https://www.kateheddleston.com/blog/criticism-and-ineffective-feedback). 

It also worth noting that giving feedback — positive or negative — can create a ‘fight or flight’ response in the receiver meaning that their ability to hear, and act rationally on, what is being said can be hampered.

Feedback can be broken down into three categories:

- Positive constructive 
- Negative constructive
- Negative destructive

The difference between constructive and destructive is intention. If you want to help someone develop, it’s constructive; if your aim is to make them feel bad for their behaviour or about a situation, then you are crossing the line into destruction.

Example 1: 

_“You gave a good sales pitch presentation in the meeting earlier — people found it helpful in the way it was set out, so how would you feel about doing more in the future?”_

This is positive constructive: you are recognising something that has been done well and reinforcing that behaviour by indicating that the approach should be adopted going forward.

_Example 2: “Well done for giving a sales pitch presentation earlier, however I am concerned it was missing some crucial information. What did you do to prepare and how can you build on that to avoid it in the future?”_

This is negative constructive: you have recognised the contribution made, being direct with your misgivings and asked a colleague what they think they can do to make it better. Crucially, you’ve indicated that you want their contribution to continue so they know you are invested and will want to improve.

_Example 3: “Your pitch sales presentation in this morning’s meeting was terrible. The information was irrelevant and you paused way too much, I don’t know why you volunteered to do it.”_

This is destructive and only serves to diminish self-esteem, lower morale and undervalue your colleagues. Offering no support or guidance on how to change the problematic behaviour will lead to disengaged staff, a reduction in productivity and increased turnover.

**In recent years, there has been a move towards the concept of [Radical Candour](https://www.radicalcandor.com/).**

It is divided into two fundamental dimensions of radical candour — ‘_challenging directly_’ and ‘_caring personally_’ and said to be a good leader, you need to avoid the following feedback behaviours:

**Ruinous Empathy** — This is caring too much; by burying your head in the sand and avoiding telling people the truth so you ‘don’t hurt their feelings’, you’re setting them up for more fundamental failures in the future.
**Obnoxious Aggression** — Forgetting the person behind the work and simply attacking them for failures. The ‘silent treatment’, public degradation and shouting in the workplace all fall into this category,
**Manipulative Insecurity** — Not saying what you think because you want to be liked.

Conclusion is that in order to achieve radical candour, one needs to care about the human side of your team; they have dreams, aspirations and feelings, but also be frank with them. Demonstrate integrity when feeding back by getting straight to the point and ‘telling people in caring, non-judgemental language when their work is falling short'.


**Getting it right**

[A lack of meaningful communication](https://pumble.com/learn/communication/communication-statistics/) will lead to a large number of workplace failures. Additionally poor communication can cause a multitude of problems and is a bigger cause of high employee turnover than financial incentives.

Now you know how integral Feedback is to any communication strategy, here’s our top 10 tips for doing it effectively:

**Identify a goal** — As a feedback giver, the aim of any feedback session rests with you. What is it you want to see from your colleagues? Where do you want them / the project to go? How do you see it happening.? Goals should be set both for the short and longer-term and communicated so both of you know what, if anything, is expected moving forward.

**Beware your own biases and limitations** — Constructive feedback doesn’t simply involve telling people how you think the job should be done. It also requires providing them with the capacity and resources to perform effectively. While there may be a general ‘right’ way of doing things, there are often multiple — and equally good — ways to reach the same end-goal. Don’t assume that just because it’s not done ‘your’ way, it’s wrong.

**Have a conversation** — ‘Feedback’ should be two-way street; be descriptive and give examples of when you have encountered the person’s positive / negative behaviour and invite a response. They will understand what you want from them and ensure they actively participate in their development. But at the same time expect feedback on your own work as well. 

**Don’t make it personal** — Feedback is about actions and behaviour, not the person. Before giving it, it helps to look at the issue(s) and make sure you can separate the two. Use examples of behaviour to demonstrate this and if you can’t find any, it may be that you’re targeting something incorrectly or you’re getting too personal.

**Avoid loaded language** — Focus on asking WHAT and HOW, not WHY. Enquiring ‘why’ someone acted the way they did is akin to searching for a ‘motive’ and can come across as accusatory. This will set a negative tone, make the receiver act defensively and feel like they are on the back foot; none of which will lead to a constructive outcome.

**Be specific and timely** — Change doesn’t happen overnight. First, you need to be transparent about the change you want to see; second, give the person a reasonable and achievable amount of time in which to do it. 
Lastly, **choose the right time to do i**t — it goes without saying that constructive negative feedback should not be given in front of others as it will defeat its purpose — however, you also need to consider: when the receiver is likely to be the most receptive; when you have time to listen to any concerns in response and support development; and when it will be most valuable for the team / any project.

**Offer training and development** — If, as a result of the feedback given, the receiver feels they need additional training, consider the benefit of workshops, mentoring or coaching and make it available whenever possible.

**Be consistent in your approach** — Have a standardised feedback policy that involves recurring meetings rather than grabbing someone aside when the moment takes you. Your team will know what to expect and when, so they’ll feel more prepared.

**Acknowledge the good as often as the bad **— Only giving negative constructive feedback, even when well-intentioned, will adversely affect performance. Recognising when your team (individually and as a whole) has done excellent will bring confidence and improve productivity. It will also increase their trust in you as a leader as it’ll be clear that your feedback is genuine.

**Follow up** — If you’re truly focused on the long-term gains for your business, you should be playing the long game. Keeping a log of feedback given to juniors means it can be followed up at a later date and you can document their progress and reward it.

As the conclusion to this article, I prompt you to try exploring this simple exercise:

Within the next 30 dyas plan a feedback meeting with your colleagues and to your manager if applicable.  Focus on both positive and negative aspects when working with them and practice candour. Retrospect on how it went and try to make it your regular activitiy.


The Genuine Way of Giving Feedback — How To Do It Right?

In today's digital world, user experience (UX) plays a vital role in determining the success of a product or service. From mobile apps to websites, creating a seamless and friendly experience for users has become essential. By incorporating the best practices, businesses can establish meaningful connections with their target audience and build long-lasting relationships. In this article, we will explore some easy-going UX practices that can elevate your design and leave a positive impression on your users.

**Intuitive Navigation:**
Navigation is the backbone of any user interface. Make sure your design emphasises clarity and simplicity. Users should be able to find what they are looking for effortlessly. Utilise consistent and recognisable navigation elements, such as clear labels, logical grouping, and intuitive icons. Remember, a well-structured navigation system ensures users can explore your product or website without feeling lost.

**Streamlined Onboarding:**
First impressions matter, especially when it comes to onboarding new users. Design a streamlined onboarding process that welcomes users and guides them through the key features and functionalities. Avoid overwhelming users with too much information upfront. Instead, break down the onboarding steps into small chunks, interactive tutorials that gradually introduce users to your product's core value.

**Responsive and Adaptive Design:**
With the proliferation of devices and screen sizes, it is crucial to ensure your UX design adapts seamlessly to different platforms. Embrace responsive design principles to create a consistent experience across various devices. Test your design on multiple screen sizes to guarantee readability, functionality, and overall visual appeal. Remember, a responsive and adaptive design fosters inclusivity and caters to a diverse user base.

**Effective Use of White Space:**
White space, or negative space, refers to the empty space between elements in a design. It helps create a balanced and visually appealing composition. By strategically incorporating white space, you can guide users' attention and provide a sense of clarity and focus. Avoid cluttered interfaces and overcrowded content, as they can overwhelm and confuse users. Allow elements to some breathing space, and let white space enhance the overall user experience.

**Consistent Branding:**
Consistency in branding is key to building trust and recognition. Create a cohesive visual language that aligns with your brand identity. Use consistent typography, colour palettes, and imagery throughout your design. Ensure your branding elements are visually harmonious and convey a sense of professionalism. Consistency across all touchpoints, including your website, app, and marketing materials, reinforces your brand and fosters a sense of familiarity for users.

**Error Prevention and Recovery:**
Errors and mistakes are inevitable in any digital experience. However, you can minimise their impact on users by implementing effective error prevention and recovery strategies. Provide clear and concise error messages that explain the issue and offer actionable solutions. Use color and iconography to differentiate between error types. Additionally, allow users to easily undo or revert actions, giving them a safety net to recover from errors.

Conclusion:

Mastering user experience requires a deep understanding of your target audience and their needs. By following these easy-going UX practices, you can create designs that captivate users, enhance usability, and promote engagement. Remember to continuously gather user feedback and iterate on your designs to further refine the user experience. By prioritising UX, you can differentiate your product or service and build long-lasting relationships with your users. 

Mastering the Art of User Experience: Best Practices for Seamless Interactions

Whether you’re building a website for yourself or you’ve been tasked with standing one up for work you’ve likely heard of a content management system or its abbreviated term “CMS”.  A content management system is a crucial part of a modern website allowing an application or group of applications’ digital content to be managed without having to code or develop new pages. Everything from your written content to your graphics is managed through this system and allows for easy management of your site.

While there are many flavors of content management systems, there are really only two major types on the market which can be easily referenced, traditional CMS’s like WordPress and headless CMS’s like Contentful. Each of these solutions are viable depending on your situation, architecture and long-term content management goals. For some sites, a traditional CMS is a fine solution. For others, a headless CMS will be the optimal solution. When working with our clients, UDig always looks at the bigger picture and industry trends to ensure that you are positioned for future growth and able to take advantage of changes in technology.

Traditional CMS
Over the last decade, the focus of websites has been a marriage of the CMS and your site’s design. Having the CMS part and parcel with the site design has made it easy to update content without the overhead we used to see like having to manually update pages via HTML development, moving content and files with FTP, etc…

A traditional CMS, like WordPress or Drupal, is a monolith that connects the front-end and the back-end of a website in a neat and easy application code base. They contain everything from the database for content all the way up through the presentation layer.

Pros
Entire site is served from a single system
Easy to manage all content
Control front-end design through themes and templates
Large communities for support
Lower technical barrier to entry
Cons
Create only website content (the same content can’t be easily served up on other devices)
Do not always scale well
Requires developers who are CMS specific
Limited flexibility
More time and money required for maintenance and enhancements
When to Use a Traditional CMS
Traditional CMS’s are still fantastic systems that work for a variety of deployment types. If you’re strictly building a website for yourself, a small business or even an enterprise solution that doesn’t need to share content with other digital properties, you may be best served by using a traditional CMS. You can get up and running fast and you’ll be able to manage your site from a single source. It’s also important to note that while a traditional CMS is typically a single site solution, many of them have plugins to enable multi-site and/or API access to share digital resources with external applications. Those plugins come with their own challenges and benefits.

Headless CMS
A headless CMS differentiates itself by not connecting directly with a front-end at all. While traditional CMS’ aim to be a single solution to managing both the content and the front-end, a headless CMS deals strictly with the content. Once created and edited, content is published via an application programming interface (API) and that’s it. The headless CMS has no impact or input on the front-end. This provides the flexibility to get your content out in as many ways as possible regardless of how it’s presented.

If it helps, think of the headless CMS like an author writing a book. The author, headless CMS, is providing the content while the publisher, website, formats and delivers the content to the public via hardback book, e-book, etc… The consumption methods change but the content is consistent.

Pros
Content is ready to be served on any device
With the headless API developers can worry less about content and more about presentation
Front-end agnostic (A headless CMS doesn’t care about where the content is going or how it’s going to be displayed. It simply serves it up allowing developers the freedom to use their preferred frameworks and tools.)
Simply create content without worrying about being in a single system that contains everything
Cons
No content preview (Some systems allow you to build a preview integration but this does add additional upfront overhead.)
More upfront integration/configuration effort
Developing a head/client(By “head/client”, we mean the output and displaying of the content that you have created (website, mobile application, etc).)
When to Use a Headless CMS
A headless CMS isn’t always the best choice, so you have to consider your circumstances carefully. We recommend using a headless CMS in the following cases:

Websites/web apps that use JavaScript frameworks such as React, Angular or VueJs
Native mobile apps
Any environment in which you need to publish content across multiple platforms all at once
When using a static site generator
While no one solution solves all problems, we hope you could see the value in weighing your options when it comes to choosing the right CMS. Besides these two major types, the flavor variants really come down to preference. Choosing one headless CMS over another, for example, is often an exercise in testing the interface and API to choose the one you and your content providers feel most comfortable with.