Software Testing Blog

Our guest blogger this month is Atul Angra. A resident of India, Atul is one of our more accomplished testers (a Gold Tester in fact), with over six years of professional experience. He’s a photographer at heart, but a tester by trade, with domain expertise in healthcare and finance. He’s also a former Bug Battle winner, a guest judge, a Tester of the Year, a Forums junkie, a crash course author and he’s here today to discuss how interpersonal skills can make or break a tester’s career. Enjoy!

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Let’s take a scenario where a tester follows the rules and reports 100 bugs. Some of these bugs were traced to non-documented requirements that are implicit in nature, such as a drop-down list not populating alphabetically and things of that nature. These bugs are quite common and usually end up in conflict, as development teams reject them based on the argument that it’s not a defined requirement.

Here, both the developer and tester are not ready to close this issue – and they are both correct. The traditional way these issues are resolved is by involving someone from management to intervene and make a decision. The time spent in escalation and argument is much greater than what it would have taken to actually fix the issue.

At a high level, we could blame the team which collected requirement, but this may not be the case when it comes to implicit requirements. Many of these situations could be resolved if the tester demonstrates interpersonal skills.

Testers play a challenging and critical role in the organization. They dare their developer counterparts and are constantly challenged by release managers, as they pose significant risk in delaying the release. This may even stop the organization from achieving a financial target on time. In other words, testers play the role of Devil’s advocate when it comes to improving quality of a deliverable.

As such, good testing skills and good interpersonal skills make the KILLER COMBO that suits this role. Critics are rarely appreciated for their work, but coaches are. Yet coaches and critics do the same thing: they point out your mistakes and give you a chance to perform better the next time around.

The difference is in their approach. An ideal tester should become a coach instead of a critic. Developers turn defensive when testers approach them with a statement such as “This is not working as intended.”

With good interpersonal skills, these discussions can become more effective. A good tester will put forth a scenario that makes the developer consider the impact if the bug is not fixed.

A tester who reports the maximum number of critical bugs with a low rejection ratio is considered efficient. Other expectations from testers are to meet deadlines, ensure process compliance, and practice good documentation with complete functional testing. They ignore a very important attribute here:  interpersonal skills.

Conclusion:

A tester might have all the required technical skills, but may still fail because of his/her interpersonal skills. A bug that could have been amicably solved turns into a management issue with leads to a lot of wasted time.

Testers should spend time in enhancing their interpersonal skills. People always like to have colleagues who are a good listeners and who love to share knowledge. One who shares information and resources, and is helpful by bringing conflicts to the surface and getting them resolved in an ethical and professional manner.

Editor’s note: If you would like to write for our Guest Blogger series, send your posts and ideas to me at mikeb@utest.com