For the successful work of a programmer, not only technical skills are important, but also psycho-emotional state. Stressful environments, complex tasks, and constant changes in the IT field often lead to burnout, low motivation, and other problems. Therefore, it is important to timely assess the psychological profile of the programmer and develop a support strategy.
Personality tests, such as the Myers-Briggs Typology Indicator (MBTI), help us determine a programmer's strengths weaknesses, and preferences in communication, decision-making, and problem-solving styles. This knowledge will help us create optimal working conditions and plan professional development taking into account individual needs.
Emotional intelligence tests, such as the Meyer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), assess a programmer's ability to identify, use, understand, and manage emotions. Emotional intelligence is critical to effective communication, maintaining harmony in teamwork, and coping with stressful situations.
Stress management tests, such as the Perceived Stress Scale (PSS), show how much pressure a programmer is under and how they cope. Based on this information, we can offer stress management techniques, improve work organization, and attract additional resources if necessary.
Motivation tests will give us an idea of the main motivating factors of a programmer - be it financial compensation, recognition, creative self-expression, or others. This knowledge will help us create an effective incentive system and promote career development.
This assessment must be conducted ethically, with confidentiality, and with the employee's informed consent. Testing results should not be viewed as a verdict, but as a tool to better understand and help our team members.
Maintaining a supportive work environment is crucial – a culture of open communication, empathetic leadership, flexible working arrangements, and professional development opportunities will help prevent psychological problems.
Don't forget that mental health challenges are natural and common, especially in the high-stress IT industry. Therefore, we need to talk openly about this topic, normalize the stigma, and create an atmosphere of mutual understanding and support in our teams.
Finally, the psycho-emotional well-being of the programmer is both an ethical obligation and a practical necessity for successful projects and organizational growth. The assessment tools and approaches discussed in this article will allow us to take a step forward in creating a more humane and effective IT workspace.
Let's give some examples:
One of the most talented developers, Bukhuti, has recently been missing deadlines more and more often, seems irritable, and avoids team activities. They decided to assess his psychological state with the MBTI personality test. It turned out that Bukhuti is an introvert and an abstract thinker (INTP type). Based on this insight, he was given a more comfortable workspace to focus on details and more autonomy in project management. Now he is much more motivated and productive!
Another example is a senior developer, Tamar. As a team leader, he had to deal with conflicts in difficult situations, which created stress. Tamar completed the MSCEIT emotional intelligence test and found that she had good emotion recognition skills but had difficulty managing her own emotions. She was offered training in assertive communication and stress management techniques. This significantly improved the quality of his leadership and increased the satisfaction level of the entire team.
In a similar approach, the PSS stress management test and questionnaires were also used to assess motivation. In one case, when one of the programmers was found to have high-stress levels, therapeutic massage sessions were introduced in the office. Today, all employees benefit from this opportunity, and this is reflected in the improvement of their mood and performance.
I will emphasize once again - these tests are not intended to "label" employees but to better understand their needs and develop individual support strategies. Any test results will be discussed confidentially with the employee.
However, psychological assessment is only one part of our approach. Equally important are events such as regular team activities, mentorship programs, an "open door" policy for honest communication, and corporate social responsibility projects where our programmers create applications to solve social problems. As a result, our team members are happier, healthier, and more motivated. We see them grow as professionals and as people. Consequently, the success rate of our projects and customer satisfaction will increase significantly.
Let's consider examples to assess the psycho-emotional state of the programmer:
1 Image: A programmer sits at a desk with his head in his hands and looks bored or tired
If a candidate says they often feel this way, it may indicate high stress or a risk of burnout. It may be necessary to reduce workload or responsibilities, refine stress management techniques, or provide additional support.
2 Image: Man lying in bed staring at the ceiling with a frustrated or upset expression, indicating insomnia or sleep problems
If the candidate confirms that he often suffers from insomnia, this may indicate rest problems related to stress or mental state. It is important to observe sleep hygiene, manage stress and, if necessary, consult a professional.
3 Image: A programmer stares at a computer screen, surrounded by many open windows and stickers, indicating difficulty concentrating.
If a candidate says they often have trouble concentrating on multiple tasks, this may be a sign of overload or attention deficit. Need to prioritize, break tasks down into manageable chunks, and take breaks to stay efficient
4 Image: A person sits on a chair with a bored or apathetic expression, indicating a lack of motivation or interest
If the candidate frequently loses interest in the job, it may be due to routine, limited opportunities for professional development, or other factors. It is important to define goals and provide a variety of work and incentives to maintain motivation.
5 Image: A face with a melancholy or sad expression that expresses sadness or depression
If a candidate confirms that they often feel sad or depressed, this may be a sign of a mental health problem. Creating a supportive work environment, stress management strategies, and seeking professional help when needed are essential
Here are some sample questions that can be used to assess personal characteristics:
Introversion (I) / Extraversion (E):
When facing a problem, do you prefer to think through it alone or discuss it with others?
Does being at crowded gatherings energize you or leave you feeling drained and exhausted afterward?
Do you feel more comfortable interacting in small groups rather than large gatherings?
Intuition (N) / Sensing (S):
Do you focus on the overall vision of a project or are you more interested in specific details?
Do you believe that the best ideas come to you spontaneously, based on intuition?
When learning something new, do you prefer theoretical concepts or practical examples?
Thinking (T) / Feeling (F):
During a debate, do you rely on objective logic or personal values and opinions?
Do you believe that strict truth should take priority over sparing others' feelings?
When making decisions, do you give more weight to rational arguments or the needs and emotions of others?
Judging (J) / Perceiving (P):
Do you prefer a well-organized environment or a more flexible and open structure?
Do you experience significant stress when plans change or tasks are left until the last minute?
Do you believe that decisions should be made as quickly as possible, rather than gathering as much information as possible?
These questions can provide insight into an individual's preferences along the four dimensions of the MBTI framework. However, it's important to remember that these are just indicative questions, and a full MBTI assessment should be conducted by a certified professional for a more comprehensive understanding of an individual's personality type.
Example of a stress management test:
A programmer fills out the PSS questionnaire, which includes 10 questions about how often they experienced stress over the past month. The questions relate to stress symptoms such as irritability, anxiety, loss of control, and hopelessness. For example, one of the questions is: "How often have you felt that you could not cope with all the things that you had to do?" As a result, the programmer was found to have an above-average stress score, indicating that they struggle with managing stressful situations and may need to refine their stress management techniques.
How often have you felt nervous or stressed in the past month? (Never, Rarely, Sometimes, Often, Very Often)
How often have you felt that you were unable to control the important things in your life? (Never, Rarely, Sometimes, Often, Very Often)
How often have you felt confident about your ability to handle your problems? (Never, Rarely, Sometimes, Often, Very Often)
How often have you felt that things were going your way? (Never, Rarely, Sometimes, Often, Very Often)
How often have you found that you could not cope with all the things that you had to do? (Never, Rarely, Sometimes, Often, Very Often)
How often have you been able to control irritations in your life? (Never, Rarely, Sometimes, Often, Very Often)
How often have you felt that you were on top of things? (Never, Rarely, Sometimes, Often, Very Often)
How often have you been angered because of things that were outside of your control? (Never, Rarely, Sometimes, Often, Very Often)
How often have you felt difficulties were piling up so high that you could not overcome them? (Never, Rarely, Sometimes, Often, Very Often)
How often have you felt that you were effectively coping with important changes occurring in your life? (Never, Rarely, Sometimes, Often, Very Often)
The MSCEIT measures four key components of emotional intelligence:
Perceiving Emotions:
Recognizing and naming facial expressions in pictures
Determining a speaker's mood based on their tone of voice
Interpreting body language to understand emotional states
Using Emotions:
Harnessing emotions to generate creative ideas when solving problems
Employing empathy to understand others' motivations and needs
Considering emotions in the decision-making process
Understanding Emotions:
Identifying cause-and-effect relationships between emotions
Recognizing and explaining complex or contradictory emotions
Comprehending the dynamics of emotional state changes over time
Managing Emotions:
Regulating one's own emotions in stressful situations
Managing others' emotions to resolve conflicts
Utilizing emotional self-awareness for personal development and growth
Specific examples:
A programmer is given images of people with various expressions and is tasked with recognizing their emotions - Perceiving Emotions.
A programmer must describe how they would use a specific emotion (e.g., enthusiasm) to solve a challenging technical problem - Using Emotions.
A programmer is given a scenario where a team member experiences multiple emotions (e.g., disappointment, anger, and regret), and they are asked to explain what caused these emotions - Understanding Emotions.
A programmer must describe how they would resolve a tense situation within a team where there is disagreement and discontent among members - Managing Emotions.
Ultimately, a programmer's psycho-emotional well-being is both an ethical obligation and a practical necessity for successful projects and organizational growth. The assessment tools and approaches discussed in this article will enable us to take a step forward in creating a more humane and effective IT work environment.
I hope my examples inspire you to pay more attention to this important issue within your IT teams. I wish you success!