Build and Beyond: Engineering Culture & Developer Happiness
Welcome to Build and Beyond, where we feature perspectives from our EngineeringX community members on key topics around software engineering. EngineeringX is a dynamic global community of engineering leaders who are passionate about driving developer productivity and innovation.
In this series, Nick Durkin, Harness Field CTO and Head of EngineeringX, interviews community members to dive deeper into their experiences and insights, giving you an inside look at the trends shaping our industry.
A successful engineering team is a happy engineering team. Happiness and culture are crucial for engineers because they directly impact creativity, productivity, and retention. Working on complex, high-stakes problems requires focus and resilience. Feeling valued, supported, and part of a positive culture increases engineers' engagement and motivation, which in turn fuels innovative thinking and problem-solving.
I sat down with Anand Safi, Director of Engineering - Data Platform & AI/ML Solutions at Zinnia, a tech company focused on transforming the insurance industry. Anand is passionate about growing and leading engineering teams, focusing on culture and effectiveness. In his current role, he heads the Data Engineering & Machine Learning practice, providing the executive team with technical insights and growth opportunities while helping to drive a data-first roadmap. He has a strong track record of driving change management, people leadership, strategic planning, cross-functional results, and mentoring.
In our interview, Anand highlights the significance of building a positive culture within engineering teams and the various advantages it provides.
How do you define “developer happiness”?
Developer happiness is about creating an environment that fosters empowerment, trust, and recognition. It encompasses professional growth, meaningful impact, and psychological safety. When developers have autonomy, the opportunity to innovate, and access to the right tools, they can focus on what they enjoy the most —solving problems and building great products.
What are the critical elements of a strong engineering culture?
A strong engineering culture is defined by clarity, inclusivity, autonomy, and a shared commitment to excellence. It encourages continuous improvement, viewing experimentation and failure as opportunities for learning. Prioritizing work-life balance, clear communication, and recognition of achievements fosters sustained engagement and motivation.
Balancing high performance with maintaining a positive work environment can be challenging. What strategies have you found most effective in motivating your team without burning them out?
One of the most effective strategies I’ve used is promoting sustainable work practices, like work-life balance. Everyone has a different work ethic and daily routine, so it's key to respect their boundaries as much as feasible.
I also strive to foster a culture of open communication where developers feel comfortable raising concerns before they escalate into burnout. This involves setting clear priorities and ensuring the team has a manageable workload.
I encourage transparency in timelines and a focus on incremental, high-quality delivery over unsustainable sprints. Regular check-ins and celebrating small wins also help maintain motivation while keeping stress levels in check.
When pressures like tight deadlines or technical debt arise, how do you keep the team grounded and happy?
When faced with tight deadlines or technical debt, I prioritize realistic planning, effective scoping, and proactive communication with the team and stakeholders. It is crucial to break down large tasks into manageable parts with tangible outcomes while setting clear milestones. This approach helps the team feel a sense of progress without becoming overwhelmed.
I also encourage team members to raise challenges early, ensuring they understand that leadership supports them in managing trade-offs. We can maintain a positive mindset in these stressful situations by reinforcing the importance of collaboration and collective problem-solving. Additionally, once the pressure alleviates, we take the time to decompress and reflect on the lessons learned.
How do you ensure new team members are integrated into the culture and feel a sense of belonging?
Onboarding and providing a welcoming environment are critical for integrating new team members and giving them a sense of belonging. My approach is to create a structured onboarding process beyond technical training that includes introductions to the team, cross-functional collaborative stakeholders, culture, values, and communication norms. Pairing new hires with mentors or buddies helps them navigate their new environment more comfortably.
Regular check-ins during the first few weeks and months are essential to ensure they feel supported and have opportunities to voice any concerns. Celebrating early wins and encouraging participation in team activities helps foster a sense of belonging right from the start.
As we wrap up our conversation with Anand, here are a few fun facts you should know:
What’s your process for turning a bad day into a good one?
Rest & Reset. Disconnect from whatever is causing you distress and pivot to anything that has a calming effect.
What is one thing you are most proud of?
Professionally, I am immensely proud of growing technical leaders and supporting underrepresented talent to break through in tech.
What are you reading or listening to right now?
I am currently reading “Decisive” by Chip & Dan Heath.
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