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Team Growth Planning for Agile Development Teams in 2022

5 Things To Consider When Building Software Development Teams for 2022

Software development project planning that uses agile methodology, takes an analytical approach to productivity, but what are the key factors that need to be considered when laying a project planning foundation? How do we create the right environment, with the right people to get the job done? As the new year brings new goals, we must also consider how we plan our growth to success.  Where do we get started and how do we know what to consider? Creating a roadmap to team and project success starts by analyzing our biggest influencing factors.  Below are five major components to consider when building your growth roadmap for 2022 projects:


Budget is a primary component of every project that determines how many hours and how much money will be spent on a project. This crucial factor impacts quality, and efficiency. When considering your budget, our first step may be to lay out all the potential needs of the project:

  • What roles will we need to fill?
  • What level of expertise is needed?
  • How much do these new positions cost?

Time Management

While we lean heavily on project managers to create the right timelines for our projects, what timelines do we need to consider before assembling the right team? Before we can decide when a project needs to begin, we need to consider how quickly we can acquire the appropriate assets to get the job done. How long will it take to find the right talent and how long will it take the team to onboard them?

  • How long does it typically take internal recruiters to source team talent?
  • What is the lead time from hiring a new candidate to their ability to begin productivity on a project?
  • What roles can be hired first to start on a project while others are being recruited?


When setting big picture goals as a company, it’s very likely that software development teams have been over-committed. While this type of devotion is needed to be passionate about upcoming projects, it creates a level of risk that needs to be considered in the planning process. Not only do teams have to create schedules for planned projects, but they must also consider the volume of unforeseen work that they take on time and time again. Identifying these risk factors in the early planning stages allows you to think ahead and create a plan B, or a team B, for the inevitable.

  • What types of risks are you taking to meet your goals?
  • How can you prepare your teams ahead of time?
  • What types of solutions can you consider?
  • Are there any added risks when utilizing your solutions?


Another sector of time management to consider is the onboarding process. How long will it take your internal team to find the talent you need to get your upcoming projects done? This lead time can become costly to your team, as they take on the burden of work while you’re unable to find the appropriate supplement. Worst case scenario your team isn’t able to adjust to workload capacity or skill set required, and work is delayed. Something to consider here is how you can help your recruiting team to find the right candidates.

  • How long will it take my recruiters to find all the candidates I need?
  • How long will it take for new candidates to onboard and begin productivity?
  • What types of solutions can I find to quicken my recruitment process?


HR departments spend countless hours and money on culture initiatives to create attractive working environments for top-quality candidates. In today’s market employees want to know that their employers are suitable not just for their career objectives, but for their personal beliefs and motivating factors. Company culture not only defines the type of talent you attract but can help find the right fit earlier, creating less turnover and a higher quality of life for employees. When creating a growth roadmap, considering culture into your solutions creates trust with your teams but also helps negate potential early turnover.

  • What type of company culture do I want to promote?
  • How will the solutions I choose affect my company culture?
  • How can I help my recruiting team better understand my desired cultural fit?

While some of our workplace procedures can become routine, we can always analyze our success and find better roadmaps for improvement. Even though we have the capabilities to get the job done, unforeseen roadblocks can be avoided or made less painful if we take extra measures to prepare ourselves for the unexpected. Your amount of success isn’t always created by your productivity, but by your ability to accommodate the deviations from our plans.

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