Test Lead Roles and Responsibilities

An exclusive guide on Leadership in Testing to brief the key responsibilities of a Test lead. Clearly understand how to manage a test team effectively with expert tips:

The importance of testers and testing teams has been established again.

An application or product’s success is largely attributed to efficient and effective testing techniques that form the basis for valid bug exposure.

A Test team can comprise individuals having varying skill levels, experience levels, expertise levels, different attitudes, and different expectations/interests levels. The attributes of all these different resources need to be tapped rightly, to maximize quality.

Essential Responsibilities of a Test Lead

They need to work cohesively together, follow the test processes, and deliver the committed piece of work within the scheduled time. This necessitates the need for test management, which is most often performed by an individual with the role of being a test lead.

As testers, the work that we’re finally boiled down to do is a direct result of leadership decisions. These decisions are an outcome of trying to implement effective QA processes in addition to good test team management.

This article would help in bringing out the commonly performed duties by a Test Lead and what other factors are to be considered while managing a test team.

We will also highlight some key skills required to be a good leader along with a few other skills about how to keep a test team happy.

This tutorial will not only help the Test Leads in terms of how and what to modify to get optimal results but also guide the experienced testers who aspire to move into new leadership roles.

Test Lead/Leadership Skills and Responsibilities

By definition, the basic responsibility of any Test Lead is to effectively lead a team of testers to meet the product goals and thereby achieve the organizational goals that are derived. Of course, however straightforward the definition of the role is, it inherently translates into a whole series of responsibilities for the individual.

Let’s take a look at the commonly carved-out responsibilities of a Test Leader.

Recommended Reading => How to build a successful QA team?

A Test Lead is most commonly responsible for the following activities:

#1) He must be able to identify how his test teams align within an organization and how his team would achieve the roadmap identified for the project and the organization.

#2) He needs to identify the scope of the testing required for a particular release based on the requirements of the document.

#3) Put out the Test Plan after discussions with the test team and have it reviewed and approved by the Management/ Development team.

#4) Must identify the required metrics and work to have them in place. These metrics could be an inherent goal for the test team.

#5) Must identify the testing effort required by calculating the sizing needed for the given release and plan the required effort for the same.

#6) Figure out what skills are required and balance the test resources accordingly with those needs based on their interests as well. Also, identify if there are any skill gaps and plan for training & education sessions for the identified test resources.

#7) Identify the tools for Test Reporting, Test Management, Test Automation, etc., and educate the team on how to use those tools. Again, plan knowledge transfer sessions if required to the team members for the tools that they would use.

#8) Retaining skilled resources by instilling leadership in them and offering guidance to the junior resources as and when required thereby enabling them to grow.

#9) Create a fun and conducive environment for all the resources to make sure they have maximum throughput.

Manage the Test teams effectively

#1) Initiate the Test Planning activities for Test case design and encourage the team to hold review meetings and ensure that the review comments are incorporated.

#2) During the Testing Cycle, monitor the test progress by constantly assessing the work assigned to each of the resources and re-balance or re-allocate them as required.

#3) Check if there might be any delays in achieving the schedule and hold discussions with testers to figure out the issues that they may be facing and strive hard to resolve them.

#4) Hold meetings within the test team to make sure everyone is aware of what the other fellow team members are doing.

#5) Present the timely status to the stakeholders & management and instill confidence about the work being done.

#6) Prepare any Risk Mitigation plans if in case any delays are foreseen.

#7) Bridge any gaps and differences between the Testing team and the Management to form a clean two-way interface channel.

Suggested Reading => How to keep the motivation alive in software testers?

Test Management

Although Leadership can mean a whole arena of things like power, knowledge, the ability to be proactive, and intuitive, the power to influence decisions, etc., it’s often seen that many a time even though certain test leaders possess almost all these qualities inherently, they’re still probably way off the target at managing their test teams effectively because of how they attempt to bring out these qualities.

Often in testing teams, although Leadership and Management go together hand in hand, they do not mean the same thing.

A Test Leader may possess all the leadership skills on paper, but that doesn’t mean that he can manage a team as well. We have several policies set in place for test processes. However, the art of management of test teams is often a grey area in terms of defining a hard and fast rule for management.

Any thoughts on why that might be and how is any test team different from other teams?

I think that it’s extremely important to realize that with a Testing team using a management approach that is theoretically perfect and proven, it may not always work well.

Prime Factors For Managing Test Teams Effectively

Certain facts need to be taken into consideration to manage a test team effectively. This has been elaborated below:

#1) Understand the Testers

A tester’s job is to find the defects or bugs in software to improve its quality. In a team, there could be testers who enjoy breaking the code by bringing in innovative and creative styles of testing. Needless to say, this requires a person to have skill, creativity, and the kind of mindset of looking at software quite differently from the rest.

With a significant amount of time spent in your job in your daily life and growing experience, test resources almost cannot break out of this “test” mindset and it becomes a part of who they are, personally and professionally. They look for defects in almost everything ranging from the product to processes, test leads, managers, etc.

Taking time to understand this mindset of the test team is the first and foremost step in being able to derive a reasonable Test Management approach for a test lead.

#2) Testers’ Work Environment

The Test team most often finds themselves dealing with high levels of pressure because of strict deadlines against the voluminous amount of testing they need to achieve with the given test resources.

Sometimes there could be a delay in delivering the code to the test team or delay in acquiring the required environment or a delay in fixing/verifying defects due to innumerable factors. All this, with no extension in schedules.

In addition to this, there could be a large amount of test effort required, whereby insufficient or incomplete testing may directly raise questions about the quality of the product.

Even though test teams may flag certain risks they identify proactively, many a time this may not be looked at very positively by the management either because they may not completely understand the nitty-gritty involved or they may look at it as a lack of skill level in test teams.

Doubtlessly the test teams undergo high levels of frustration along with the pressure to deliver on time. Gauging the environment the test team is frequently exposed to, and working in it could be invaluable input for a test lead/ manager for effective management.

#3) Test Team’s Role

After a lot of years in the testing domain, I have come to realize that no amount of testing is “complete” testing, and uncovering “all” defects is a fictional phenomenon.

So many times regardless of the large test effort, defects are found in the customer or production environment and termed as an “escape” from the test teams. The test team often takes the hit for such escapes and is asked to quantitatively describe their testing coverage to decipher if this field issue could have been caught during the test cycle.

Sometimes this causes a big letdown to the testers regarding how their roles are portrayed to others in terms of their skills and hence the vision of that to themselves in the broader picture.

Team Management Techniques to be an Expert Test Lead

By now we know that managing a test team is a different ball game. It may not fit in within the boundaries of traditional management techniques, because of the mindset, environment, and challenges faced by test teams.

Now, in this section, we will discuss how to have a happier test team. Whether you’ve been in this role or have been promoted recently, these important pointers below will surely guide you in the next steps.

Skill #1: Have Business Knowledge and Technical Skills

• An organization generally puts out its business goals which get translated from the higher levels of management right down to each team and individual. Test Leads must have a good hold over the project road-maps, overall organizational goals, stakeholders, and customer requirements. At any given point, they must be able to render the guidance needed by any test team member to help them understand what role he/she is playing in line with the project’s success and must empower them to see the bigger picture.
• Most often, testers find that the test lead may not be able to fully understand the technical issues they face while testing. A Test Lead must possess the needed skills to be able to guide the testers with any tools, environment, systems, etc., and provide solutions to overcome any problems that they might be facing. In critical times, they must also undertake some work on themselves to ease the load of the team.
• Businesses are very dynamic and many times new test items may be added right at the end of the release. Sometimes already tested items may be de-scoped. At both such times, the Test Lead must guide the testers and enable them to look at scope changes objectively. This ability of the test lead to be able to guide the team technically and otherwise will help team members to rely on the test lead.

Skill #2: Effort Estimation and Effective Assignment of Work

• When a requirement document is floated out, the Test Lead along with his team of testers gets to writing a Test Plan which would define the scope, hardware, software, features to be tested, schedules, etc. Based on this a sizing estimate for the effort needed is made and appropriate work assignments are made.
• In a test team, there are certain senior people and some junior people. A careful assessment has to be taken by evaluating the interests of each of these testers. The assignment must be such that the piece of work they get must not only excite them but also build on to their existing knowledge base.

• Another common problem in testing teams is – workload balancing. Heavy workloads are a part and parcel of test teams and constantly pushing your teams to work overtime can cause saturation. If a lead detects that there might be a heavy workload that has to be covered by fewer resources, a suitable mitigation plan has to be put out early enough. In certain unavoidable situations, the team must be kept posted that it’s an unforeseen circumstance and their willingness to extend would be greatly appreciated.
• Secondly, even though senior testers with their experience could cover a wide variety of line items, pushing on more work and responsibilities will certainly deter their interest in completing the test goal. Take some calculated risks and assign challenging items to junior members. Their eagerness towards wanting to know and grow more can be instrumental in developing a team.

Skill #3: Try Not to Over Commit

• Often test leaders, in their intention to highlight the skills of their teams, stress out their teams by over-committing. Now over-committing can mean a wide arena of things.

For Example, if the scope of testing gets altered while the test team has begun testing, and it is deemed that the test content increases. At such times, when test leads are asked to provide their inputs on the sizing and the time needed to complete, a tendency is to overcommit that they can spend longer hours/weekends and “squeeze” the testing in the same duration without compromising on the quality. This not only sets a permanent expectation that the test team will always extend themselves but also forces them to make a lot of personal sacrifices.

• Certain other times, overcommitment can mean setting unreasonable expectations on the test team concerning finding defects/ escapes. It’s vital to understand the basic fact that testers are humans, prone to error. Hence setting excessively unrealistic targets of having negligible/no defect escapes is demotivating as testers will tend to feel responsible for any defect that might get discovered outside of the test team.
• Overcommitment can lead to burnout. In the former case of test scope changes, negotiate the test schedule accordingly with the management. In the latter case, understand that nothing in life is error-free, and setting such targets sounds awesome only in theory.

Skill #4: Communication on All Levels, Interpersonal Skills

Communication whether it’s on email, phone call, or on an interpersonal level should have been the first item on the list, but like it’s said – save the best for the last. Let’s take a look at how this impacts almost every technical and non-technical aspect.

Learn how to disagree:

As a Test Lead, you’re an interface between the management and the test team. There is no “format” to disagree with either party, but it’s essential to do it when the situation calls for it. Of course, there are ways to do it. When it comes to the testers, you need to take a more sensitive or softer approach.

When it comes to Management, you probably have to make them see more value in your idea than theirs with factual information.

Negotiation skills:

A Test project always has its set of challenges environmental issues, management concerns with the test progress, understanding of goals between management and individual teams differs, interpersonal issues/conflicts within team members and between team members and the management. At such times it falls upon the test leader heavily to see light through these challenges.

Sometimes the top levels are not very easy to deal with and hence it’s important to negotiate in a way such that the other party feels that their input has been considered. Likewise, a Lead must be able to drive conflict resolution where both the involved parties feel that the mid-ground is something that they can agree with.

Encourage collaboration with development:

Often, a tester is seen to be frustrated when the development team rejects a defect which is a limitation. Although each of them is right from where they come from, this often leads to the “us versus them” attitude between test and development. The test lead should drive the test team to have a healthy and collaborative relationship with the development.

Two benefits that you will see:

• Testers understand the background of the feature much better with its limitations and
• Developers understand how an end-user sees the code.

Reporting to upper Management and Email communication:

A big chunk of the test lead’s time is spent preparing status reports and reporting the progress to the management. A leader is a window through which the management team sees the test team’s efforts, and hence he must have the ability to report information in a crisp and consumable manner.

The reporting must highlight the accomplishments of the testers very clearly, to enable management to appreciate that immediately. It should also depict the issues faced by the test teams, the series of things the team has tried or will try to resolve and in cases where it’s beyond their control, state that clearly – requesting the management’s guidance in resolution.

Even when the test team’s progress is not up to the mark, the lead must be able to instill confidence in the management that the test team is performing at its optimal quality to meet the deadline.

Team meetings:

Needless to say, the test lead must drive internal meetings. These meetings would enable him to understand each tester’s tasks, his current progress, and the issues hindering his progress. The lead should discuss the issues close to the root cause and provide suggestions/approaches on how to overcome these issues.

This forum can also be used to pass on appreciation or kudos to team members who would encourage them to perform better and motivate others. An occasional email in appreciation of their contributions is a very good idea to keep testers motivated to perform great!

Recommended Reading => How to motivate Software Testers?

Team meetings can also make the test lead ensure testers have what they need in terms of the test infrastructure, clarity on a project, support from development for good defect turnaround time, etc.

Team meetings form a great platform to hold brainstorming sessions, the output of which can lead to innovations, and process improvements in performing the daily job.

Apart from technical aspects, team meetings also enable the test lead to form a healthy relationship with his reporters. This can also prove to be a learning for him in turn, by regularly asking for feedback on how to manage better. The mantra is simple: You grow and I grow!

Give space:

A test team in particular mostly comprises diverse resources each with its working style. Most test leads often make the mistake of trying to enforce a different culture in the team which might have worked well for him in the past. The fundamental rule is to let people do their thing unless it grossly hampers the project schedules.

During critical milestones dates- if it’s required that the test team has to work late hours, or weekends to meet schedules, giving them space and the freedom to work the way they wish to, is of prime importance. Have backups for everyone so that it’s okay to let people take a break when they want.

Also assure them that once the deadline is met, they could take some time off to recharge.

Especially in a mature test team where almost all resources have a considerable amount of experience and credibility, forcing certain management cultures would lead to open disagreements and arguments. Understand what the team does technically, make valuable suggestions, and leave it up to them to take what they need to achieve the milestone.

Don’t show up at their desk now and then asking for a status update. That builds a lot of pressure on the person and a feeling of failure/resentment in case he’s not able to overcome a particular issue on that day.

Make a second in command:

A primary goal of any leader must be to create torchbearers; i.e. create other leaders. That is one of the most distinctive qualities of a good leader. With a junior member, while it is important to review what they are doing keenly, it would prove to be invaluable learning for them if they’re allowed to own up to their role.

For Example, if they are stuck with an issue while testing, enable them to do their research, follow up with the development, and drive it to completion independently, unless it’s necessary to intervene. This would help them grow.

With senior members – involve them in key decision-making activities. Their experience can prove to be an asset, so exploit it well. Make sure they are projected as leaders in their own right, by delegating a part of your responsibilities to them. Empower them to mentor the junior members by making a buddy system that will help both members equally.

Email communication:

This probably should have been a bullet in almost every item here and a must-have quality for any individual in the corporate space, let alone leaders. Whether it’s preparing a report, giving a presentation, a review process, passing on appreciation, etc. having good communication skills is essential to express oneself effectively.

Recommended reading => How to write effective emails in the QA team?

Skill #5: Personal Qualities

At the end of the day, testers are human beings with feelings. If your team wants to bring out their best and extend themselves further because of your influence – consider it your biggest victory.

Also Read => 16 characteristics of a great software tester.

• Being straightforward is a hallmark sign of being a good leader. Your team will be able to rely on you in terms of what information you share which makes you more approachable to them.
• Have no ego issues concerning your position. If you’ve made a mistake, have no problems apologizing for it!
• Always share your credit with the team, because after all, you shine only if your team shines.
• Try to use “our”, “we”, and “us” instead of I, you, him, or her. Instill a sense of mutual ownership.
• Show passion for your work. For the team to feel passionate about their job and relate to it, the onus is on the test lead to radiate that energy.
• Enjoy yourselves even while at work. While most often there are team events and fun activities planned, there’s no rule that fun has to be restricted to that one day. We spend a large chunk of our day together and things are stressful. Have tea, and lunch together, have birthday celebrations, plan something impromptu. This will help strengthen interpersonal relationships to a large extent.

We hope the pointers above have mostly covered everything to lead a test team successfully.

Conclusion

Understanding all these realities within test teams would help in level-setting the kind of management approach to follow, which means there would be a good chance of stepping away from standard and theoretical management techniques.

Please share your thoughts in the comments section below!!