As an experienced software tester and quality leader, I've seen teams fall into a familiar trap: expecting new joiners to adapt to existing workflows and processes without question. It often puts the burden on fresh eyes to challenge the status quo when they're at their most vulnerable - unfamiliar with the team's dynamics and possibly hesitant to speak up. We can't rely on new members to shoulder the responsibility for driving change when they're just getting started.

Instead, teams need to foster a culture where feedback is encouraged from everyone, especially new team members. It's easy for long-standing members to become accustomed to inefficiencies or blind spots, whereas new joiners can often spot these issues immediately. Their perspectives are fresh and often vital in improving team performance.

Rather than waiting for new hires to bring up these inefficiencies themselves, a better approach is to proactively invite feedback. Scheduling regular one-on-ones, use anonymous surveys (this does not work in small startups), or creating an open culture where speaking up is encouraged can go a long way. As experienced professionals, it's also important that we are transparent about our own struggles, so newcomers don't feel like they're the only ones grappling with issues.

The best teams I've worked on actively sought out these insights, continuously evaluating their processes with each new addition. This approach not only makes the team stronger but also empowers the new members to feel confident that their input is not just welcome but necessary.

Adding a person to a team might completely change what the team needs. I've seen first hand how adding even one new member to a team can dramatically shift its needs. It's not just about onboarding someone into existing roles and workflows; it's about recognising that their presence alters the dynamics and could require an overhaul in how the team operates. Their experience, skills, and even their working preferences can transform the team's trajectory.

For instance, if you bring someone on board with deep expertise in test automation, you might realise that your testing strategy needs to evolve to leverage their skills. Or, if a junior engineer joins, it may highlight the necessity for more in-depth documentation or increased mentoring efforts. In these scenarios, clinging to "the way we've always done it" is a fast track to missing out on potential improvements.

It's about being adaptable. Team composition isn't static, and as professionals, we have to stay fluid, redistributing responsibilities, reassessing priorities, and adjusting the focus based on the changing needs of the team. This flexibility ensures that we're always working towards making the team function at its best, even as its composition evolves.

Teams cannot be directly compared
There's a common fallacy I've seen across many organisations: trying to compare one team's performance to another's. This is not only unproductive but often misleading. Every team operates under different conditions - different goals, tech stacks, levels of seniority, and individual personalities. Metrics like velocity or points completed per sprint can only tell you so much, and they're rarely useful when comparing across teams.

Instead, a more effective approach is to look at how a team performs over time relative to itself. Has the team improved? Have processes become more efficient? How have team members grown? Does the team feel safe? This is a much more insightful way to gauge a team's health and progress.

Adding people power late to a project could also delay it further. This wisdom highlights just how complex and unique team dynamics can be. Each team has its rhythm, and its particular strengths and weaknesses. Trying to make one team match the performance or process of another just doesn't work.

Conclusion
Teams aren't immutable; they're constantly being redefined, especially with new members. As experienced testers, we should recognise that these changes bring fresh needs and opportunities for growth. It's on all of us to create environments where feedback flows freely, and the team adapts as it grows. By staying open and flexible, we can not only improve our workflows but also foster a culture that values continuous improvement and individual contribution.

Ultimately, the key to success in team dynamics is understanding that change isn't something to resist; it's something to embrace. When we do, we make room for a more effective, resilient team that can consistently deliver quality results.