To Speak or not to Speak?

I saw an interesting post last week on Linkedin about being silent and certain situations such as those where speaking up might stir up strong emotions or where expressing your viewpoint could have personal consequences. There are many more examples, but I would like to bring the topic to reflect on it.

As someone deeply invested in my role as a Senior QA Engineer, navigating these kinds of scenarios is something I'm intimately familiar with.

In my journey, I've found that silence isn't always the answer for me. Instead, I've made a conscious effort to learn the art of thoughtful restraint—taking a moment to pause, reflect, and then communicate my thoughts in a way that's both fair and constructive. Being naturally empathetic, I've learned to pay close attention to the subtle cues in people's body language, tone of voice, and overall demeanor.

Recently, to better understand myself and how I'm perceived by others, I sought out feedback from a wide range of colleagues, both within and outside my team. Among the insights shared was a gentle observation about my tendency to be more emotional. While I fully embrace this aspect of myself, it serves as a gentle reminder to everyone I work with: we're all human, with our vulnerabilities and strengths.

Reflecting on past experiences, I'm reminded of moments when I've encountered challenges stemming from projects that were released into production despite the it fails of the QA team. There were certainly times when frustration set in, but I also witnessed instances where colleagues struggled to take ownership of their actions or unfairly claimed credit for others' work. One particular memory stands out—a project meeting where I felt compelled to address the mishandling of test cases due to errors in ticketing. It was a difficult conversation, but one that highlighted the importance of accountability and honesty within our team.

Ultimately, my journey as a QA professional has been shaped not just by technical expertise, but by a commitment to empathy, fairness, and understanding. It's about recognizing the humanity in every interaction and striving to foster an environment where everyone feels heard, valued, and respected.

How many of you have switched to another company without first expressing your concerns?

I’ve elaborated some tips on how to act and/or when you should speak out:

• Career Progression: Instead of suffering in silence and waiting for your annual performance review to discuss your career aspirations, take control of your professional path. Don't hesitate to share your goals and expectations with your direct managers proactively. Seek out mentorship opportunities, both within and outside your company, and be proactive in acquiring the necessary training and experience to propel your career forward. I’ve been seeing some promotions in the last months, and I spoke out to my line manager about what I needed to do more to be promoted. I took control of what I needed and was glad to discuss it.

• Seek Support: If you're dealing with a particularly challenging situation, don't hesitate to seek support from trusted colleagues, mentors, direct managers, or HR. They can offer guidance, perspective, and assistance in navigating difficult conversations. I’ve been involved when webinars and test Community blogs such as the Ministry of Testing, Geek Girls, and ADP Mentoring List to reach out to other mentors and learn by doing it.

• Dealing with Frustration: When faced with frustrating situations, it's essential to find constructive ways to manage your emotions. I find solace in writing down my thoughts in a notebook while listening to calming music. Rather than reacting impulsively, it's wise to wait until you're in a calmer state and have regained control over the situation. Consider scheduling a meeting with the individual who contributed to your frustration to address any misunderstandings or concerns. For instance, I once applied for an internal role and found myself in a situation where I wasn't selected, only to later discover that the chosen candidate declined the offer. This lack of direct communication from my manager left me feeling disrespected and frustrated. When my manager reached out to discuss the matter, I chose to postpone the conversation, explaining that I needed time to process my feelings before engaging in a productive dialogue.

• Act with reactive or difficult individuals: Timing is crucial when addressing sensitive issues with reactive or difficult individuals. Pick a moment when you and the other person are both calm and receptive to communication. Avoid confronting someone in the heat of the moment, as emotions may cloud judgment.

• Follow-Up: After addressing any of the above situations, follow up as needed to ensure that any agreed-upon actions are being implemented and that communication remains open. Revisit the issues if necessary to address any remained concerns or new developments. In practice is not just sharing an issue or a concern, but remembering what has been done so far to improve it and learn how to prevent it from happening again.

"When you give yourself permission to communicate what matters to you in every situation you will have peace despite rejection or disapproval." - Shannon L. Alder

Overall, it's crucial to voice your concerns, but it's equally important to pick the opportune moment for discussion. Prepare yourself if necessary, but ensure you're heard to prevent feelings of frustration, demotivation, or even the need to seek opportunities elsewhere simply because your concerns weren't expressed initially.