Motivating Testing is not as hard as one might think

Motivating people is never easy—especially in a discipline like QA, where the work can be challenging, thankless, and full of pressure. Even as a leader, I’ll admit there are days when I need a motivation boost myself.

But let’s be real: this isn’t just a QA problem. Every job, every team, faces moments when morale dips and people wonder if what they’re doing really matters. There are endless books, seminars, and resources on motivation, but here I want to focus on what’s actually worked for me in keeping my QA teams engaged and energized.

QA is a bit of an odd duck in the software development world. We’re usually the last to get changes, the timelines rarely shift in our favour, and we’re often the bearers of bad news. It’s no wonder QA sometimes gets a bad rap. People ask, “Why stick with it?” My answer is simple: we have a genuine opportunity to make things better.

That might sound corny, but it’s true. QA is about raising the bar, improving communication, and making a real impact on the quality of what goes out the door. But to do that, you need a strong support network. As a manager, my first job is to be there for my team and have their best interests at heart. Progress takes time, but with the right support, things do get better.

I’ve seen new hires join QA full of energy, only to lose their spark after six months. I’ve seen veterans who’ve been in the same role for years get comfortable and coast, or quietly look for a way out. Keeping enthusiasm alive—or reigniting it—is tough, because everyone’s different. Not everyone wants the same thing, and it’s up to the leader to determine what motivates each person.

For those happy in their current role, my philosophy is simple: keep them happy. Remove roadblocks, minimize stress, and make their lives easier. You can still have the occasional conversation about career growth or new opportunities, but there’s no need to push. Sometimes, just knowing their manager cares is enough.

Then there are the ambitious folks—the ones who want more but might not know exactly what that looks like. Here’s where listening and asking the right questions is key. I’ve been there myself, unsure of what I wanted and thinking a change of scenery would solve everything. Spoiler: it didn’t.

One of my best managers helped me figure things out by asking “why” repeatedly. Why did I want to move? Why did I think a new team would help? The more we talked, the clearer my own motivations became. We found a stretch assignment that challenged me and got me excited again. That conversation was a turning point in my career.

Motivation isn’t one-size-fits-all. It takes time, genuine curiosity, and a willingness to help people find their own path—even if that path leads them out of QA. As a manager, your role is to help your team discover what excites them and support them in achieving their goals. When people know you’re invested in their growth, their spirits lift, even if the work is tough.

Let’s talk about practical ways to boost morale, support career growth, and keep your team engaged—even when the pressure’s on. Reach out at jberriault@berriaultandassociates.com, and let’s make your team the one everyone wants to join.