This year marked an exciting milestone in Perficient’s long-standing commitment to automotive innovation as we celebrated the third year of our Electrifying the Future of Automotive program. Since our launch in 2022, we’ve grown from a few partnerships to proudly sponsoring 12 Formula SAE and Formula Student teams that span the U.S. and, for the first time, Romania. This global expansion highlights our commitment to supporting innovation wherever it thrives, extending our reach beyond borders and into new communities of aspiring automotive leaders.

2025 Team Roster:

• Northwestern University
• Technical University of Cluj-Napoca
• Texas A&M University
• The Ohio State University
• University of Colorado, Boulder
• University of Georgia, Athens
• University of Michigan, Ann Arbor
• University of Minnesota, Twin Cities
• University of Missouri, Columbia
• University of North Carolina, Charlotte
• University of California, Irvine
• Washington University in St. Louis

Celebrating Innovation & Impact

At Perficient, we believe the future of automotive begins in the classroom and comes to life in the garage. That’s why we’re committed to empowering collegiate teams through Formula SAE and Formula Student competitions. These programs challenge students to design, build, and race formula-style vehicles, offering hands-on experience with cutting-edge technology and real-world problem-solving. Each season, these teams showcase their ingenuity on a global stage, laying the foundation for the breakthroughs that will shape tomorrow’s mobility landscape.

Our involvement with these teams goes far beyond financial support. Throughout the season, Perficient colleagues visited many of the teams we sponsor for garage tours and meet-and-greet sessions. These visits gave us the opportunity to connect directly with students, share insights from our work with global OEMs, and discuss digital transformation in the automotive industry. We’re proud to help bridge the gap between academic experience and industry expectations, preparing students not only for competition but also for successful careers.

From the Garage to the Grid: Empowering the Future of Engineering

Whether working with internal combustion or electric powertrains, these student teams are doing more than just racing—they’re redefining what’s possible. Their approach mirrors Perficient’s commitment to innovation and user-centric digital solutions, driving progress for today’s leading OEMs and the future of mobility.  By sharing our deep expertise in electrification, connected vehicles, and AI, we aim to inspire and empower these teams to think bigger, build smarter, and lead boldly.

Looking Ahead

As we close out the 2025 season, we’re more energized than ever to continue supporting the next generation of automotive leaders. The road ahead is innovative, connected, and full of opportunity, and we’re proud to be part of the journey.

“We are proud to support these Formula SAE students and teams. They represent the future of innovation and ingenuity that we at Perficient also strive for. We’re honored to support these future engineers as we continue to invest in this program.”

— Justin Huckins, Director of Digital Strategy and Automotive Industry Lead, Perficient

Perficient’s Automotive Expertise

Serving seven of the top 10 global OEMs and many more suppliers, dealers, and emerging mobility companies, Perficient’s automotive industry experts champion an AI-first, customer-centric approach to software-defined vehicles, electrification, and omnichannel commerce.

We’re excited to share that Energage has named Perficient a 2025 Technology Top Workplaces winner. This award showcases our commitment to building a people-first culture that champions, challenges, and celebrates every individual.  

We are proud to be one of only 28 organizations with more than 1,000 employees recognized for fostering an exceptional colleague experience in the technology industry. 

Earlier this year, Perficient was honored as a 2025 USA Today Top Workplace, marking our third consecutive year receiving a national top workplace distinction. Our 2025 Technology Top Workplace award is an extension of that program celebrating Perficient as an employer of choice in the technology industry—an achievement made possible by the voices of our people. Now, let’s explore what fuels our award-winning culture and makes our colleagues proudly Perficient.  

READ MORE: Perficient Scores Three Top Workplaces Culture Excellence Awards 

Our Award-Winning Partnerships and Collaborative Excellence  

As a global AI-first company, Perficient boldly advances business for the world’s most innovative companies and admired brands—shattering boundaries across industries, teams, and technologies. Our collaborative culture unites global strategists and technologists who bring world-class expertise and groundbreaking innovation to every challenge. By combining our deep knowledge with trusted partnerships alongside industry-leading technology innovators, we empower our clients with tailored, scalable AI-first solutions that accelerate digital transformation and drive long-term growth. 

As a result, we deliver high-impact, award-winning solutions that enhance business outcomes and unlock exceptional value for our clients. Our AI-first expertise and thought leadership have earned Perficient prestigious recognition, including the Business Intelligence Group’s 2025 Artificial Intelligence Excellence Award and a 2025 Gold Globee® Award for Best Artificial Intelligence Service Provider of the Year.  

LEARN MORE: Perficient Boldly Advances Business Through Technology Partnerships and Collaborative Innovation 

Our Commitment to Empowering Colleague Growth 

Perficient celebrates every individual’s personal and professional achievements, recognizing that growth looks different for everyone. Through our commitment to championing a collective growth mindset, we offer a system of professional development resources, training programs, and tools designed to empower our colleagues to reach their fullest potential. 

Our award-winning Growth for Everyone initiative provides a wide range of professional development programs, including Consultant Curriculum, Leading With Impact, and Learning to Lead. In 2024, we also launched Perficient Elevate, a program offering graduates of our leadership development courses exclusive access to on-demand curriculum and live sessions focused on leadership excellence.  

To further support career advancement, Perficient offers a robust suite of structured and self-guided resources. These include Career Paths, a resource outlining clear steps for career progression; a Career Development Toolkit and Leadership Toolkit; and Perficient Academy, a centralized platform with on-demand training materials. 

Uniting Our Global Workforce Through Meaningful Connections 

With nearly 7,000 colleagues worldwide, we are dedicated to fostering a culture of inclusion and belonging—where every voice is amplified, every perspective is valued, and every individual is empowered to thrive. Our global presence sparks genuine connections grounded in multicultural collaboration and shared understanding. This vibrant diversity fuels big thinking and breakthrough innovation, positioning us at the forefront of the fast-evolving digital landscape. 

We proudly offer five Employee Resource Groups (ERGs) and a Generative AI Innovation Group (IG) dedicated to promoting inclusion and belonging. These companywide communities provide spaces for knowledge sharing, professional development, and meaningful connection—such as our Women in Technology (WiT) ERG, championing educational and career growth for women and their allies, and our PRISM ERG, empowering the LGBTQ+ community and allies through community building and education. 

By cultivating an inclusive and equitable workplace, Perficient has earned the 2025 EX Impact Award in the Diversity, Equity, Inclusion, and Belonging (DEIB) category. This recognition, based on colleague feedback from our annual Employee Engagement Survey, stands as a powerful testament to our people-first culture and active participation across our ERGs. 

READ MORE: Perficient’s ERG and IG Communities 

Empowering Future Innovators: Our Commitment to Giving Back 

Beyond driving impact for our clients and colleagues, we are deeply committed to making a difference in the communities we serve. Anchored in Perficient’s corporate giving philosophy, we invest our time and talent into advancing science, technology, engineering, and mathematics (STEM) education and improving the health and well-being of our communities. Here are just a couple of ways we’re forging a brighter future for the next generation of technology innovators.  

In partnership with the Mark Cuban Foundation, Perficient proudly hosts free AI Bootcamps for underserved high school students across the U.S., working to close the gap in AI education. Our dedicated colleagues volunteer as mentors, guiding students through AI concepts, real-world applications, and ethical considerations. In 2024, more than 100 Perficient colleagues served as mentors across seven AI Bootcamps, championing a more equitable digital future.  

Along with advancing AI education, Perficient’s Electrifying the Future of Automotive program is empowering collegiate Formula SAE and Formula Student teams to design, build, and race the next generation of formula-style racing cars. As part of the program, our colleagues meet with students to tour team garages, share how automotive companies work with Perficient, discuss career opportunities, and support each team as it competes in national and global competitions. In 2025, we’re proud to support 12 teams from leading universities across the U.S. and Romania, providing valuable academic and skill-building opportunities to accelerate automotive engineering innovation.  

READ MORE: Perficient’s Community Impact Report 

Our recognition as a 2025 Technology Top Workplace reflects our unwavering commitment to empowering our people, driving innovation, and making a difference in our communities. At the leading edge of the technology industry, we cultivate a people-centric culture that champions inclusive growth and shatters boundaries across teams and time zones. Together, we continue to forge the future of AI-powered technology with passion and purpose. Learn more about our award-winning culture on our Life at Perficient blog.  

READY TO GROW YOUR CAREER?  

It’s no secret our success is because of our people. No matter the technology or time zone, our colleagues are committed to delivering innovative, end-to-end digital solutions for the world’s biggest brands, and we bring a collaborative spirit to every interaction. We’re always seeking the best and brightest to work with us. Join our team and experience a culture that challenges, champions, and celebrates our people.  

Visit our Careers page to see career opportunities and more!  

Go inside Life at Perficient and connect with us on LinkedIn, YouTube, X, Facebook, TikTok, and Instagram. 

Even highly capable teams with solid plans can fall into the same ol’ traps. It’s not really our fault, human biases are hardwired into all of us. Awareness helps, but under pressure and tight deadlines, it’s tough to recognize these mental pitfalls in the moment.

Seven Common Human Bias Problem Areas

1. Optimism Bias – Wanting the best-case scenario but failing to plan for realistic outcomes.
2. Confirmation Bias – Seeking and remembering information that supports your original belief.
3. Anchoring Bias – Overly focusing on one piece of information (often first impressions) while ignoring others.
4. Sunk Cost Fallacy – Continuing investment because of past effort or money spent, even when it no longer makes sense.
5. Dunning-Kruger Effect – Overestimating your skills if you’re not an expert, or underestimating them if you are.
6. Groupthink – Aligning with the group to avoid conflict and seem agreeable.
7. Authority Bias – Going along with leadership’s opinion simply because of their position. This is also known as the HiPPO effect (Highest Paid Person’s Opinion).

The Result of Human Bias in Action

The seven biases listed above are just a few examples, but there are many more where our brains use shortcuts based on beliefs and past experiences instead of facts. In the rush to move fast, seem knowledgeable, and avoid problems, we often introduce new risks.

This might mean killing promising ideas too soon (confirmation bias), underestimating challenges (optimism), or spinning our wheels because we focus too much on sunk costs. Sometimes, the desire for consensus leads teams to follow the crowd or get swayed by less experienced voices.

I’ve been fascinated by human bias for years. Even knowing about these traps, I still catch myself falling into them. Just recently, I had to discuss optimism and sunk costs with my teams and clients.

How to Mitigate Human Bias in Projects

The biggest mistake is believing you are immune to bias. Our brains are wired to take these mental shortcuts to manage daily cognitive load. While it may seem futile to fight against it, the best choice is to build processes that protect us from our own instincts.

These safeguards fit well in Q2 of the Eisenhower Quadrants of Productivity because it is important but not urgent. Though we don’t often see it, Project Managers should include bias mitigation in their risk registers.

Here are other ways to reduce bias in your projects:

• Psychological Safety – Encourage open debate and let team members play devil’s advocate without fear…avoiding psychological barriers.
• Foster Diversity – Beyond nationality, race, and gender, include diversity in thinking styles, experiences, and expertise. Wild card team members can provide fresh perspectives.
• Track and Learn – Track and compare project estimates to actual outcomes. Use this data to identify patterns and improve over time.
• Rely on Process – Be intentional about setting up structured processes. Emerging AI tools can also help spot bias creeping into decisions.

Conclusion

Human biases hide in plain sight…even in teams that believe they’re being open-minded and careful. The best approach is to acknowledge this reality and commit to continuously challenging our own habits and instincts.

Perfection will never be achieved…we’re only human. But with awareness and intentional processes, we can get as close as possible. Bias is inevitable, but it can be managed and designed around.

……

If you are looking to aim for excellence despite ourselves, reach out to your Perficient account manager or use our contact form to begin a conversation.

Building on my last post about Delighting the Customer, let’s dive into how to respond to client feedback. A strong feedback loop is mission critical. To keep your client relationships at their best, you need to know what they are thinking.

Soliciting Formal Feedback

You need to be intentional about requesting feedback regularly and systematically.

At Perficient, we use a system called “Client Insights” to gather feedback throughout the project lifecycle. During onboarding, the project manager sets up automated feedback requests for key client contacts on a set cadence. Our goal is to get actionable feedback regularly from multiple people.

For my projects, I aim for quarterly requests and rotate contacts to avoid overwhelming anyone. The frequency and recipients depend on the project size and client’s team structure.

Insights from Informal Feedback

While our Client Insights system handles formal feedback, we don’t rely on automation alone.

Poor communication is one of the five obtrusive blockers to being a great servant leader. Informal feedback offers a different angle, because some clients skip automated requests or hold back negative comments to avoid conflict.

You can ask them for feedback informally anytime, whether that be one-on-one calls, emails, or chats. Some clients may open up more in private. Remember to also document and share informal feedback.

Receiving Positive Feedback

Positive feedback feels great, but don’t get complacent. Always take action. Share the kudos with your team. Everyone plays a part, so make sure they know they’re appreciated.

Then, don’t be obvious, but probe for constructive input anyway. Try something like, “That’s great to hear! I’m glad things are going well. But I aim for continual improvement, so are you sure there’s nothing small we could do better?”

Receiving Negative Feedback

Whether formal or informal, receive negative feedback graciously. Thank the client for sharing their perspective and assure them you’ll use it to strengthen the team. Give them confidence you’ll handle their input appropriately. Clients don’t want their feedback to cause strain on their relationships with the team. Offer to keep it anonymous and tailor how you share it with your team to avoid hurt feelings.

Leaders need the full details, but others only need actionable feedback. Instead of saying, “Bill thinks you don’t know what you’re doing,” try, “The client feels we might be spinning our wheels. What can we do to get back on track?” This softens the impact and aims for collaboration. As your teammate shares their perspective it allows you to say something like, “That sounds smart. Let’s aim to catch this sooner next time.”

Leadership’s Role in Feedback

We know client feedback is mission critical. Leaders should make sure formal feedback processes are in place, easy to use, and gather information that’s actionable. They should regularly review the feedback documentation and reports, watching trends over time.

Leaders can set goals for business units, smaller teams, and individuals. If a serious problem pops up, they might need to make tough calls like swapping out resources or even letting go of poor performers. Tough conversations can’t be avoided.

Lastly, leadership should share aggregated feedback data so everyone understands the types of feedback coming in. At Perficient, this happens in regular town hall meetings by each business unit. It gives everyone a baseline on how we’re doing, helps spot trends, and lets individuals compare their own experiences against the average.

A Personal Example

About a year ago, I helped onboard a new client. They were excited for a change from their previous agency but came with some built-in frustrations about their website’s platform and solution.

At the three-month mark, our Client Insights program received the first formal input. I knew there was some tension, but I was surprised when they gave us a one-star rating. Their comments were clear: they felt our team was slow, our hourly estimates were higher than they expected, and sometimes it seemed like we didn’t remember what they told us. Ouch! That’s not typical for us, and it was tough to hear.

The leadership team and I used some of the methods I mentioned earlier. We decomposed requests into smaller pieces and took a crawl, walk, run approach with bigger requests. With the client’s approval, we agreed to exclude QA and deploy hours from ticket estimates since that seemed to inflate sizing. Most importantly, we asked the client to help by making sure tickets had all the info, including screenshots, and our team made sure to ask for missing details immediately.

After that first negative review, the next feedback jumped to three stars! Most recently, we’re at four stars, with the client saying Perficient is becoming the partner they wanted. That is great to see! But we still have that last star to earn…and we will.

Conclusion

Client feedback is key to building strong relationships. Doing it right helps avoid surprises and solves problems early. It helps you understand what matters most to the client and each person on their team. With that, you build trust by following through and always aiming to improve.

Getting a perfect review feels awesome. A bad one? Not so much. But it can be satisfying to help your team bounce back and turn things around. Sometimes, though, ratings drop and things just don’t click. That’s a clear sign something needs to change. And sometimes, the required change might just be you.

When that happens, ask for help. Get advice from leadership, take some training, and work on improving yourself to better serve your clients. Start by assuming the problem is yours, then build from there.

……

If you are looking for a partner who craves client feedback and continual improvement, reach out to your Perficient account manager or use our contact form to begin a conversation.

In the last decade, “delighting the customer” has been quite popular in digital marketing. Clients have focused on user experience both online and offline. A delighted customer becomes loyal with brand affinity and drives long-term growth through positive word-of-mouth.

At Perficient, we manage two levels of delight: our clients and their customers. By delighting their customers, we also delight our clients.

In this article, I’ll share best practices for delighting clients and how to foster client feedback when they are not delighted.

Intentional Empathy

Treat others as you would want to be treated – intentionally. Listen to understand, then repeat back what you heard for validation. This approach helps you support the client’s goals rather than imposing your will. Your reactions to their comments speak volumes, so aim to be seen as a true partner.

Optimistic Realism

While we want to maintain a positive outlook, it’s important not to be overly optimistic. Clients seek reassurance that their partner is capable and ready to help. However, we must remain realistic. Overpromising can lead to dissatisfaction, so start with positivity then address potential challenges and how to mitigate them. North Star Goals fit nicely within this mindset.

Transparent Caution

You win grace with clients through transparency, but it’s important not to alarm them. You want to be open and honest at all times, but there is no need to overwhelm them with your fears and opinions. Overdoing it can create doubt, so be mindful of how you share feelings versus facts.

Six Delightful Wins

Here are some practical tips I use to delight clients:

• Start with a quick response. Don’t wait a week to reply. A basic question asked too late is embarrassing. You don’t want the client to feel unimportant.
• Send updates sooner than later. Hope is not a strategy. If things might go off track, warn the client right away. It’s better to overcommunicate and adjust later if they prefer less.
• Look for an initial fix, then a permanent solution. Clients appreciate speedy fixes. Identify the true pain point and see if there’s an immediate solution. You can always follow up with a more permanent fix later.
• Assume you are wrong. I like to say, “Assume the problem is yours, then prove otherwise.” This shows ownership and prevents defensiveness, which can waste the client’s time.
• Celebrate. All work and no play makes Jack a dull boy. People love to be celebrated and recognized. Spread positivity within the team and to the client to give everyone a reason to smile.
• Apologize. Apologies are free! If you miss something or handle a situation poorly, own up to it. Most clients will appreciate your humility and good intentions.

When the Client is Not Delighted

We don’t live in a perfect world, and it’s impossible to please everyone all the time. We’re fallible humans, and so we’ll continually struggle to meet these standards despite having the principles in place. It’s the pursuit of greatness that counts.

Sometimes, a client may simply be hard to please, or plans may fall apart. You might be overwhelmed with other work, or the team may not be the right fit for the task. Life happens, and there are many valid reasons for an unhappy client, despite your best efforts.

In these situations, it’s crucial to have a solid client feedback loop. This allows clients to voice their concerns safely, without fear of hurt feelings or repercussions. While you may have reasons for falling short, avoid becoming defensive. Instead, embrace the criticism and turn it into something constructive. Treat it as a lesson learned, adjust accordingly, and strive for continuous improvement.

……

If you are looking to be delighted by your digital agency, reach out to your Perficient account manager or use our contact form to begin a conversation.

The Perficient towers kick started January 2025 with Celebration of the festival Pongal celebrated on the Day 1 of Tamil Month Thai with the announcement for the following competitions. Rangoli Competition: Form a team of 5 to 8 members and showcase your creativity by crafting beautiful rangoli designs. Pongal Cooking Competition: Form a team of 5 to 10 members and display your culinary talents by preparing mouth-watering Pongal dishes.

Employees can participate in any one of the competitions. As I was interested in coloring and presentation to the judges, I saw this as an opportunity to give a try at competitions after almost a decade and enrolled to Participate in Rangoli competition to be held on 9th Jan 2025.

Team Pongolo Pongal:

Gayathri Narayanan is the lead for our Rangoli team “Pongalo Pongal”. At that time, she was the only person whom I know of in prior as she hosted Enable JIRA training when I joined Perficient. We were a team of 7. Gayathri, Nagapriya sundaramoorthy, Smitha Dutt, Kavitha mani, Sathya roopa Ganesan, Tamilarasi Manickam and me. The Theme given for the Rangoli is “Harvesting”. We had a quick teams meeting a day prior to the competition.

Ideas and Preparation:

Each team member pitched in their ideas for the rangoli. Team decided to incorporate latest technologies such as Drip irrigation, solar panels to power up the pumps and drones for fertilizer and seeds sowing and did our research for the inter cropping system used in kongu regions of Tamilnadu, India and incorporated it in our art and resourced small pots, few stencils, additional colors for representation of the traditional Pongal in our Rangoli. We informed HCM team regarding the colors and Quantity needed for the competition.

On the Day of the competition:

Colleagues were dressed up in ethnic wears. We were assigned a floor and the area where the Rangoli has to be made. I arrived early to collect the Materials from The HCM Team. Time allotted was 1 hour. Priya and Gayathri did the sketches. Roopa had a deployment on the day of the competition, but she managed to join us. Kavitha did the Tamil letterings. we made a small representation of the actual Pongal. Smitha, Tamilarasi and me did the coloring and I managed to do the scripting and the explanation of our theme to the judges, Kapildev Munusamy and Rahul Thombre and we quoted Thiru Kural

உழுதுண்டு வாழ்வாரே வாழ்வார்மற் றெல்லாம்
தொழுதுண்டு பின்செல் பவர்.

which explains to “They alone live who live by agriculture; all others lead a cringing, dependent life” which emphasizes the importance of Farmers. This event brought out the artistic side of the techies. The preparation and the execution of the competition was so fun and informative. We were one of the winners and were awarded gift vouchers.

The Real win- Conclusion:

The Team “Pongalo Pongal” formed only by the interest of colleagues across various floors/projects, and we networked outside our projects and had a chance to learn from each one of us who met only on the day of competition, but co- ordinated, worked on our strengths and finally won the competition. The networking and the friendship we achieved from the competition is the Real win.

Festivals are the heart of our culture, and at Perficient, we take pride in celebrating them with enthusiasm . On January 15th, 2025 our office came alive with the joy of  harvest season known with multiple names : Makar Sankranti, Pongal, Lohri, Bihu, and MakaraVilakku – festivals that mark the harvest season and symbolize gratitude, prosperity, and new beginnings.

A Glimpse into the Festivities

• Makar Sankranti is celebrated across India as a harvest festival and the transition of the sun into Capricorn, bringing longer days and warmer sunshine.

• Pongal, observed in Tamil Nadu, is a four-day festival dedicated to nature, symbolizing gratitude to the Sun God and the bountiful harvest.
• Lohri ,harvest fesival linked to the Punjab region celebrated by lighting bonfires, eating festive food, dancing and collecting gifts
• Bihu, the Assamese festival, celebrates the harvest with dance, music, and feasts, reflecting the spirit of community and joy.
• Makara Villakku, a part of the Sabarimala pilgrimage in Kerala, marks an auspicious day of devotion and light.

The most exciting activity of this season is flying kites, which symbolizes freedom, hope, and the joy of soaring high, reminding us to aim for greater heights.

Festive Day at Perficient

Our day began with employees arriving in traditional attire, adding a cultural touch to the office ambiance. Together we decorated the office and greeted each other with warmth and festive cheer.

The most exciting activity of the day was kite flying on the terrace. With the perfect windy weather on our side, employees teamed up to fly colorful kites, competing to bypass and “cut” each other’s strings, filling the air with laughter. It was a moment of nostalgia as we exchanged childhood memories of celebrating these festivals across different states. Having colleagues from diverse regions added richness to our conversations.

Back in the office premises, the energy continued with a game of tug-of-war. Employees formed separate teams of men and women, engaging in this competition. Togetherness and laughter turned this simple game into a fun-filled activity.

The celebrations concluded with delicious snacks: perfect way to wind down.

Conclusion

Beyond the decorations, games, and food, the day highlighted the beauty of our diversity and the bonds we build by embracing it. As we look forward to more such celebrations, we are reminded of the value of unity in diversity – a principle that enriches not just our workplace but also our lives. Here’s to many more moments of togetherness, joy, and success at Perficient!

Awards Recognize Perficient for Prioritizing a People-First Mindset and Workplace Experience 

We’re thrilled to share that Perficient has been recognized by Energage and Nectar with three 2024 Top Workplaces Culture Excellence Awards: Professional Development Top Workplaces, Top Workplaces for Appreciation, and Employee Well-Being Top Workplaces! This recognition underscores our unwavering commitment to fostering a world-class culture that challenges, champions, and celebrates our people. 

Earlier this year, Perficient was honored as a 2024 USA Today Top Workplace, ranking 26 on the top 100 list of large employers in the U.S. Our 2024 Top Workplaces Culture Excellence Awards are a continuation of that program in celebration of our award-winning culture and our colleagues who make a difference each day. Take a look as we delve deeper into each award and explore some of the programs, practices, and initiatives that have contributed to Perficient’s vibrant and people-first culture.  

Professional Development Top Workplaces: Elevating Career Growth Through Growth for Everyone 

The Professional Development Top Workplaces award recognizes companies that prioritize the growth and career advancement of their employees. At the heart of Perficient’s People Promise is Growth for Everyone, a system of professional development resources, training programs, and tools aimed at guiding every colleague on their own transformational career journey. 

Perficient’s award-winning Growth for Everyone program provides a wide range of professional development programming, including our Consultant Curriculum, Leading With Impact, and Learning to Lead programs. New this year, we introduced an optional resource created exclusively for colleagues who have completed one of our leadership development programs – Perficient Elevate. The program includes on-demand curriculum and live training sessions designed to help colleagues become more effective leaders. 

Perficient’s commitment to continuous learning ensures colleagues stay at the forefront of the latest industry trends and advancements. Our recognition as a Professional Development Top Workplace pays tribute to our promise to champion the career development of our global colleagues.  

Read More: Discover More About Perficient’s Growth for Everyone Programming  

Top Workplaces for Appreciation: Recognizing and Celebrating Colleague Success 

The Top Workplaces for Appreciation award honors companies that believe in creating an environment where self-sustaining performance and positivity are a direct result of genuine employee appreciation. Through efforts like Perficient’s Shoutouts program and the annual Perficient Excellence Awards, we’re fostering a cycle of continued workplace appreciation for a job well done.   

First introduced in 2021, Perficient’s Shoutouts program revolutionized the way colleagues recognize and celebrate the accomplishments of their team. With a live colleague Shoutout feed displayed across the company intranet, we’re ensuring that recognition is visible and celebrated globally. Colleagues can quickly and easily recognize individuals and entire teams for their hard work and personal achievements. This fosters a sense of pride and accomplishment that strengthens collaboration, boosts confidence, and instills a deeper sense of belonging across our global organization. 

The annual Perficient Excellence Awards program is another way we celebrate our colleagues who are making a difference in their everyday actions. The awards are based on peer nominations, with hundreds of colleagues submitting nominations for their co-workers who truly embrace our core values: Integrity, Innovation, Clients, Collaboration, People, and Pride. In 2024, we recognized 32 colleagues with Perficient’s Excellence Awards, honoring a distinguished group who make a difference for our clients, partners, community, and each other. Perficient’s Top Workplace for Appreciation category award is a testament to the collaborative spirit of our people and our efforts to recognize colleagues for their dedication to boldly advancing our business.  

Read More: Celebrate the Success of Our Colleagues By Reading Their Personal Growth Stories  

Employee Well-Being Top Workplaces: Prioritizing Colleague Health and Happiness 

Perficient’s commitment to ensuring the health and well-being of our people reflects the unique culture found across our global offices. The Employee Well-Being Top Workplaces award highlights select organizations that place health and wellness at the forefront of their workplace culture and recognizes their commitment to fostering a supportive community. 

Through our LiveWell Employee Resource Group (ERG), we’re providing support to colleagues in achieving overall wellness in three key areas: health, relationships, and finance. The LiveWell ERG provides regular programming and dialogue focused on helping colleagues nurture their mind, body, and soul. In honor of Mental Health Awareness Month in October, the LiveWell ERG organized its first Global Wellness Challenge with a mission to foster healthy habits and lifestyle choices. Colleagues from around the world can participate in a friendly competition between teams by participating in a variety of wellness activities that support their mental and physical well-being. 

By emphasizing colleague well-being, we’re ensuring that Perficient is an inclusive space where everyone can become the best version of themselves. Our recognition as an Employee Well-Being Top Workplace serves as a testament to our promise to challenge, champion, and celebrate our people.  

Read More: Learn About Perficient’s Commitment to Employee Well-Being With LiveWell 

Celebrating a Culture of Excellence 

Perficient’s 2024 Top Workplaces Culture Excellence Awards celebrate our ongoing efforts to develop an environment focused on professional development, genuine appreciation, and health and well-being. This not only enhances the colleague experience but also drives the success of our global company. Together, we are creating meaningful connections around the world that shatter boundaries and forge the future for generations to come.  

Click to view slideshow.

READY TO GROW YOUR CAREER?  

At Perficient, we continually look for ways to champion and challenge our talented workforce with interesting projects for high-profile clients, encourage personal and professional growth through training and mentoring, and celebrate our people-oriented culture and the innovative ways they serve Perficient and the community.  

Learn more about what it’s like to work at Perficient at our Careers page.  

Go inside Life at Perficient and connect with us on LinkedIn, YouTube, Twitter, and Instagram.  

Collaboration Among Teams 

Collaboration among teams involves creating an environment where individuals and teams work together effectively to achieve common goals. Effective collaboration is critical for high performance, innovation, and delivering value to customers. Collaboration is characterized by open communication, shared responsibilities, mutual respect, and a collective commitment to success. It ensures that knowledge and expertise are distributed and utilized efficiently, leading to better decision-making and faster problem-solving. 

Facilitating Collaboration and Avoiding Silos 

To promote a culture of collaboration and avoid the formation of silos, organizations should implement strategies that encourage teamwork, transparency, and shared ownership. Here are several ways to foster collaboration, along with real-life examples from software development companies: 

Regular Communication and Meetings 

Establish regular meetings, such as daily stand-ups, sprint planning, and retrospectives, to facilitate communication and alignment. 

Example: Scrum teams at Microsoft hold daily stand-ups to discuss progress, blockers, and plans, ensuring everyone is on the same page and can address issues promptly. 

Collaborative Tools 

Use collaborative tools like Slack, Microsoft Teams, Jira, and Confluence to enhance communication, project management, and knowledge sharing. 

Example: GitHub uses its own platform for collaborative coding, allowing multiple developers to work on the same codebase, review each other’s work, and merge changes seamlessly. 

Shared Goals and Objectives 

Align team goals with organizational objectives and ensure everyone understands how their work contributes to the overall mission. 

Example: Amazon’s “Leadership Principles” guide teams to work backward from the customer, ensuring that everyone is focused on delivering value and achieving shared goals. 

Shared Documentation and Standards 

Develop shared documentation and coding standards to ensure consistency and clarity across teams. This helps prevent misunderstandings and ensures that everyone is working towards the same standards. 

Example: Google maintains comprehensive documentation and style guides for its development practices, ensuring that all teams follow the same guidelines and standards. 

Rotational Programs 

Implement rotational programs where employees can work in different teams or departments for a period. This helps them understand different aspects of the company and fosters better collaboration. 

Example: IBM’s rotational program allows employees to work in various departments, gaining a broad understanding of the organization and building relationships across teams. 

Celebrating Successes Together 

Celebrate team successes and milestones together to build a sense of community and shared purpose. 

Example: At Atlassian, team successes are celebrated through regular “All-Hands” meetings where achievements are recognized, fostering a sense of unity and shared accomplishment. 

Conclusion 

Effective collaboration among teams is essential for achieving high performance, innovation, and delivering value in software development. By implementing strategies such as forming cross-functional teams, using collaborative tools, aligning goals, developing shared documentation and standards, organizing rotational programs, and celebrating successes together, organizations can foster a collaborative environment and avoid the pitfalls of siloed work. These practices not only enhance teamwork and communication but also drive continuous improvement and innovation, leading to better outcomes for the organization and its customers. 

How do you assess your company? 

• Teams build and support knowledge transfer processes.​
• Teams create good documentation.​
• Leadership supports assistance across teams.​
• Teams exhibit trust in other teams.​
• Resources are encouraged to move between departments.​
• Successes are shared and celebrated at the organizational level.​
• There is actively and continuously rewarding work that facilitates collaboration.

  Cultural Capabilities Series

• Cultivating a Performance Oriented Culture
• How to Create a Continuous Learning Culture?
• How Job Satisfaction Boosts Employee Engagement?
• Unlock the Power of Transformational Leadership

References: 

• Forsgren, N., Humble, J., & Kim, G. (2018). Accelerate: The Science of Lean Software and DevOps: Building and Scaling High Performing Technology Organizations. IT Revolution Press. 

• How Microsoft Uses Scrum to Improve Team Collaboration” – Microsoft Agile Blog 

• “Amazon’s Leadership Principles.” Amazon Day One Blog. 

• “Google Engineering Documentation.” Google Engineering Blog. 

• “IBM Rotational Programs.” IBM Careers Blog. 

• “All-Hands Meetings at Atlassian.” Atlassian Blog. 

MORE ON GROWTH FOR EVERYONE 

Perficient continually looks for ways to champion and challenge our workforce, encourage personal and professional growth, and celebrate the unique culture created by the ambitious, brilliant, people-oriented team we have cultivated. These are their stories. 

Learn more about what it’s like to work at Perficient on our Careers page. Connect with us on LinkedIn here. 

Perficient’s newest ERG, PRISM, kicked off the summer with vibrant celebrations and important conversations surrounding Pride and the LGBTQIA+ community. A key event this year was our “Pronouns 101”, an enlightening and empowering session focused on understanding and respecting the diverse identities within our community.

Pronouns 101 provided attendees and viewers with a comprehensive understanding of pronouns and their significance in fostering a respectful and welcoming environment for everyone.

The session began by reviewing a detailed explanation of what pronouns are and why they matter. We discussed the importance of using the correct pronouns to show respect and acknowledgement of each individual.

One of the key points was the use of neo-pronouns such as xe, ze, and even they. Gender neutral pronouns have been in use since at least the 1800’s with the singular use of “they” going back to the 14th century.

Some of the best practices reviewed focused on three key elements: share, ask, and don’t assume. The best thing we can do as leaders is to normalize introductions of pronouns by introducing ourselves with pronouns. For example, “Hi, my name is Nicole, and I use she/they pronouns”.

Leaders can take things a step further by making this a standard part of introductions with new teams. This helps ensure everyone is included and feels seen and heard.

So, what happens if you make a mistake?

Mistakes happen, we all say the wrong thing sometimes. The best thing to do when you make a mistake is apologize and move on.

If you’re thinking, what else can I do, here are some great options!

Remember that acknowledging and using correct pronouns shows that we value everyone and helps create a more welcoming environment.

Be mindful of gendered phrases. We often use gendered phrases like “Hey guys” and “Welcome ladies and gentlemen”. These phrases can make individuals feel ostracized or undervalued. Some great alternatives are using phrases like “Hey all”, “Welcome everyone”, and “Great work team” are just some examples of alternatives.

Remember that using the correct pronouns helps affirm identity, validates individual experiences, and can significantly impact a person’s sense of belonging and safety.

Using correct pronouns is more than a matter of grammar; it’s about recognizing and affirming each person’s identity. It is a simple yet powerful way to show respect and create a sense of belonging. By making a conscious effort to use correct pronouns, we contribute to a more inclusive and accepting society.

The Pronouns 101 event was a fitting conclusion to Pride Month, reinforcing the values of acceptance, understanding, and respect. As we move forward, let us carry the lessons learned and continue to advocate for inclusivity in our daily lives. By embracing and respecting each other’s identities, we build a stronger, more united community.

Supporting Learning 

Supporting learning in a software development company means creating an environment where continuous learning and improvement are integral to the culture. This involves fostering an atmosphere where team members are encouraged to develop new skills, share knowledge, and learn from both successes and failures. A focus on learning leads to higher performance, innovation, and resilience within teams and the organization. 

To promote a continuous learning approach, organizations should implement practices and create a culture that encourages and facilitates learning at all levels. 

Achieving a continuous learning approach 

Here are several strategies and real-life examples of how to achieve this: 

Knowledge Sharing Platforms 

Implement platforms and tools that facilitate knowledge sharing among team members. This can include internal wikis, documentation, and collaborative tools. 

Example: Spotify uses a combination of internal blogs, wikis, and Slack channels to share knowledge and best practices across teams. This helps keep everyone informed and up to date on the latest developments and innovations. 

Regular Training, Workshops, Learning Sessions and Talks

Provide regular training, workshops, learning sessions, and talks. Give access to online courses to help employees develop new skills and stay current with industry trends. 

Example: Google offers its employees access to a wide range of courses through its internal learning platform, Grow. Employees are encouraged to spend a portion of their workweek on learning and development activities. 

Pair Programming and Code Reviews 

Encourage pair programming and regular code reviews to facilitate knowledge transfer and improve code quality. 

Example: At Pivotal Labs, pair programming is standard practice. Developers work in pairs, rotating regularly, which helps spread knowledge across the team and improves the overall quality of the codebase. 

Hackathons and Innovation Days 

Organize hackathons and innovation days where employees can work on projects of their choice. This encourages creativity and allows team members to explore new technologies and ideas. 

Example: Atlassian hosts ShipIt Days, 24-hour hackathons where employees can work on any project, they are passionate about. This has led to numerous innovations and improvements in their products. 

Mentorship Programs 

Establish mentorship programs to help junior developers learn from more experienced colleagues. This can accelerate learning and foster a supportive culture. 

Example: LinkedIn’s mentorship program pairs junior engineers with senior engineers to provide guidance and support. This helps new hires ramp up quickly and integrate into the company culture. 

Encourage Experimentation

Create an environment where experimentation is encouraged, and failures are viewed as learning opportunities. Allow teams to take calculated risks and learn from the outcomes. 

Example: Amazon’s “two-way door” decision-making process encourages teams to experiment with new ideas, knowing that most decisions can be reversed if they do not work out. This fosters a culture of innovation and learning. 

Continuous Feedback Loops 

Implement continuous feedback loops through regular one-on-one meetings, retrospectives, and performance reviews. Use the feedback to identify areas for improvement and opportunities for growth. 

Example: Microsoft uses regular check-ins and retrospectives to provide feedback and discuss development goals. This helps employees stay on track and continually improve their skills and performance. 

Conclusion 

Supporting learning in a software development company is crucial for fostering a high-performance culture that is resilient, innovative, and continuously improving. Organizations can create an environment where continuous learning is deeply ingrained in the culture by implementing practices such as knowledge-sharing platforms, regular training, pair programming, hackathons, mentorship programs, encouraging experimentation, and continuous feedback loops. This not only enhances the skills and capabilities of individual team members but also drives the overall success and competitiveness of the organization. 

How do You Assess your Company or Project? 

• Learning is invisible or non-existent.​
• Learning is a cost. Time for learning is considered unproductive and interferes with real work.​
• Learning is budgeted and visible, is considered a perk or is reserved for select resources. Resources have limited ability to choose topics.​
• Learning from customers and actual usage of the system is an investment broadly available. Mentoring is supported.​
• Learning is continuous.  incorporates views from all stakeholders and is encouraged as a normal course of work. Mentoring is seen as a learning practice.

Cultural Capabilities Series

• Cultivating a Performance Oriented Culture
• Effective Team Collaboration: Strategies for High Performance and Success
• How Job Satisfaction Boosts Employee Engagement?
• Unlock the Power of Transformational Leadership

References 

• Forsgren, N., Humble, J., & Kim, G. (2018). Accelerate: The Science of Lean Software and DevOps: Building and Scaling High Performing Technology Organizations. IT Revolution Press. 

• “Grow with Google: Employee Learning and Development.” Google Careers. 

• “Spotify’s Approach to Knowledge Sharing.” Spotify Engineering Blog. 

• “Pair Programming at Pivotal Labs.” Pivotal Labs Blog. 

• “ShipIt Days at Atlassian.” Atlassian Blog. 

• “LinkedIn’s Mentorship Program.” LinkedIn Engineering Blog. 

• “Amazon’s Culture of Experimentation.” Amazon Day One Blog. 

• “Microsoft’s Continuous Feedback Culture.” Microsoft Careers Blog.

MORE ON GROWTH FOR EVERYONE 

Perficient continually looks for ways to champion and challenge our workforce, encourage personal and professional growth, and celebrate the unique culture created by the ambitious, brilliant, people-oriented team we have cultivated. These are their stories. 

Learn more about what it’s like to work at Perficient on our Careers page. Connect with us on LinkedIn here. 

In 1968, psychiatrist Stephen Karpman modeled what he called the Drama Triangle. With this, he illustrated dysfunctional mindsets that can derail social interactions. The three roles defined in this model are the rescuer (hero), persecutor (villain), and victim.

This is another view of the lies we tell ourselves. Since the dawn of history, we’ve loved stories. We entertain ourselves with fiction and non-fiction, dramas and comedies. Whether true or not, our imaginations search for these hero, villain, and victim storylines in our own lives – potentially to our detriment.

Sabotage by Projecting on Others

Things are seldom as dramatic as we see in books and movies, but some pieces align with real life from time to time. Occasionally we experience the angel who saves us, or we get to relish in satisfaction when the bad guy falls.

We end up projecting these roles based on what we THINK we should expect from others. Not often do we challenge our own assumptions or verify by asking the other party why they are acting the way they are. We avoid tough conversations that could otherwise lead to a true understanding of someone else’s viewpoint.

Our minds incorrectly associate brief snapshots of a role fulfilled as confirmation of our beliefs. However, people are multi-faceted and unlikely to always fill the same role we have attributed to them. We are complex creatures, and thinking we can understand without verifying is sabotage.

The Hero Role

In Karpman’s original examples he states that the rescuer role uses the line, “Let me help you.” However, he goes on to talk about how it can backfire. This role may remind you of the “I’m the Main Character” trope in modern memery [coining a new phrase here] – even the mental health industry references it.

When you label yourself as the hero in your story, then you run the risk of unfairly naming a villain so that you can:

• feel good about yourself
• always be considered “right”
• assume others are incapable
• receive most of the credit

If you label someone else as the hero in your story you avoid the responsibility of taking ownership yourself. You’ll wait for someone else to swoop in to save the day, but perhaps that day will never come. This is not good either.

The Villain Role

“It’s all your fault,” is the line that Karpman attributes to the persecutor role. Words associated with this might be controlling, critical, rigid, or even angry.

When someone fills this role in your mental story, they tend to be an authoritative individual, deemed superior in position but not necessarily intellect. This is a role that most people don’t assign themselves. If you are creating this role for someone else, it would be to:

• attack someone else
• avoid taking any blame yourself
• gain favor with peers and subordinates
• express pessimism (a safe way to always be right)

It is helpful to understand that the person you label a villain probably thinks of themselves as a hero or a victim. If they have a different goal or viewpoint, perhaps you are aiming at different targets. You can try to find a mutual North Star Goal.

The Victim Role

Karpman portrayed the victim role as saying, “Poor me!” Often viewed as helpless, avoiding risk, and incapable of affecting change (usually with multiple lackluster attempts). The victim will call out a specific villain and is likely waiting for a hero to arrive.

Most people don’t attribute this role to themselves. It’s not a desirable role and it’s a tough pill to swallow when you realize you are living in it. You might notice it in other lies we tell ourselves like the “us versus them” storyline. Here are some phrases you may hear from someone playing the victim:

• They would never agree to it.
• I’ve tried and tried, but it doesn’t work here.
• That is above my pay grade.
• Someone else is responsible for taking care of that.

Assigning this role to others can show a lack of confidence in them, even to the point of disdain toward them. You recognize a lack of intentionality with them. You don’t consider yourself part of that crowd, but you also aren’t willing to step up to be their savior.

Redemption Through Truth and Transparency

If you’ve been paying attention, you’ll notice that none of these roles are good ones. A hero is egotistical and searching for praise. The villain is likely fabricated or misunderstood. Victims are weak and disorganized.

Are you any of those? Not likely. There are probably times when you fill one of the roles for a season, but no one should be pigeonholed to a role. Most of us experience situational uncertainty. We have good days. We have bad days. And that’s the truth. Our actions vary based on the circumstances. We’re all imperfect. We’re all emotional beings.

These comfortable stories fill in the gaps in our understanding and our imaginations go off the rails. It’s the easy way out, but it is unhelpful.

An unending search for transparency is the only solution. You should regularly step back and reflect, spotting when your mind is running wild with a hero-villain-victim story – but recognition is not enough. You’ll still need to push yourself (and others) to have the tough conversation required to align with others. It takes time to ask questions, consider the responses, and properly debate toward consensus.

Start with Optimism

What’s called out in this article are three very pessimistic views of relationships. There is little good to be found by labeling people in your life as described in this model. But Stephen Karpman created it because we do it time and time again!

In my experience, most people (not all) view themselves as inherently “good.” Most people hope for win-win scenarios. There are times when we happily label ourselves as difficult or mean. Sure. But this normally happens after these stories have run their course in our mind and we feel like our actions are a response to someone else being terrible. We just spiral downhill.

Don’t sabotage your team with these stories. My personal principle is that, until proven otherwise, we should start with believing each person wants others to succeed. Don’t assume you know why someone has said something, instead ask them specifically so they can explain it. Start with trust. Push for transparency.

Mirroring is a Simple Method to Use

The book, “Never Split the Difference” by Chris Voss and Tahl Raz, suggests that mirroring people’s words is an easy way to get them to elaborate.

I love this approach! It aligns with my belief that we should be optimistic about someone’s intent and then verify that we understand. Best of all, mirroring is super-easy!

When you are surprised by something said to you, try repeating the words back to the other person. Example:

• Presumed Villain: “I need this by tomorrow, and you haven’t even started on it!”
• You: “You need this by tomorrow?”
• Presumed Villain: “Yes! I’m desperate here!”
• You: “Desperate?”
• Presumed Villain: “Look, it doesn’t have to be perfect, I know this is last minute. What I really need for tomorrow is…”

Can you see how an intense situation is diffused by simple mirroring? The book has other strong suggestions too, I highly recommend reading it.

Conclusion

I hope the Karpman Drama Triangle helps you recognize stories that may be sabotaging you or your team. I’ve shared suggestions on how to fight our natural tendencies by maintaining faith in others and driving for transparency. Give mirroring a try as a quick and easy step toward that goal.

……

If you are looking for a hero partner to fight your villainous competition, reach out to your Perficient account manager or use our contact form to begin a conversation.