The largest part of the AMC Bridge team is concentrated in Ukraine, where the company has established 5 development centers. So, we decided to start a series of stories about the locations where the company operates, starting here, the very location where the AMC Bridge’s roots were planted, and the company embarked on its journey.

The war in Ukraine and the global economic slowdown have had a noticeable impact on the IT industry. Many companies lost some clients or faced contract reductions. AMC Bridge was no exception. Yet, despite this, development did not stop and will not stop. Experts from Ukraine possess excellent expertise that will always be in demand for business digitalization. Our team has proven its ability to fulfill all commitments, even amid the war, blackouts, and crises. Client surveys attest that service quality and performance have not decreased.

While the company is currently not actively recruiting for new positions, it maintains an optimistic outlook for the future and remains committed to welcoming experts in digital transformation, both in Ukraine and other locations where AMC Bridge operates.

We asked the director of AMC Bridge Ukraine Nataliia Zarubina to share her perspective on the Ukrainian team. Nataliia joined the team in 2009, initially serving as the sole HR specialist. Later, she assumed the role of heading the HR department. With the company’s globalization, she took on the position of Director at AMC Bridge Ukraine. She finds great satisfaction in engaging with colleagues. Beyond her professional life, Nataliia is deeply committed to supporting the Ukrainian military during these times of war. Her interests span psychology, animal welfare, and active involvement in supporting animal shelters.

In this issue, we delve into the heart of our Ukrainian operations—a dynamic and diverse team. Moreover, Nataliia shares insights into the cultural aspects that define colleagues from Ukraine.

“Some directors joined us when they were students.”

I have fond memories of AMC Bridge when it was a small and tightly-knit company. 23 years fast-forwarded, and we’ve expanded to establish five development centers in Ukraine. Also, we have colleagues who work remotely from various Ukrainian cities where we haven’t established physical offices, and some of our employees have relocated to Poland and other countries. In a major move in 2022, we broadened our operational horizons by welcoming colleagues from India and Uzbekistan. Our teams are now diverse, spanning multiple countries and cultures. This dynamic blend, while enriching, brings added responsibilities for our managers. They skillfully navigate the intricacies of managing teams that embody such a wide spectrum of backgrounds, skill sets, and individualities.

Speaking of our colleagues from Ukraine, they often fit the profile of a developer who specializes in C++, C#, or C# Full-stack programming. On average, they have been part of the AMC Bridge team for almost 5 years, showing a strong bond and commitment.

Most of our managers—delivery managers and directors—have traversed a significant journey within AMC Bridge. They started from entry-level positions. Some directors even joined us when they were students. They’ve grown with the company, evolved, and now hold quite high-ranking positions. This distinctive attribute characterizes AMC Bridge’s approach: rather than hiring specialists directly for high-ranking roles, we are committed to fostering a culture where managers naturally rise through the ranks within our team. This progression allows them to accumulate substantial technical experience and profound expertise and become well-versed in our work methodologies. This strategy forms a unique win-win scenario for the company and our colleagues.

Empathy and action in the face of war

When discussing our team in Ukraine, it’s impossible to overlook the impact of the war. The russian invasion has affected the lives of all our colleagues in Ukraine. A part of our team has joined the Armed Forces of Ukraine. Of course, we make consistent efforts to maintain communication with them, and the company continues providing compensation to all employees who are defending Ukraine’s independence.

Certainly, people have an exceptional capability to adjust to almost anything, but a war is something that can never be fully comprehended. It’s a jagged line where you can live fairly normally until something dreadful happens, and then something inside you snaps. However, we’ve learned to cope with this cruelty—I personally find donating very helpful. And I believe it’s not just me. The volunteer movement within the team attests to this, along with the incredible results of our colleagues’ fundraising efforts to support the military. The total amount of donations reached over $1.4 million, including $220 000 provided by the company from its fund to support volunteer requests. I truly believe it’s incredible! I know that many of our colleagues offer not only financial support. People have helped displaced persons, gathered essential items, assisted with logistics, donated blood, and even offered their homes to complete strangers. This war seems to have made us more humane, attuned to others’ pain, and, undoubtedly, more united.

I also want to spotlight the incredible resilience of the AMC Bridge team in Ukraine. Traditionally, our clients have consistently recognized the high performance of the AMC Bridge team, along with other indicators. I’m very proud that last year, all together, we were able to achieve even higher results based on the surveys, despite all the difficult conditions that the team in Ukraine is going through due to the ongoing war.

Navigating cultural nuances

As our company expanded globally, we faced another challenge of establishing effective communication within the multicultural team. After all, each country holds its own cultural intricacies that should be considered. Perhaps sharing a few facts about the typical qualities of Ukrainian teammates will help ensure better communication.

Approaching challenges and solutions

When we encounter a technical issue, colleagues from Ukraine will typically begin by assessing the extent of the problem and determining if they can resolve it independently. If feasible, they will likely take the initiative to do so. However, if identifying the root cause or resolving the problem involves substantial effort and potentially requires the involvement of other colleagues, they will notify their team lead or delivery manager. This process forms the foundation of our team’s workflow. Our managers encourage colleagues to report issues promptly if it becomes apparent that resolving them quickly on their own isn’t possible.

What if you’re used to handling such situations differently? Always adhere to general guidelines and align with the company’s values and practices. Establishing these shared practices at the outset of a colleague’s involvement in a project is beneficial. It ensures everyone is on the same page and fosters a cohesive approach.

Navigating critique and feedback

When it comes to feedback, vague input, and indirect evaluations are not our style. We avoid cases when colleagues have to decipher what is expected of them. Instead, we advocate for managers to provide constructive and well-grounded feedback in a courteous manner, supported by facts. While this might seem overly direct in certain cultures, it’s entirely acceptable for us and isn’t perceived as an insult.

Certainly, our response to feedback is heavily influenced by how it’s presented. Harsh and straightforward criticism usually triggers negative emotions and a defensive reaction among colleagues from Ukraine. However, it’s important to recognize that feedback isn’t a one-way process. Both those who provide feedback and those who receive it should strive to be constructive, genuinely listen, and draw conclusions.

Feedback is an ongoing learning process for us, and the company organizes seminars for the team to enhance this skill. Our goal is to ensure our managers provide evaluations tailored to each individual colleague, taking all unique aspects into consideration. Simultaneously, we educate our colleagues on how to effectively receive feedback, ensuring it contributes to their personal growth.

Empowering decision-making

In some cases, swift decisions are necessary, but overall, we lean towards well-considered decisions that stem from discussions with other team members. The final say still rests with the manager in such scenarios, along with the corresponding responsibility. However, they will consider their colleagues’ viewpoints. Expressing our thoughts and sharing ideas is intrinsic to the company’s approach.

This approach might not be universally applicable across all cultures. However, I offer a straightforward piece of advice: don’t hesitate to speak up. Within our company, the initiative shown by colleagues is highly encouraged and is an integral part of our business culture. If you have ideas to contribute or perceive potential risks, your voice matters, be sure to use it.

Respecting time

Being punctual for work meetings is a characteristic of teams from Ukraine. It’s more likely that a colleague will join a meeting ahead of time rather than late. We anticipate respect for time from other team members. A slight delay of 1-2 minutes is acceptable, but further delays could be viewed negatively as a lack of respect for other meeting participants.

There’s another trait that defines us. AMC Bridge managers are consistently available since our clients predominantly operate in different time zones. Therefore, managers might send messages and emails to colleagues outside of working hours. We’re working on this and kindly ask that such practices be avoided as we strive for colleagues to maintain a healthy work-life balance.

Within our company’s business culture, a lax attitude towards time isn’t acceptable either. Attending meetings promptly, adhering to estimates, and informing in advance if you foresee potential delays in completing tasks within discussed timelines are all customary practices.

Building meaningful relationships

Building personal relationships with coworkers is an essential part of the Ukrainian culture. And I see how this is embodied within the AMC Bridge team. Throughout the years, I’ve observed how our team members find friends among their coworkers—people who share their values and interests. Those working from the office often establish small traditions, such as taking coffee breaks together, ordering meals collectively, and enjoying lunchtime companionship. Celebrating birthdays with shared cakes is also a common practice. Additionally, I know that many of our team members unite around sports, organizing cycling events and participating in marathons. These relationships transcend professional boundaries, enriching our lives and fostering a genuine sense of community. They not only contribute to our productivity but also enhance our overall well-being.

I believe that understanding the unique aspects of each culture within the global company is highly important for the productive operation of the entire team. We may be quite diverse, but at the same time, we are united by shared values and interests. And I am hopeful that soon we will have the opportunity to learn more about the teams in other locations that are part of AMC Bridge.