How to Retain Developers
These days almost every company needs developers. Whether it’s a global tech giant that is always looking for new talent to join its team or a local startup that needs to program an app for their town’s upcoming event. One thing stays true – the demand for software engineers is growing and the shortage of talent becomes evident. Many experienced developers claim that they constantly get job offers in their LinkedIn messages and emails promising to pay more than their current job does. So even if you were lucky to find a coder who matches your company’s needs and values it will take effort to make them stay. We often talk about recruitment on this blog, but today we are going to outline some tips to help you retain tech talent.
- Make Remote Work an Option
If your developer is based in the same location as the rest of the team allowing them the flexibility of choice will be appreciated. Especially if your developer works fairly independently from the rest of the team, giving them an opportunity to work from home and during the hours that fit them most shows trust in their coding process and results. You don’t want to make them feel too much pressure once they have proved they can deliver results and fix issues in time. The lack of trust and flexibility can easily become the reason they would think of leaving for another position, especially now that so many companies have fully remote teams.
- Know and Respect Their Value
Once you’ve hired a programmer it can be easy to take them for granted. Not to say you should always be scared of them leaving, but you need to have a healthy understanding of the demand for tech talent out there. Keep in mind that your software engineer is getting offers from companies all the time. Respect their value by giving them a fair wage, asking for their technical advice instead of just passing down tasks.
- Support Learning
Always support software engineers who are willing to learn a new language or try a new framework. First of all, your programmer probably knows what skills they will need in the future better than you do because they tend to stay in tune with the latest news in software development. So even if you do not understand why they would need to learn something there is no need for it in the current project, trust them in wanting to become a more skilled developer for your company’s future tech development. In order to endorse the developer’s desire to improve their skills, offer to sponsor their education and let them take some of the work time – after all their professional growth is integral for the organization’s technological advancement.
- Provide Quality Gear
Something you don’t want to start saving money on is good gear. These are the instruments with which your technology is built. We all know that outdated, slow, and laggy computers and applications are extremely frustrating. Now imagine how much the quality of gear influences a programmer’s experience at work. Even if they work from home, make sure to provide them with the best tech you can and pay attention to their requirements and comments – it is not always about getting the most expensive PC, but buying the tech the developers need most.
- Keep Them Involved
The objectives of the company must stay the main direction for everyone – from a customer service worker to your coder. This ensures everyone has a clear vision and realizes their role in the collective success. In turn, this sentiment brings a sense of accountability and togetherness. Furthermore, ensure everyone’s equal participation in social events as developers frequently are stereotyped as “different” – introverted, socially awkward. Try to fight such biases within your company and include everyone. The resulting feeling of belonging will keep the employer from thinking about it as just a job and will make it harder to abandon if something better comes along. The new offer would have to not only beat the wage but the feelings of involvement with your company.