There is a common theme that a lot of managers struggle with: they don’t know how to retain their developers. Even if they already have a team of A-players, it is important to keep a comfortable work atmosphere.
That’s why great leaders don’t find fault with the developer. It is more important to look first at him or herself. And then you might find that you have not tried the most effective strategy to retain your people.
The good news is that the list of killer strategies is right here. Follow them to make the grade!
Strategy 1. Developer-First Culture
If you want to find iOS developers in Ukraine who are in the class of their own, it’s not enough just to advertise a job for them. Tell them about the career that you can offer and the unique experience that they can get from you. It’s important for professionals to be able to learn and grow, so create a Developer-First culture. Do your employees have enough training and courses? Do they visit conferences, facilitate internal negotiations, and, most importantly, are you able to encourage new ideas? If your culture does not reflect the values and preferences of dedicated developers, it’s impossible to make the grade at working with them.
Strategy 2. Comfortable Workplace
It is essential to follow global trends: consider how key players in the IT industry are equipping their offices. Fewer and fewer companies are opting for open space. For example, Mobilunity creates offices for small teams. Maybe this option is more costly in terms of infrastructure organization, but a lot of developers really appreciate the separate rooms. They contribute to team building, allowing the team to become more involved in the project.
You can consider creative meeting rooms, game space, gyms. Some companies have even equipped relaxation areas with a massage room or, vice versa, with soundproofing and drum sets.
Collaboration with an outstaffing company will help you not to think about these issues and focus directly on work.
Strategy 3. Right Tools
When all your work processes are about technologies, it is extremely important to have the right tools. When it comes to monitors, two are better than one. Ideally, these are 30-inch monitors. It sounds like a minor issue, but it is not. Providing the developers with the tools they need to work will show that you respect and appreciate them.
It’s not just about technical equipment; there’s also access to the necessary programs and applications, office supplies, a convenient opportunity to book a meeting room. Provide your developers with everything they need, whether it is a fancy keyboard, a third monitor, or the ability to work remotely. It is also important to have a policy of openness to new ideas and feedback within the company. Even a beggar description of the project and its task may mess up the situation.
If your people work a lot, think about installing a bed in the office. Or a perfect coffee machine at least. That will definitely get your money worth.
Strategy 4. Communication
Discomfort in interpersonal relationships strongly demotivates specialists. The atmosphere suitable for the employee in the team is necessary so that the developer wants to continue working in the company. Moreover, it is suitable and not specific.
One needs socialization and a very sociable environment, the other is no great shakes at team spirit and does not want to spend non-working time with colleagues, he or she needs a distance, and you should respect that.
You will miss this information if you don’t communicate with your people. A common reason for the departure of an IT specialist is that something fundamentally important for one has changed in the company. Your task is to find out that as soon as possible. Make sure you have enough team and individual meetings where you can discuss all the news, issues, answer the questions. Informal communication is also important.
Strategy 5. The Killer Product
Developers want to be proud of the product that they create. If it is cool, they sincerely worry about it, happy to talk about work with friends and family. And when it is not up to much, people feel just frustrated. The worst situation is when your developer considers the competitors’ product to be better. It tells about the lack of engagement and involvement in the work process. Sometimes the killer product motivates even better than money.
That’s why you need to create something that is really cool if you want cool people to work with you. Listen to how employees talk about work, especially in an informal setting. What thone do they use, what intonation. If you feel apathy or irritation in their speeches, try to discuss the reasons without delay. It is possible to change the project, to review work processes, or to explain some issues. Such little things are decisive sometimes.
Summing up, it is possible to say that the best strategy is to treat dedicated developers as key shareholders in your company. Take care of them or find an outstaffing company that will do that for you.