9 Dec 15 Industry Insights
In today’s job market, it’s rare for a developer to stay with an employer for more than 2 years. According to Recruiting Developers in 2015, 65% of developers across the globe are open to new job opportunities. This means that roughly two-thirds of your software development team could be discussing new opportunities right now - possibily with your competitors.
With such fierce competition for talent, retaining your software developers has never been more critical. Today we're going to share with you some tips on how to reduce turnover in the development team specifically, but this model could improve retention in any part of the business.
Why do the best developers leave?
I can’t speak from personal experience, but fortunately quite a few developers and tech bloggers - such as Bruce Webster, Alex Papadimoulis, Bruno Marnette, Michael Lopp and Erik Dietrich - have written about the subject. Some of the most common reasons include:
In a nutshell, developers are more likely to look for a new job if they are bored, disengaged, and frustrated with the work culture and internal processes. How can you prevent these feelings from reaching the tipping point?
Take boredom seriously
Sometimes there are boring tasks that just have to be done, but that doesn’t mean you shouldn't take boredom seriously. Building a strategy to minimise boredom could really enhance your culture and improve retention, particularly for your developers. Bruno Marnette, Co-founder and CTO of Enki, offered some practical tips on how to achieve this in a recent blog post. These include:
Of course, every development team in every business is different so it's important to understand the specific frustrations and desires within the development team before developing and implementing your strategy. Encourage your developers to speak openly with you and share any ideas they may have, and be completely transparent with them in return. This will not only build trust, engagement and honesty, but it will help you create a strategy against boredom that actually works.
Create a work culture that's hard to leave
Time to be really honest with yourself. Think about at all the people who have left the company in the last year: what really motivated them to leave? More often than not people start looking for a new job when the work culture is failing to keep them happy, engaged and motivated. Imagine what would happen if you had a culture that nobody would want to leave?
In my opinion, success in employee retention rests on one thing: a sense of purpose. A shared sense of purpose creates a powerful synergy that can dramatically increase loyalty, focus and productivity. It is therefore crucial that all employees are bought into the vision of the company and understand the overarching strategy to achieve the businesses short, medium and long term goals. Regular company meetings isn't enough; you need to think about your internal communcations strategy as a marketer. What are your key messages? What stories can you use to boost motivation? How can you use internal communications to make people feel valued? What tools can your business use to facilitate better communication between employees?
Employers also need to be aware of their employee's personal goals and consider how these to be pursued whilst supporting business growth. If you know what your developer wants to achieve in 5 years, you have a better chance of keeping them for 5 years. All you have to do is create opportunities for them to achieve those personal goals at work.
Finally, as Alex Papadimoulis explains in "Up or Out: Solving the IT Turnover Crisis," a work culture will become more cohesive if we simply accept that an employee is eventually going to hand in their notice, and that's OK. The goal is for both sides to add as much value to the other as possible during that person's employment so that when they do hand in their notice, you know it's for the right reasons.
And if this strategy works well for your developer team, why not try it out on the rest of the business?
A guest post from Izzy Griffin-Smith
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