Initially, we discussed how your company can improve in attracting skilled IT developers and provided valuable tips and advice on how your organization can enhance this. Then, we delved into the recruitment process and also how to receive and introduce your new hires in a good and welcoming manner. Now, let's discuss how you can further develop and retain your employees so they are less inclined to seek new opportunities in the job market.

Individual development plans and internal career paths

Now that we've successfully recruited some real talents and given them a good introduction, it's time to think about how to retain them and minimize the risk of them seeking new opportunities in the open market. However, developing and retaining skilled IT developers requires a strategy that includes career development, training, and a positive work environment.

A crucial aspect for many in the workplace is growth and engaging tasks. To facilitate growth, it's important to clarify career paths and provide concrete examples of how a colleague can develop. This is tied to the individual goals we discussed in the previous article. When goals are met, it often automatically signifies an important step on the company's career ladder. This way, the individual can grow and advance within the organization. As a complement to this advancement, offering appropriate internal and external training and workshops is also crucial.

Work environment

Consider how your work environment is perceived by all employees, especially new ones. What impressions do they get of the work environment? Many companies conduct employee surveys and similar analyses, but how much insight do they truly provide? You might have encountered these qualitative surveys yourself, where you're expected to rate a statement on a five- or ten-point scale to indicate how well it aligns with your own perception. The approach is surely efficient, and you can quickly gather responses from hundreds of employees, but the question is what quality you gain from the collected data. Many respond fairly quickly to these surveys simply because they're expected to, and they might not dedicate much time to reflecting on the questions.

We're not saying that this type of survey is entirely pointless, but you should interpret the results with a grain of salt and supplement your quick online surveys with more in-depth interviews where you truly learn what people think and feel.

Another vital aspect we discussed earlier is creating a psychologically safe atmosphere where there's open communication, and people feel free to ask any type of question without worrying if it's too simple or obvious. Remember to address all suggestions and ideas by documenting them and bringing them up during future sessions you have with the team. One way to work on this is by using Lean Coffee, where all suggestions are noted down, and you collectively vote on which two or three suggestions to focus on.

Don't forget about social activities either, as they contribute to a better work environment. It doesn't have to be elaborate. Simply sharing a lunch or coffee break, or going out for a meal after work, can suffice. In connection with these social activities, you can also organize various team-building exercises to get to know each other better.

Stimulating modern workspace

Ensure you create a stimulating, attractive workplace with modern and powerful tools. Is there anything worse than waiting for a slow computer with an outdated processor, insufficient RAM, and a sluggish, tiny hard drive? The difference between different computers can be quite significant, even if the price difference might only be a few hundred dollars. It's a relatively small investment compared to what an employee costs, so invest in good tools and modern hardware—it will pay off in the long run. The same applies to the software you use. It might not always have to be the absolute latest version of everything, but at least make sure you have reasonably modern versions of the software you use.

Also, make it a habit to regularly scan the open-source world for new developments. There's an abundance of more or less useful software and tools available for free use. Of course, it should be used judiciously. In the near future we might create an article series about software based on open-source code and how it can be practically used in a solid business model.

Beyond office computers and software, it's also important to invest significantly in other infrastructure like active network equipment, servers, and other necessary hardware. A fast and reliable internet connection (preferably redundant) is also crucial for most.

We previously talked a bit about the importance of creating a safe, creative work environment where various ideas and suggestions are encouraged. Allow your developers to experiment and explore new solutions. Not everything might lead to a tangible outcome, and that's okay. Ensure developers have dedicated time for this innovation work so that they don't drown in an endless stream of mundane development. The same applies to the projects your company is working on. Create a few exciting, slightly more challenging projects that require a bit more expertise and stimulate developers' intellect and logical abilities. As developers, we fully understand that not all tasks are fun and developmental, but the key is to create tasks that encompass a bit of everything.

By offering career opportunities, continuous education, and a positive work environment, you can create a pleasant and stimulating workplace that attracts and retains skilled IT talents in the long term. Showing appreciation for their work and dedication, and providing opportunities for personal and professional growth, will contribute to building a strong and loyal workforce.

In our next article, we'll explore how to work with different types of rewards and benefits so that your developers feel even more inclined to stay with the company.