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.
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.
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.
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.
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.
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
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.
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.
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.
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.
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.
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.