Initially, we discussed how your company can become better at attracting skilled IT developers and provided some valuable tips and advice on how your organization can improve in this aspect. Then, we delved into the recruitment process and also how to receive your newly hired employees and introduce them in a good and welcoming manner. Afterward, we talked a bit about how you can further develop and retain your employees so that they are less inclined to seek new opportunities in the job market. In the previous article, we explored how you can enhance the offering further by providing attractive salaries, bonuses, and other types of benefits. In this concluding article, we aim to address the topic of feedback and communication.

Performance evaluation

Evaluating and analyzing individual employee performances is something that should be done regularly. A smooth approach is to utilize goal documents and individual development plans as discussed earlier in this article series. Conduct monthly evaluations, ensuring they are clear and objective. Focus on both achievements and developmental areas. If you have followed our earlier advice, you can base evaluations on the rating scales you created for each competency area and for each individual. Make an overall assessment based on the team's strengths and weaknesses, and concentrate on areas where you might be falling slightly short of expectations.

The best scenario is if you can find areas where an individual wants to grow and learn more while simultaneously addressing a genuine team need. Unfortunately, this might not always be possible. There will always be tasks that are perhaps not as exciting, challenging, or developmental. A successful approach in such cases could be to bundle different areas and state that they are interconnected. If a developer finds it really enjoyable to develop new business processes in Java, perhaps less exciting tasks like writing system and user documentation could be included. It's essentially a bundled offering!

To succeed with this, it's crucial that the goal document you created earlier follows the SMART method to ensure that the goals are clear and concrete.

Constructive feedback

There are several things to consider when providing constructive feedback. Here's a short list that might be worth keeping in mind:

Choose the right timing

Provide feedback regularly and when it's most relevant. Avoid giving feedback when someone is stressed or upset. Try to find an appropriate time when both of you can concentrate on the conversation.

Use specific examples

Give concrete examples of behaviors, accomplishments, or situations you want to highlight. Avoid giving general feedback; instead, focus on specific situations where the developer can understand what worked well and what can be improved.

Balance positive and constructive feedback

Remember to balance positive feedback with constructive criticism. Praise the developer for what's going well and then provide constructive feedback on areas that need improvement.

Provide real-time feedback

Try to offer feedback as soon as possible after an event has occurred. This allows the developer to better connect the feedback to specific events and facilitates improvements.

Create a safe environment

Ensure that the developer feels comfortable and secure in receiving feedback. Promote a culture where feedback is seen as a tool for personal and professional growth, not something negative or discouraging.

Give feedback in a private setting

For more sensitive or personal matters, it might be best to provide feedback in a private setting to avoid making the developer feel exposed or offended.

Focus on behaviors and outcomes

Provide feedback that is focused on observable behaviors and outcomes. Avoid giving feedback on personality traits, beliefs, or preconceived opinions.

Follow up and follow through

After giving feedback, follow up with the developer to see how they've taken in the feedback and what improvements they've made. Show interest in their development and support them in implementing changes.

Open communication

Create a culture of open communication where developers feel comfortable sharing their opinions, ideas, and concerns with management and colleagues. Encourage active participation by listening to and incorporating feedback from developers and involving them in decisions related to their work. We've previously touched on the concept of creating psychologically safe environments, and this is highly relevant for successful open communication.

It's also important to lead by example. This means that merely talking about things isn't enough; leadership and managers must set a good example by showing they are open to receiving feedback and encouraging dialogue.

Development plans

Work together with each developer to create individual development plans based on their career goals and interests. These plans should include concrete steps and educational opportunities to help developers reach their objectives.

By conducting constructive performance evaluations and fostering open communication, you can create a work environment where IT developers feel encouraged to grow and contribute in the best way possible. This increases engagement and establishes a positive work culture where both employers and developers can understand and support each other's needs and goals.

This concludes the last article in our series on how to recruit and retain IT developers. We hope you find the tips useful and take the time to try some different approaches in reality. We wish you all the best in the future, both in recruiting and retaining skilled IT developers.