Why Software Developers Leave (How to Retain Them)
Getting a software project is not a big deal. However getting the right team to do the job is essential. The job is still not done. The real job is to engage and retain your recruit. Losing an employee can be disastrous. The disruption of deadlines can wreck your plans, reputation, and future prospects also. Getting a new candidate, vetting his credentials, training him to fit into the company culture can cost you both in time and expenses. So how do you retain your developer? Competition is fierce and good developers are a rarity. Here are a few reasons developers scoot and some changes you can implement to keep them around.
“Monotonous job schedule.”
If your developer is asking questions, trying to get abreast with the latest in the field of technology, thank your luck you have a worthy developer. Don’t quash his questions. No developer wants to be stuck in a company with antiquated technology. Providing regular opportunities for developers to gain knowledge of and share skills is significant for keeping good talent.
“No autonomy.”
Another primary reason for the flight of talent is lack of autonomy. Don’t feel that your authority will be eroded if you give more independence to your developers. Give them the full range of freedom to use tools and open source software, remove barriers and bureaucracy, and provide substantial flexibility. Conceding these freedoms not only means more contented employees but more competent, pioneering work as well.
“Pay/perks not competitive.”
Don’t think that money does not play a part in retaining or losing developers. If you cannot match big players, you can give other perks like more leaves, more vacation days, ability to work remote, flexible hours; the list goes on. Also, have an achievement based promotion policy in your company. These measures will keep your developers contented even with a lower paycheck.
“It’s time for something new.”
This generation is very restless. On an average, a person changes four jobs by the time he is 32. The present age has multiple career options. Therefore give your employees new opportunities to improve their skill and also their financial benefits during their employment.
