Employee retention is hard. Retaining technical employees is even harder. Developers receive an absurd amount of emails from recruiters every week, each one tempting them with cooler benefits, a larger paycheck, or an innovative new product to work on. Developers like challenges – and if they feel like their current role is getting stale and not allowing them to explore and grow in the way they want to, another company might snatch them up.
One incredibly useful tool that can help with developer retention is to conduct proper exit interviews. Exit interviews – when conducted effectively, of course – are a great way to evaluate your current structures (whether that be something physical like benefits or salary, or something less tangible like career growth plans) and assess what changes should be made.Read More
So you’ve got your dream developer in the door, but what are you going to do to make sure they stick around? Employee retention is crucial in all industries but is especially vital for technical employees. And the best way to understand how to retain employees is to know what they are looking for in their job. Is salary super important to them staying? Do they need a clear growth path to commit to your job?
Our annual developer survey revealed some interesting findings of what experienced developers care about in their jobs – and, consequently, which aspects would help retain them for years to come. Developers with more years of experience said the following three elements were key to retaining them.Read More
Staff retention would be much less concerning for employers if all it took was above-average compensation, top-of-the-line equipment, and office perks like free lunch and a day spa for puppies. However, even when the stars align, and you’ve created an incredible place for developers to learn and grow, it’s unrealistic to assume that you’ll retain all of your developers until the end of time. While that shouldn’t stop you from doing everything you can to make your company a great place for developers to work, here are some of the more painful truths about staff retention that you should understand.Read More
You might have read the results of the 2016 Stack Overflow Developer Hiring Landscape and thought to yourself, “I’ve figured it out! If I pay above market value, I’ll surely hire all the developers I need this year.” Considering that over 62% of respondents told us that salary is something they really care about when they evaluate a job opportunity, offering competitive pay is a great place to start. However, it’s easy to forget that salary isn’t the only thing that matters to developers. Here are a few reasons why money isn’t always the solution to making (and keeping) developers happy.Read More
Technology is constantly changing. Each year, new programming languages are created and consequently the demand for experience in those languages increases. While some employers have strict requirements about which languages their developers use (if you’re doing this, you may want to reconsider), more companies are becoming open-minded and letting their tech team use whichever technologies they prefer to get the job done.
With education so widely available (the majority of today’s developers are partially self-taught), it makes sense that developers would want to be learning new technologies on the job. In fact, 70% of developers we surveyed said learning new technologies at work was important to them. Learning new technologies on the job keeps developers excited about their job, eliminates the risk of them having an out-dated skill set, and may even help them get projects done more efficiently. It’s a win-win for both parties.
Here are a few ways you can let your developers learn new technologies on the job.Read More
Your best developer might be interviewing with your competition, and you won’t know it until he or she gives notice. According to Recruiting Developers in 2015, 65 percent of developers are open to new job opportunities. This means almost two-thirds of your software development team is open to hearing about other roles—possibly from your competitors.
Consequently, with such fierce competition for talent in the marketplace, retaining your quality software developers has never been more important. Here are a few tips for keeping your technical talent.Read More
While hiring the best talent is an integral part of any successful business, it’s becoming even more crucial for CTOs to hire the right employees for their technical team. Hiring the right – or wrong – employee doesn’t just have an effect on your employee morale, it has a large impact on your company’s bottom line. In a world where new programming languages are being invented every month, you never know which of your next hires could become the creator of the next Swift or Go.
Whether it’s getting your product to market before competitors or retaining the best technical talent to avoid the costs of turnover, here are a few ways hiring has an effect on your bottom line.Read More
Turnover rates of employees in the technology industry have been reported between 9.1% and 10.6%, proving that properly onboarding and retaining developers has never been more important. Developers are in high demand and oftentimes have the luxury of switching jobs as they please, so employers need to be focusing on how to not only attract the best tech talent, but keep it as well.
Unfortunately, there’s no universally approved statistic on the monetary cost of losing a developer – it really depends on their skill level, their salary, and the company itself. Regardless, here are a few stats that help speak to the issue.Read More