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How Employee Burnout Impacts Your Technical Staff Retention Plan

Post by Rich Moy on Mar 20, 2017 12:00:00 PM

It probably wouldn’t be a stretch to say that developer hiring is one of your biggest priorities in 2017. The most obvious conclusion from this is to recruit and hire the developers you need, but it also means that staff retention is more important than ever this year. With the competition for tech talent at a fever pitch, the reality is that your current developers are likely receiving their fair share of recruitment emails. Ignoring signs of employee burnout could ultimately derail your entire developer hiring strategy this year. Here are a few things to identify and address before your most talented programmers say enough is enough and move on to greener pastures.

The Difference Between Job Satisfaction and Employee Engagement

Post by Rich Moy on Jan 27, 2017 12:00:00 PM

When you have an office full of developers who seem to be happy with their jobs, it’s common to think that there isn't much cause for worry. You think to yourself, “Happy developers equals engaged developers, right?” While you should be commended if your engineering team feels this level of satisfaction with their work situation, you shouldn’t lose sight of the fact that there are a lot of factors that make developers comfortable at work, but don’t necessarily measure their level of engagement or loyalty to your company. To meet the loftiest hiring and employee retention goals, it’s important for technical recruiters to understand the difference between job satisfaction and employee engagement.

The Importance of Exit Interview Feedback from Developers

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.

3 Ways to Retain Experienced Developers

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.

3 Difficult Truths About Technical Staff Retention

Post by Rich Moy on May 31, 2016 12:00:00 PM

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.

Why Competitive Pay Alone Isn't Enough to Hire (and Retain) Developers

Post by Rich Moy on May 19, 2016 12:00:00 PM

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.

Are You Letting Your Developers Learn New Technologies on the Job?

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. 

How to Retain Software Developers in Highly Competitive Markets

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.

How Hiring Has an Effect on Your Bottom Line: What CTOs Should Know

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.

The Startling Cost of Losing a Developer

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.

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