Blog #7

How to Retain Dev's

 22 Jan 2018

How to Retain Talented .NET Developers On Your Team
Recruiting top talent is never easy. Especially when every other company is tripping over themselves to tempt your best developer to jump ship.
Speaking as a recruiter, we know all about the talent market in the North East, Yorkshire and across the UK. Developers are in demand.
Even junior .NET developers, happy in their roles, are fielding calls, emails and LinkedIn messages asking them whether they would be tempted to go elsewhere. According to Stack Overflow research, 65% of developers are open to hearing about career opportunities at other companies. For the right price, we believe almost anyone can be encouraged to consider a new role.
However, taking a leap is always a risk and money is never the only factor. After years working in recruitment, we know employees don't look elsewhere purely for the money. A few hundred or thousand extra every year is only appealing when staff aren't happy in their current role.
Let’s look at why developers leave and what you can do to prevent your top talent working for a competitor:
Why Developers Leave

• Badly managed or poor relationship with supervisors. It’s an often repeated expression that people don't leave companies; they leave people. Line manager, in particular, are the primary touchpoint that everyone has with a company. If you’ve got a manager who isn’t performing, the team will suffer, and staff will, without fail, look elsewhere.

• Know what your developers want. Businesses approach projects with the mindset that once the objective is achieved everyone is happy and you can move onto the next one. Revenue, sales and happy clients are important for every business. But have you stopped to ask what your developers enjoy about specific projects? Or what they want to do more often? Are they stretching themselves, solving problems and learning, or are they getting fed up of solving problems that others created, such as a badly written codebase?
• Poor perks, insufficient advancement. Companies that don't reward talent, either with competitive salaries, bonuses, perks or the opportunity to advance, will struggle in this talent market. Even if you run a small company, there should be some scope for perks such as an early Friday finish or remote working. A good company culture goes a long way towards keeping employees happy, especially when you’re a close team striving towards common goals.
Retaining top talent means focusing on the positives and making sure your developers enjoy their work and feel rewarded. Here are a few ways you can do this:
• Solve people problems. Don't let issues between managers and staff linger, hoping they will go away. These are often the underlying reasons developers look for new opportunities.
• Aim to deliver interesting projects for clients. Work that tests and challenges your team, so that they learn and progress is better for your team than one dull project after another full of untidy code that developers are tired of trying to fix.
• Provide perks and salaries that reward hard work and excellent performance. Alongside anything of monetary value, ensure your company has an inclusive culture where staff get along. Negative attitudes are poisonous. Seek to address problems before they drive developers away into the offices of competitors.


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