How do you keep good employees?
We are often asked by our customers about how they can keep good employees and how they can win the right new ones.
Based on our study results and experience with thousands of employers and 56.000 developers, we can pin four intentions to answer the question: what can employers do better to make their employees happy?
Most specialists are satisfied
A global Stack Overflow Developer Study has found that most IT professionals globally are "more satisfied" or "satisfied" with their current position (around 73 percent) and most are working for a company with up to one hundred employees.
Despite general satisfaction, twelve percent are actively seeking employment and 61 percent are open to new career challenges - a great opportunity for them CompanyTo use this openness and to gain capable employees for their projects - also from abroad.
Women strong in the bottom
Women are still strongly in the subordinate: Knapp 45 percent of respondents in Germany said that they have no woman in the team and even only around 4 percent of respondents in the study were women.
The average salary of a programmer in Germany with five or more years of experience is in the area around 53.000 Euro.
What good employees really want
But how do the 4 tips look, which companies should take care of, if you want to win and keep good developers for themselves? An overview of what good employees really want!
Tip 1: Let's learn something new!
Our survey has shown that every second programmer (60 percent) actually wants to write daily code. As a developer you have to constantly learn and acquire new programming languages and coding patterns.
This is also important in order to remain mentally fit and to keep pace with the rapidly developing industry. Whole 68 percent of respondents said they want to learn new technologies in a new position and 59 percent want to develop something completely new.
- Meet this need as an employer and offer your staff training courses and give you more time for your own learning. Some companies free up half or even whole days for their own projects, or invite external experts to share common questions and tutorials.
- Such an openness for free learning should be encouraged in the team - it guarantees the creative creativity potential of the employees and increases the satisfaction at the workplace.
- Also, the conditions should be made as simple as possible and make it easier for programmers to do their work - that alone saves time and nerves. Here better ways can be found to write down the coding sections and preserve them, for example. For example, on Stack Overflow we've come up with a solution: Stack Overflow Documentation is the world's largest code library, helping developers write, store, and use better-performing code. As a result, developers are always learning new things.
Tip 2: Working hours - flexible and at your own pace
Since programmers basically only need an Internet connection and a laptop, you can work from anywhere. Whole 56% of the interviewees stated that the compatibility of work and private life is the most important to you.
For this reason, companies must increasingly offer flexible working time models and also create compensation measures for overtime and allow home offices.
Tip 3: Find our (monetary) values!
Of course, the salary must also be correct: just under 54 percent of respondents called it the second most important factor in choosing the job.
Again, the philosophy should be that one prefers to hire a really good developer for more money than a mediocre one who causes more problems and delays through his work. Another important point is team spirit and corporate values.
Tip 4: Strengthen motivation and cohesion
Companies should be careful to motivate, strengthen cohesion and, above all, have defined corporate values that can support all employees as the lowest common denominator.
And whether you call yourself a unicorn, a rock star, or a coding God, employees should be able to co-determine, represent, and identify with vision and corporate values. In the executive floor, there must be motivating people who, above all, can do one thing: listening. That's the key to problem solving and employee satisfaction.
Tip 5: Abolish unrealistic expectations
Expectation management is very important - the programmers know best what is possible and what is not. Companies should formulate their job advertisements more precisely - there is nothing worse than a generic advertisement that appears to be a great position.
In truth, however, it is only a stupid rumgetee of the same coding commands, or the expectations are completely exaggerated and represent the developer before insoluble tasks. It is worth to know and speak the language of the developers so that these gratitude catches up with what is asked.
It is up to the company
Ultimately, it's up to the companies to win the War for Talents, because as long as the skills shortage in IT continues, developers can choose who they work for and companies have to "promote".
But if these four intentions are heeded in the new year and the product is right, your IT recruiting is well positioned for the hard struggle for coding talent.
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