How To Keep Software Developers Happy

Why should you care?

2022 was an insane year for developers worldwide; they've experienced work instability for more than a couple of months by now due to massive layoffs. Many outstanding tech talents seek to find the right company where they can nest their abilities.

Finding developers is easy, but finding one that truly matches your company's spirit and brings enthusiasm to the table is difficult. So, if you have gone through a challenging hiring process and came out the other end with a developer that managed to exceed your expectations, you better ensure they want to keep working for your company.

Interacting with developers for some is still a mystery; Developers are detail-driven professionals in the working environment. It only makes sense since they have a formulaic way of interacting with their coworkers that sometimes mimics how they view coding.

To help you, we have constructed a flash course with crucial aspects you need to consider if you want to build a long-term business relationship with the developers in your current tech team.

#1 Communication

It doesn't make a difference if developers work on-site or remotely for your company; Putting effort into how you communicate with your contractors should always be a given for any employer, no matter the case.

It doesn't matter what part of the hiring process you may find yourself in; how you communicate with developers is essential from the beginning. 

Our first advice when interacting with developers is always to have a clear roadmap of the project you want them to follow. Before giving them tasks, you should ensure you understand the project's end product to help them figure out where they should start and how they should finish. Share priorities with them, and avoid making them restart their work by adding un-suspected tasks just because you changed your mind or had an improvised idea. 

Changing your mind mid-project is considered an annoyance and will make you lose credibility with developers from your team. You need to show them that you know what you are doing; if you do, it will reflect well on your leadership skills.

Some developers have difficulty communicating their feelings and emotions, so a great way to keep them on your team is by showing that you care they are understood. Showing empathy and having patience with them shows you are quality employer material. 

Go the extra mile to help them communicate their ideas by offering them a chance to use analogies if you need help understanding them. Do not pretend you know to code as they do; be honest if you don't understand them, but give them a shot to do so.

#2 Workload

How developers handle their workloads is a tricky topic because to understand what may make a developer run off to another job, you need to comprehend the daily effort and obstacles they encounter. Their workload needs to be fair, realistic, and timed correctly.

Coding is a mix of multiple course corrections developers apply to discover what they need to fix to finish their projects successfully. It's trial and error, so if they appear not to hit the nail on their first try, don't ever assume it means their skills are not up to par with the challenge. Coding is a process; not understanding this will make them run away.

Another thing to consider is that some developers need to catch up on their work due to malfunctioning equipment, which is not their fault. Always talk to them and try to understand why they are struggling with their workload. Understanding what coding entails will show the developer you are rooting for them to finish.

Understanding how developers handle their workload will show that they are organized workers. Look into some methods they use for task management, such as scrum sessions, to gain insight into how they handle their tasks to avoid interfering with their workflow.

Another thing you can't miss is giving feedback respectfully and proactively, so it doesn't disappoint the developer. Try to put yourself in the developer's point of view to shape how you can be constructive with their wins and fails.

#3 Perks and Promotions

Developers will stay happy with their jobs if they feel the company they are working for acknowledges their seniority and achievements. If the developer has already said yes to the job you offered them, congrats, it means you did a good job negotiating a fair compensation based on the workload you expect them to fulfill. 

However, you should reward them appropriately when deserved if you expect them to stay within your team for the long run. It's all about showing appreciation for their growth inside your company itself. Suppose you see a developer working hard, learning new skills, or actively offering good ideas without being asked to do so. In that case, consider offering an incentive that shows you appreciate them. It will show just how much you want them to stay part of your team.

A great advice is to understand a developer's potential career growth, so you can recognize when their skills improve or how they are looking to scale. Seniority is a big deal for developers, so if you give them a shot to reach it, they will stay by your side.

Recognizing their commitment doesn't always mean a financial raise or reward. Offering them courses, vacations, or even equipment is valid to show most developers that you appreciate them. Talk to them about how they feel, and listen to their aspirations so you can actively become a part of their fulfillment.