There are so many factors\u00a0that go into a successful development team that it can seem like an impossible task.\u00a0 The technology and requirements seem to change daily, and there are always options for staff to move to another job.\u00a0 All that being said, there is a considerable value in keeping core staff in the team and creating long-term stability.\u00a0 This is not a goal that will just magically be accomplished.\u00a0 It takes some planning and effort\u00a0as well as communication with the team.<\/p>\n
One of the traits that all good developers share is a passion for advancing their career.\u00a0 It is important to recognize that career advancement is not just a title or higher pay.\u00a0 Both of those are important, if not critical.\u00a0 However, there is far more to a successful career path.<\/p>\n
It may seem obvious, but the best among IT staff tend to the technical.\u00a0 They may advance to where they do not write code every day, but that does not mean they will not be technologists.\u00a0 There are managerial, mentor, and architect roles that can be very technical in day-to-day tasks.\u00a0 Thus, the career path you offer should be a steady growth towards scaling the skills of your best staff, not a choppy series of steps.<\/p>\n
This approach does make titles sort of “fuzzy” in their application.\u00a0 That can be a challenge, but it does allow for a natural progression of skills, experience, and responsibilities.\u00a0 For example, There should be a lead role that is not a senior developer nor a manager.\u00a0 This provides a path into testing (and refining) management and leadership skills from a developer.\u00a0 The staff can progress without a trial by fire approach where they are thrown into a role 100% and without much support.<\/p>\n
A good team starts at the top and carries through to the bottom a culture of nurture or mentoring.\u00a0 Every role must include a mentorship or teaching\u00a0aspect.\u00a0 Thus, the team will have an internal drive to improve itself by improving every member.\u00a0 When you have this sort of environment you have one that is not only positive for the team, it also attracts the best from elsewhere.<\/p>\n
The thing about an environment that fosters growth is that it is not easy to find.\u00a0 When a “guru” or “superstar” developer hears about a job that exists\u00a0in this environment, they are immediately attracted to it.\u00a0 Of course, that creates a snowball effect where the team that builds itself draws those that desire to develop\u00a0the team.\u00a0 Before you know it, you have an organization like Google or Amazon where everyone is knocking on your door to be a part of your story.<\/p>\n
For better or worse, money is an important part of keeping\u00a0core staff.\u00a0 You can be an incredible organization that does not pay very well.\u00a0 However, that will soon fade as the best on your team are lured away by better compensation.\u00a0 On the other hand, developers often like to stay where they are and avoid the “headaches” involved in moving to a new job.<\/p>\n
This is where momentum works to your advantage.\u00a0 You do not have to be the best deal in town.\u00a0 A compensation plan and approach that shows your respect for the team members will offset that deficiency.\u00a0 Likewise, stay competitive in how you compensate staff and include some bonuses that factor in the savings associated with a stable team.\u00a0 I love the idea of retention bonuses that payout based on staying with the company for another year.\u00a0 This sort of plan can do wonders in keeping staff around for a while.\u00a0 Better yet, it often stops them from looking for another job based on cold calls.\u00a0 Yes, they will still leave a negative situation.\u00a0 They just will not be as likely to consider out-of-the-blue offers throughout the year as they will be steadily focused on the next bonus day.<\/p>\n
In the same way, there should be regular reviews and raises.\u00a0 It is difficult to wait until a team member complains about their situation before acting.\u00a0 They may have already decided to leave no matter what your response whereas being proactive can win back a member before they are lost for good.<\/p>\n
The bottom line in all of this is to value your team members. Show them the respect you have for them as people and workers on a regular basis.\u00a0 Make it evident that they are appreciated and that you desire them to grow as individuals, not just as a team.\u00a0 This goal can be achieved without spending much more money.\u00a0 However, it cannot be reached without being intentional about bringing forth the best from every member.<\/p>\n","protected":false},"excerpt":{"rendered":"
There are so many factors\u00a0that go into a successful development team that it can seem like an impossible task.\u00a0 The technology and requirements seem to change daily, and there are always options for staff to move to another job.\u00a0 All that being said, there is a considerable value in keeping core staff in the team […]<\/p>\n","protected":false},"author":1,"featured_media":460,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_exactmetrics_skip_tracking":false,"_exactmetrics_sitenote_active":false,"_exactmetrics_sitenote_note":"","_exactmetrics_sitenote_category":0,"footnotes":""},"categories":[10],"tags":[34,18],"class_list":["post-459","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-special-topics","tag-software-development","tag-team-building"],"yoast_head":"\n