{"id":1112,"date":"2020-03-05T10:33:00","date_gmt":"2020-03-05T08:33:00","guid":{"rendered":"https:\/\/arc.dev\/employer-blog\/?p=1112"},"modified":"2025-06-11T12:56:44","modified_gmt":"2025-06-11T04:56:44","slug":"developer-retention","status":"publish","type":"post","link":"https:\/\/arc.dev\/employer-blog\/developer-retention\/","title":{"rendered":"Developer Retention: How to Keep Your Software Developers Happy"},"content":{"rendered":"\n

This article is all about developer retention<\/strong> and how to keep your software developers ha<\/strong>ppy. But, the main point of this post will be on how to\u00a0empower your developer<\/strong>, whether they’re on-site, remote, or freelance. <\/p>\n\n\n\n

How to empower software developers on your team?<\/p>\n\n\n\n

The answer: Understand what the market value of your developer is, and respect it.<\/strong><\/p>\n\n\n\n

Looking for top talent fast? See how <\/em>Arc<\/a> can help you:<\/em><\/p>\n\n\n\n

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Developers are very valuable. A study from\u00a0Stripe<\/a>\u00a0discovered that a majority of C-Suite execs agree that the survival of their companies is more dependent on the availability of high-quality software engineers than the availability of money.<\/p>\n\n\n\n

That means developers are actively being shopped for by recruiters. And your developer is likely already taking interviews with those recruiters, or at least has thought of doing so. According to\u00a0a 2021 report<\/a> by Stack Overflow, about 75% of developers are either actively looking for a job or open to new opportunities.<\/p>\n\n\n\n

What you have to do is grasp the value of developers across the market and, more specifically, their value amongst companies comparable to your size and financial capabilities. Then you have to make sure your offering to your developer is competitive and, hopefully, much better.<\/p>\n\n\n\n

There likely isn\u2019t a value discrepancy in the developer market. There probably aren\u2019t a bunch of quality developers that are unknowingly being grossly underpaid, or are completely unaware of their market value, that you can tap into and hire for cheaper than market value. And if there are such developers, they likely aren\u2019t going to stay in the dark for long. So don\u2019t bet on that being an option.<\/p>\n\n\n\n

Your default thinking should be that your developer is hearing multiple offers every week, each offer validating his or her market value.<\/p>\n\n\n\n

You have to know their market value, respect it, then make comparable or much better offers. Now, what exactly should you be offering?<\/p>\n\n\n\n

Only offer what\u2019s within your means, of course. Unless you’re Facebook or Google, throwing extraordinary amounts of cash at them, providing deep tissue massages, or supplying an all-day day-care for their pet iguana may not be possible for you.<\/p>\n\n\n\n

Instead, here are some things that you can most definitely provide your developers:<\/p>\n\n\n\n

1. Let Your Developers Solve Creative Problems<\/h2>\n\n\n\n

These problems can help satisfy their desire to learn and improve their skills. Providing developers with creative problems also keeps them motivated and sharp. A good example would be something Google does with their developers, called the \u201c20% time.\u201d<\/p>\n\n\n\n

In their 2004\u00a0IPO letter, Google founders Sergey Brin and Larry Page explained this philosophy. They wrote,<\/p>\n\n\n\n

We encourage our employees, in addition to their regular projects, to spend 20% of their time working on what they think will most benefit Google. [This] empowers them to be more creative and innovative. Many of our significant advances have happened in this manner.<\/p><\/blockquote>\n\n\n\n

According to\u00a0Business Insider,<\/a>\u00a0some products that emerged from 20% time include Google News, Gmail, and Adsense.<\/p>\n\n\n\n

Hackathons (or\u00a0hack days), training days, and Google\u2019s 20% time are just examples of ways a company can better challenge and engage its software engineers.<\/p>\n\n\n\n

Read More<\/strong>: How to Create a Remote Work Culture That\u2019s Supportive, Positive & Fun<\/a><\/p>\n\n\n\n

2. Offer Career Advancement<\/h2>\n\n\n\n

Offering career advancement is a great way to recognize your developer\u2019s efforts and time spent with the company. If you have a developer who wants to be challenged, that\u2019s a trait that you\u2019d want to feed. One way of doing this is by providing them with more responsibilities and challenges.<\/p>\n\n\n\n

If you\u2019re a smaller company, your developer might be the<\/em> developer. And since you may not have too many employees, vertical movement to a Lead Developer or VP may be easier to offer as an incentive.<\/p>\n\n\n\n

You can be confident that your software developer will remain happy when you acknowledge their experiences and time with your company with a promise of increased compensation and a title with prestige.<\/p>\n\n\n\n

Providing your developer with more opportunities to sustain a work-life balance can be a reward for their effort. For that, you can provide perks such as remote work or the ability to work non-standard hours.<\/p>\n\n\n\n

3. Provide Your Developer with the Latest Tools<\/h2>\n\n\n\n

Keep the tools and tech that your developer is using updated to the latest and greatest. Software engineers typically enjoy trying out the newest technologies because it makes it much easier for them to learn, create, and do their jobs.<\/p>\n\n\n\n

Differential\u2019s blog\u00a0says\u00a0that if your developer foresees the remainder of his or her career at a company locked in an antiquated technology, he or she will likely look for new work.<\/p>\n\n\n\n

Some developers agree with the sentiment that being stuck on a team that uses old technologies is like being a carpenter using drills cranked by hand instead of a power drill.<\/p>\n\n\n\n

\u201cNothing infuriates me more at work, than having to be stuck on a team with a programmer who writes code like he did 10 years ago,\u201d\u00a0says<\/a>\u00a0a developer on StackOverflow. \u201cThe frameworks have evolved,\u201d he continues, \u201cNot using the new tool, and trying to hack something together the old way is usually detrimental to the quality of what is being built. Be it in code or in wood.\u201d<\/p>\n\n\n\n

Read More<\/strong>: How to Integrate Freelance Software Developers Into Your Current Team<\/a><\/p>\n\n\n\n

4. Keep Your Developer Engaged, Always<\/h2>\n\n\n\n

You shouldn\u2019t wait until the\u00a0exit interview\u00a0to discover any gripes your engineer has with your company.<\/p>\n\n\n\n

Jason Cole, a tech consultant for small business engineering teams, warns, \u201cIf someone who\u2019s been coming to you with their ideas suddenly stops, it\u2019s a huge sign they\u2019re on the way out the door.\u201d He suggests monitoring your developer\u2019s boredom. Because if you don\u2019t, then you can expect them to search for a place that will.<\/p>\n\n\n\n

One solution to this problem can be to have \u201cstay interviews\u201d with your developers when you notice a drop in productivity and ideation.<\/p>\n\n\n\n

A Gallup study<\/a> showed that 50% of 7200 adults surveyed decided to leave a job to escape a certain manager.<\/p>\n\n\n\n

Stay interviews or one-on-ones, as they\u2019re more widely known, \u201cprovide a great opportunity to build a strong and open enough relationship to the point where your direct reports trust that they can share their feelings about what you could be doing differently\u201d\u00a0says<\/a>\u00a0a former Google executive.<\/p>\n\n\n\n

Asking questions like, \u201cAre you happy? What\u2019s making you stay? What would make you leave?\u201d says Diane Scarborough, a former interim VP for People and Culture at Sprint Connect. \u201cAsking \u2018Are you okay?\u2019 isn\u2019t illegal.\u201d<\/p>\n\n\n\n

Scarborough suggests probing your programmer. Mentions of a longing to work on newer technologies or of friends working on \u2018cool\u2019 projects at other companies \u2014 these are red flags, she says, even if these comments are made off-handedly.<\/p>\n\n\n\n

5. Have Your Developers Work on New Projects<\/h2>\n\n\n\n

One way to annoy your developers is to take their attention away from building new applications to maintaining and fixing old ones.<\/p>\n\n\n\n

Greg Warden, the VP of Engineering at\u00a0DigitalOcean, considers this a pain point for developers. The solution he suggests to this issue is to identify common problems that you usually encounter after a software release and then create a delivery pipeline that automates that process.<\/p>\n\n\n\n

According to\u00a0Forbes<\/a>, a few ways to do just that include \u201cconducting better-automated tests before the software gets released in the first place, building extra time into developers’ schedules in the weeks after release, or even hiring developers specifically dedicated to patching up post-release problems and maintaining older apps.\u201d<\/p>\n\n\n\n

Read More<\/strong>: 5 Reasons Why Your Engineering Management Style Isn\u2019t Working<\/a><\/p>\n\n\n\n

Wrapping Up<\/h2>\n\n\n\n

When your software engineer is happy in their role, they\u2019re able to significantly increase the output of the team or company that they\u2019re a part of. <\/p>\n\n\n\n

According to\u00a0CNBC<\/a>, \u201cSoftware developers don’t have a monopoly on good ideas, but their skill set makes them a uniquely deep source of innovation, productivity and new economic connections. When deployed correctly, developers can be economic multipliers \u2014 coefficients that dramatically ratchet up the output of the teams and companies of which they’re a part.\u201d<\/p>\n\n\n\n

Giving your developer creative problems to solve, offering career advancements for the efforts they\u2019ve put in, keeping their tools up-to-date, checking their engagement with your company, and keeping them working on new challenges are a few key tactics you can employ to empower your developer and retain them in your company.<\/p>\n\n\n\n

If you have any other suggestions, do let us know in the comments section below!<\/p>\n\n\n\n

No company will be perfect at all of these tactics. But as long as your actions towards your developer are backed by good intentions and you understand and respect their value, your developer will be glad to come in on Mondays.<\/p>\n\n\n\n

You can also try <\/em>Arc<\/a>, your<\/em> shortcut to the world’s best remote talent:<\/em><\/p>\n\n\n\n

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<\/a>Try Arc and hire top talent now \u2192<\/strong><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Developers are can be hard to retain due to high demand for their skills. Here are some strategies for how to keep software developers happy.<\/p>\n","protected":false},"author":3,"featured_media":1113,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[13,5],"tags":[],"class_list":["post-1112","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-culture","category-management"],"yoast_head":"\nDeveloper Retention: How to Keep Your Software Developers Happy<\/title>\n<meta name=\"description\" content=\"Developers are can be hard to retain due to high demand for their skills. 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