What do your Developers want?

What are Technology professionals looking for in their careers?

Tech professionals, especially developers and those who are hands-on with code and programming will always be keen to strengthen existing language skills, but also excited about new releases and eager to learn them.

Whilst your stack may focus on .NET for example, holding back employees from learning something like GoLang may have a negative detriment on their career development and therefore the company productivity. Promoting learning of any type is key to a happy Dev team, as long as it’s balanced.

Are you providing the environment and tools for employees to upskill? 55% of Permanent employees surveyed said they will upskill via self funding or projects outside of work; we suggest having a clear programme in place that highlights your commitment to in-house development and devotes a % of time each month to it.

Traditionally, employees are all in one office, under one roof under the management’s supervision working towards a common goal. Its 2017 — the ‘office’ is a malleable term now, gone are the days of a rigid fixed working place (I write this from my beach office, obviously). Employees have already moved forward and the number of remote work requests has increased this year, however the employers who offer this has not matched this demand.

Who wants to pay extortionate amounts for rubbish trains, spend hours stuffed in them reading Rush Hour Crush (your secret’s safe with me), miss their kid’s graduation and have to beg for time off to be home for Dave the electrician to fix your dodgy wiring?

Why don’t we trust people to work remotely? Are we afraid we won’t be able to see what they’re doing? If we can’t trust employees to work away from the office, why have we hired them in the first place? This is a big topic of debate and we suggest having a discussion with current employees to elucidate the Pros/Cons from both perspectives and if you can offer this. We speak to excellent candidates daily who can only work remote, but clients want them in every day. You will lose talent if you can’t be flexible.

We all love free stuff right? The effect of perks on employee satisfaction can outweigh that of a nice salary, it’s about how they are presented and the meaning behind them. An excellent book to read on this is Drive by Daniel Pinkman. Choose wisely, they don’t have to be expensive — free pizza and beer every other Friday is cheap, but the effect it has within the company and for external PR can be great, especially if it’s given as a reward after positive work, not as a ‘carrot’ beforehand.

Maybe take a survey of your current employees and speak to us about our research data on what people want from a company, the most common benefits we see requested are; Laptop, Private healthcare, mobile phone, extra holiday, free lunches and company car.

The bottom line?

Out of 1,200 people surveyed, only 9% were happily employed and not looking for a job…

Are your employees in that 91% of people who are open to a new job?

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