In addition to a competitive salary, what are some ways that recruiters can attract and retain high-performing people in uncertain times?
- Create a stimulating work environment - Developers are problem solvers. Assign them projects that are enticing, learn what areas they are passionate about and hone in on their strengths. Give them the freedom to try creative solutions and foster an environment where failure is just a part of the learning process.
- Offer them great tech to use - By using the best cross-collaboration software available such as smart communication tools and intuitive CMS platforms, developers have the opportunity to collaborate in an informed, thoughtful way. A recent survey revealed that poor website user experience costs UK sites $1.7B dollars in lost sales every year. That data reveals one fact: in such a competitive, “attention-focused” economy, consumers don’t have the patience for clunky or poorly designed websites. The same rings true with top talent like high-end developers - they don’t have the patience and won’t stay engaged if working at a company with poorly designed technology.
- Avoid micromanagement - According to Harvard Business School, research shows that micromanagement is among one of the top three reasons employees resign. It suffocates creativity, breeds resentment, causes unnecessary stress and demoralizes your team. Another challenge is balancing monitoring with micromanagement. Using software to monitor staff is an absolute no go. There is no faster way to undermine trust. Instead, build a structure of regular meetings, stand ups and clear goals that covers every team member. Consider having weekly stand ups with line managers, recurring team meetings and a monthly all hands meeting.
- Communicate your goals clearly - Good managers will know who is performing as they focus on the result. Gallup research shows that C-suite executives who learn to effectively delegate work and expectations generate 33% higher revenue. A good manager communicates company goals to the team and defines individual goals with the team members to provide them with an outlet to voice their challenges. Communicating your thoughts clearly and transparently across the business ensures everyone knows the company vision, mission, values and the rules of the game.
- Prioritize remote team member health and well-being - According to a survey by the American Psychological Association, 81% of individuals say when seeking future job opportunities, they will be looking for workplaces that support mental health when they seek future job opportunities. To spark interest for new talent and decrease the risk of turnover, create a systematic approach to checking in on your team’s health and wellbeing. It is very easy for a remote worker to suffer in silence. Vigilance is key. Providing regular check-ins for employees, quick one to two question surveys to see how people are feeling and encouraging paid time off are all ways to support the wellbeing of remote employees.
Even in uncertain economic times, the need for high-performing development and engineering talent remains a top priority for C-suite executives. By consistently focusing on culture and technology, recruiters can attract and retain top talent. When looking to capture the attention of talent in high-demand, offering candidates a stimulating work environment is key. Ensure your workplace is an arena for developers to take on challenging projects and be encouraged to try creative solutions. Additionally, providing access to smart cross-collaboration technology and tools will help developers work efficiently and effectively, decreasing the risk of turnover and helping them to generate great results for the team.
Lydia Kothmeier is vice president of operations at Storyblok, a 100% remote, international CMS provider.
