Intangible incentives for IT professionals
An experienced leader knows that a good IT specialist is worth a whole team of ordinary programmers. Therefore, to find a good IT specialist, even with a huge number of proposals, is not so simple. A professional knows the value of his work, so he will not agree to a modest salary. But, even if the programmer receives a high salary, this is not a guarantee that he will not quit in the near future. Programmers are sensitive people in terms of various professional nuances. If the motivating factor is not only a high salary, but also some intangibles, you can guarantee 90% that a highly qualified specialist will not leave you for a competitor. So what are these factors?
1. Equipment of a workplace. A real IT pro will find it a hard-core offense that he is offered to work at an old bulky computer in an unventilated room. And if the car also “slows down”, even the most responsible worker can spit on everything. Do not save money on the workplace for the programmer - because the coordinated work of the entire company often depends on his actions.
2. The lack of "supervision". In large companies, where there is a clearly structured hierarchical management system, several managers can stand above one employee — a manager, a department head, a production manager, etc. For employees who perform mechanical work, such control is probably invisible, however, a programmer will work much more efficiently without the minute supervision of a bunch of managers. The control system for the actions of the IT department should not be too rigid - then there is no question of the comfortable work of specialists. Enough infrequent, but thorough checks by senior management.
3. Flexible working hours. This is one of the factors that is decisive for the programmer when choosing a particular place of work. One good specialist can fulfill the norm, which one ordinary would fulfill in a day, in two to three hours. Why then delay him in the workplace longer? A professional puts in the first place the result of work, and not the period of its implementation. Many programmers would like their employer to allow part of their work to be taken home. If such an opportunity exists, why not allow it?
4. The opportunity for professional development. If you have the opportunity to send an IT specialist to a training seminar or conference, do not neglect it. The prospect of professional growth is a great motivator for young programmers.
5. Participation in the management of the company. Even fictitious, it should be. Give an opportunity for representatives of the IT department to be present at discussions of working moments, various “five-minute” trainings, even if the issues to be solved relate to other areas. IT professionals need recognition no less than top managers. Therefore, give them the opportunity to feel significant for the company.
6. Lack of dress code. Programmers do not need to impress customers of the company - so why put them in a dress code? According to the survey, more than 80% of IT department employees are negative about its introduction.