Programmers Motivation
Good afternoon. My name is Eugene.
I have been working in the field of human resource for about 1.5 years.
During this time, I conducted a large number of interviews with specialists in various fields - testers, technical writers, developers, database administrators, user interface designers, team leads, project managers, etc.
Naturally, having some experience, some information that has accumulated - each person seeks to systematize it. So it happened with me. In this case, I chose one factor by which I identified several categories of programmers - motivation:
1. I say: professional experience and salary. I think: to get into this company, to work a year and you can go to a respectable Western company. The main thing is to gain experience. This motivation is typical for young professionals who have little work experience
2. I say: it is important to increase knowledge in new technologies, to see the results of their activities. I think: if they offer me as much as I get now - is it worth me to move on?
3. I say: I am interested in developing in the X direction, because in the previous place they tried to implement, but they did not implement anything. I want to develop alongside real professionals. I want to work in a company where the software development process is documented, there are clearly defined procedures. I think it’s interesting for me to develop in the X direction, because in the previous place they tried to implement, but they didn’t implement anything. I want to develop alongside real professionals. I want to work in a company where the software development process is documented, there are clearly defined procedures.
4. I say: I want to manage a team, I have a sufficient background, a bunch of successful projects. I think: it’s kind of being done if he knew how much I am getting now.
5. The salary level is important to me. For a decent salary, I am ready to work with dignity. I think: I am a really good specialist and deserve an adequate salary.
So, as we see motivation revolves mainly around two phenomena - salary, professional growth.
Salary is what everyone is ready to work for.
Professional growth is what salaries often hide behind as a socially desired answer. I have met very few people who are motivated only by growth - these are very valuable people, but only for the company. So the company gets a good specialist for relatively little money. for a person, this is not always good. After all, such people are mainly focused on work - no personal life, only a passion for development.
People who talk only about salary - at least they are not cunning. But monetary motivation is a very primitive level. Often such people overestimate themselves.
The most effective are those who strive to develop, and at the same time receive good money. Moreover, professional growth should be accompanied by financial growth. And believe me, lunches, insurance, gyms are not as motivating as a regular review of wages, as well as a review of the terms of reference of an employee. Indeed, expanding the sphere of responsibility and increasing income is the most effective criterion for professionalism (in the event that all this happens fairly) for most specialists.
I have been working in the field of human resource for about 1.5 years.
During this time, I conducted a large number of interviews with specialists in various fields - testers, technical writers, developers, database administrators, user interface designers, team leads, project managers, etc.
Naturally, having some experience, some information that has accumulated - each person seeks to systematize it. So it happened with me. In this case, I chose one factor by which I identified several categories of programmers - motivation:
1. I say: professional experience and salary. I think: to get into this company, to work a year and you can go to a respectable Western company. The main thing is to gain experience. This motivation is typical for young professionals who have little work experience
2. I say: it is important to increase knowledge in new technologies, to see the results of their activities. I think: if they offer me as much as I get now - is it worth me to move on?
3. I say: I am interested in developing in the X direction, because in the previous place they tried to implement, but they did not implement anything. I want to develop alongside real professionals. I want to work in a company where the software development process is documented, there are clearly defined procedures. I think it’s interesting for me to develop in the X direction, because in the previous place they tried to implement, but they didn’t implement anything. I want to develop alongside real professionals. I want to work in a company where the software development process is documented, there are clearly defined procedures.
4. I say: I want to manage a team, I have a sufficient background, a bunch of successful projects. I think: it’s kind of being done if he knew how much I am getting now.
5. The salary level is important to me. For a decent salary, I am ready to work with dignity. I think: I am a really good specialist and deserve an adequate salary.
So, as we see motivation revolves mainly around two phenomena - salary, professional growth.
Salary is what everyone is ready to work for.
Professional growth is what salaries often hide behind as a socially desired answer. I have met very few people who are motivated only by growth - these are very valuable people, but only for the company. So the company gets a good specialist for relatively little money. for a person, this is not always good. After all, such people are mainly focused on work - no personal life, only a passion for development.
People who talk only about salary - at least they are not cunning. But monetary motivation is a very primitive level. Often such people overestimate themselves.
The most effective are those who strive to develop, and at the same time receive good money. Moreover, professional growth should be accompanied by financial growth. And believe me, lunches, insurance, gyms are not as motivating as a regular review of wages, as well as a review of the terms of reference of an employee. Indeed, expanding the sphere of responsibility and increasing income is the most effective criterion for professionalism (in the event that all this happens fairly) for most specialists.