5 Simple Steps to Achieve High Developer Retention

I recently posted about the top reasons developers stay at their current work. (Un)surprisingly, compensation comes in only fifth. Research has also shown that the Employee Hierarchy of Needs is similar to Maslow's pyramid - compensation being among an employee's basic needs.

I've been running Supportful for the past 3 years and we have managed to achieve a 91% developer retention rate. Here are the 5 things we do - and that you can replicate - to achieve a high employee retention rate.

1. An attractive company culture

A company's culture is the combination of values and way of work adopted by the company. It forms a collective identity that has significant impact on both the sense of belonging of employees and the organization's attractiveness to potential employees. I believe an attractive culture consists of the following major components:

• A clear long-term vision and a mission at the service of that vision.
• A "walk-the-talk" approach putting the company's values into practice.
• A positive approach in communication, work, and appraisal.

While the first two components are heavily present at Supportful, we take great care in making the whole work environment "positive". Starting with communication up to performance review, we empower our engineers to be the best version of themselves. It's always about what they can achieve, what they've learnt, and how to be fulfilled at work.

2. Growth opportunities

Software engineers love challenges. They like working on complex tasks and projects, learning new stuff every day. Upskilling is one area of growth that is almost mandatory in tech given the speed of innovation in that space. According to a PWC study, 93% of CEOs who introduce upskilling programs see a significant positive impact on talent retention. Company leaders should incorporate training and upskilling as a core part of work for all employees.

At Supportful, we sponsor up to 50 hours of training per engineer per year. The training program is devised collaboratively with each person in light of what they do/like best and the next step in their career. It helps define a clear professional path for every person to thrive.

3. Regular two-way communication

We have adopted an open door policy where any developer can reach to the management at any point in time, via any channel (phone, email, WhatsApp, Teams), and to discuss any topic. This helps employees feel at ease and express whatever concerns they might have.

Regular one-on-ones are key to stay in sync. We do these calls on a quarterly basis to review the past quarter, draw lessons from it, plan for the next quarter, and tackle problems faced by team members. During these sessions, we give clear and actionable feedback without using hedging language and increasing attrition.

4. A flexible workplace

We are a distributed company, i.e., all-remote. Our software engineers work from the location of their choice as long as the environment is suitable for work. They love this because it offers them great flexibility. Everyone loves flexibility: a 2023 survey has shown that 88% of global business decision makers agree that flexible working positively impacts their staff retention.

Flexibility is not only limited to work location. Working hours can be flexible as long as the job is done. Adopting an async work approach and even better, implementing TeamOps can increase flexibility and maintain both productivity and retention at a high level.

5. Fair++ compensation

Employees need to feel rewarded at all levels including financial compensation. Every person in the company should be paid at least a fair salary relative to their experience, expertise, and potential. If the company's financials allow it, target a salary higher than the average market range. When combined with the above listed factors, your retention rate will skyrocket.

Remember, a fulfilled employee tells their friends, but a dissatisfied employee tells everyone. Let's strive to only have fulfilled employees!

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