In our previous article, we explored how development teams can attract the best talent. But that’s only half the battle – once we have them, we must ensure they are fully bought-in and committed.
Needless to say, there is a certain financial consideration – Good developers understand their value and expect to be paid fairly in relation to the market. But that’s the easy part.
Here are four considerations that drive commitment and loyalty beyond financials:
- They want to work with other world class developers. Top talent has remarkably little patience for under-performers, and will find a new home if they feel they are being pulled down by their colleagues. They want to work alongside other A-team performers, learning and collaborating together on complex challenges.
- They want to work in an environment that fosters growth – the best talent recognises there is always something new to learn, particularly in the rapidly evolving world of Dynamics. While they will find their own time for this personal development, they also want a working environment that allows space for testing and innovating new ideas.
- They want to be appreciated – this is a simple one that’s so easy to overlook. Nothing frustrates a high performer more than a lack of recognition or a sense their talents are being taken for granted. They don’t need anything formal, just regular “thank you’s” and acknowledgements of the impact their work is making.
- They want flexibility – the best developers will have their own way of working. They will have a particular setup, both at home and in the office, and find their most productive hours at often surprising times. By restricting your talent to a standardised setup and working hours, you will not only fail to get the best out of them, but may find they lose patience altogether before too long.
- Perhaps most importantly, they want to work on exciting projects. They’re not interested in performing the same routine update a hundred times. They want to lead the creation of some innovative app that’s rewriting the rules of a given industry. They want to do things that stand out on their cv and demonstrate their creative vision and deep technical skills.
Of course, every person is different and what motivates one person will be very different to another. This takes us to the most important thing of all…
You need to ask them – what do they care about? What will keep them engaged? And how well is your company/team delivering on those criteria? What can you do better to enhance their experience?
This simple conversation held once a quarter, will not only increase their output in the short term, but also cement this rockstar into a long term member of the team.
