Any company needs to take care of their employees if they want to retain those with talent and who contribute greatly to the success of the company. You certainly don’t want to see them walk away and straight into the arms of your competitor. This is a very likely scenario in the IT industry, where employees demand to be paid for their skills and appreciated for their hard work, if you don’t want them to jump ship. From hiring to promoting, treat employees with respect.
Lowballing might be something you want to resort to, but if a programmer gets a job offer from two competing companies and the job descriptions are similar, it’s a no-brainer that they’ll choose the one willing to pay more. This isn’t just because they want money; offering a good amount indirectly tells them you have faith in their skills. For someone who studied hard and took all the certifications that will help further their career, this trust from an employer is worth more than anything else.
Of course, those who only have one job offer at the moment may still accept it, albeit gingerly. However, it will be harder to keep them loyal. They might be keeping their discontent inside. What’s stopping them from applying elsewhere and tendering their resignation once they find a better opportunity?
Everyone relies on schedules. Your projects have an estimated time of completion, and you can easily see how far along you are based on the number of milestone tasks you’ve already completed. Even outside the real world, everyone follows monthly schedules. They know what time of the month their credit card bills, rent or mortgage, or utilities are due. They also know when their salary is supposed to come in.
There’s nothing wrong with doing the payroll manually. That is if you have several people working on it for days, with each one double-checking entries to avoid human error. It’s easier to compute salaries if everyone has perfect attendance. However, once overtime and half-day leaves are factored in, it can be chaos. This is where tools such as hosted Microsoft Dynamics GP come into play. Most small businesses usually use Dynamics for onboarding. If you’re one of them, there’s no reason not to use the system for its payroll capabilities as well.
The IT industry is fluid. One developer may jump from one company to another and amass skills through training. Why do they leave if they get such good training, you ask? There are several reasons, one of which is their need for improvement. They have to update their skill set to remain relevant in the industry, and that costs time and money. It will also cost you money if you let employees stagnate and drive them out—meaning you need to find someone to fill their role.
Promoting employees who have a good track record will be a good way to keep them and their skills in the company. Through important project transitions, you’ll need someone who knows the inner workings of the company as well as the required skills to succeed, so keep them satisfied. You don’t want to set your business up for failure. To keep everything on the right track, address issues that cause pain to your employees.