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How Do Companies Motivate IT Specialists?

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Motivating IT specialists is one of the most critical tasks for HR’rs. Companies have to compete for IT talent among themselves and with international organizations. Are financial rewards decisive in this area? How can non-financial ways of retaining IT employees be used? How to motivate IT professionals effectively if you’re not Google? 

We will tell you about all this in this article.

Attracting an IT professional is difficult, but it’s even harder to retain them. There are only a handful of really competent specialists with experience and the right background among many IT specialists. The best people go to large companies and often dictate their terms of employment. How to compete successfully in conditions of IT personnel shortage?

Developers motivation system

Experienced IT recruiters and HR directors usually set up a whole motivation system for programmers and other IT workers. The financial component is quite simple: many good specialists have a decent salary. They can easily afford a wonderful life and a vacation, and Bentley cars price in UAE will satisfy them completely. Any successful person would want to take the opportunity on vacation and take a ride in a rented luxury car or hire a rare supercar.

The more so because every year the prices for renting even luxury cars are becoming cheaper and affordable for everyone. However, the non-material part had to work hard so that the company was not only profitable but also prospective and exciting. Let’s look at each of them in more detail.

How do you motivate the IT staff financially?

Salaries, bonuses, and bonuses are all relatively trivial and are a motivating factor for almost any employee. However, in the environment of IT, there are peculiarities. Moreover, even good specialists find it challenging to find a job because there is too much competition globally, both among job seekers and companies.

The salary itself may consist of a fixed salary + bonus. This has both a plus – stability and a minus – the employee does not understand how they can affect the growth of wages, and rewards may not always be paid.

The second option of financial motivation for programmers is an hourly rate. The scheme is quite transparent; the employee can affect their income. But the accounting of worked hours is not always a simple procedure, so this method is almost more expensive for the employer than a stable salary.

How do we retain programmers with non-material methods?

Here there is much more room for imagination. And by the way, the non-material base in the IT environment often even outweighs the salary offer. 

  • Exciting tasks, a clear and long-term project;
  • A comfortable workplace, high-tech tools;
  • Competent, adequate management;
  • Corporate training, sharing experience, participation in conferences, prospects for development;
  • Comfortable psychological atmosphere, moral satisfaction with the results of the work;
  • Participation in decision-making, recognition of personal contribution;
  • Social package (paid vacations, sick leave, voluntary medical insurance);
  • Free lunches;
  • Free gym, attractive corporate retreats;
  • The possibility of remote work and a flexible schedule.

There are also quite exciting options of social packages offered by well-known companies, such as Apple, Dropbox, or Facebook. The first offer female employees who have spent their childbearing years working for the company to have their eggs frozen for later childbearing. The second is to relieve stress in a music studio with drums and a dance platform. And the third gives achievement leaders for the week tickets to a famous band concert or a baseball game.

In general, the method of non-material motivation of programmers can be anything that the company can afford, which will most likely seem attractive to applicants and existing employees.

Conclusion

HR management in the IT department is a natural science. You need not just to motivate but also create a favorable climate so that they want to work for you. You can offer a large salary, but if non-material motivation is weak and there are no prospects for growth, the candidate may be referred to another organization.

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