Building a rock star technology team is often a key ingredient to a successful startup. Once this seed team is built, and your company is gaining traction, it is critical to retain the stars on the team.
Long ago, my good friend and entrepreneur @alanpreston from Just Enough HR and I put on a seminar on how to retain technical talent. I came across the top 10 list I handed out as a take-away and thought I’d share.
1. Reward Your Stars – A top-notch programmer can out-produce a mediocre programmer by 10x. Make sure you recognize and reward your star performers.
2. Create a Culture where Ideas are Valuable – Team members are energized by new ideas – especially their own. Engage your team by building an environment where ideas can compete.
3. Build Teams that Thrive on Winning – People want to belong to winning teams – seek out, and plan for short-term wins for your team.
4. Give Perks that Resonate – Make sure that you’re in touch with your team – and know what’s important to them. Small, but personalized, recognition can go a long way to making tech people feel appreciated.
5. Help Enhance Resumes – If team members feel like they’re getting more exposure to resume-building experience in their current gig, they’ll often stick it out through challenging times.
6. Drive Business and Customer-Based Decision Making – Nothing can be more demotivating than trudging through work that doesn’t seem to matter. Many times the mundane technical tasks have tremendous business value. Make sure you quantify the impact technical teams have on the business – and COMMUNICATE this both to the team and within the company.
7. Champion Multiple Successful Career Paths – Feeling as if they’ve “topped out” can drive many talented individuals to seek a new position elsewhere. Work to outline individualized career paths that expose star players to new opportunities.
8. Get (and Give) Bad News Early – Open, honest communication is a key ingredient in building strong relationships. At the time you are discussing next year’s salary increases, any issues you bring up should never be a surprise.
9. Focus on Mentoring – Be a leader, not just a manager or task-master. Also, make sure that you encourage mentor/mentee relationships within the technical ranks.
10. Share the Glory – Nothing undermines a working relationship faster than a manager continually taking all the credit for work done by the team. Step aside and let those you lead bask in the limelight.
(The featured image is from flickr.)
