Developers are leaving you
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MR Manager – Developers are leaving you!

 

 

This is my opinion formed after conversations with Developers. Here are a few of the issues I see often:

1. Lack of People Skills  – If the manager lacks people skills, then they will rub people up the wrong way and developers overtime will want to move on. Very few people leave due to other reasons …and the problem is…many employees are never honest on why they left. They tell you what you want to hear because they want an easy exit and they know you can’t handle the truth graciously. Exit interviews *sometimes* are a waste of time, if you are working with an external company in your hiring process, they are likely to get more truth of why the person is leaving.

 

2.Tip of the Ice Berg – I can almost guarantee when you see a revolving door, that’s just a sign, there are deeper issues. Okay losing developers is not just losing one employee…it shows a danger of losing potential future candidates too. What do I mean? If there is a problem with the hiring manager and developers are constantly leaving, I might also question whether he/she is hiring the wrong people and also rejecting the right people – my point is most “issues” have brothers and sisters so when you see one “issue” …there are potentially many more!

 

3. Protecting your brand – Every time you lose a developer due to bad management, you lost 3 more…(virtually) ….let me explain…the development world tends to be a small community…and once a developer tells another “avoid company XYZ”…that’s not good for you…and I see it all the time.

 

4.Training – Most managers are great at their jobs..…(designated day to day tasks) ..but what training have they received to be good managers? As a manager myself, it took me a while to realise I was a nice person but not a great manager so I had to start training and improving my skills. Feel free to ask how I realised I was not good….

 

5. The Main Problem – When is the last time you as a manager got feedback from those you manage, like honest feedback? Asking a simple question such as ” how can I help you do your job better?” May be seen as a point of weakness but actually it’s a sign of strength, humility and honour. This question says to the person you are managing “ You know you better than I know you, so please let me in your world and coupled with my skills, I can do a better job”. We can’t think the title “manager” means we know everything about people we are managing? These are beings we are dealing with, ( humans are complex )  and the people we are managing probably don’t know everything about themselves so how can we think we do?

 

“When is the last time you as a manager got feedback from those you manage, like honest feedback? Asking a simple question such as ” how can I help you do your job better?”

 

Questions to ask yourself

1.       When is the last time you did some management training?

2.       When is the last time you asked for feedback from your team?

3.       When is the last time you allowed members of your team to change your mind about an issue?

4.       When is the last time you apologised to someone you manage?

5.       When is the last time you realised you made a mistake and admitted it?

 

(I will address the importance of the questions above  next time)

 

Solution

There are many solutions, but basically we have to start by realising that we are human beings, meaning FAR from perfect, before we point fingers, examine ourselves first, ask for feedback and look to improve. Treat our teams as we would want to be treated.

Challenge

Ask your team to do a role play of how you act in general, ha! – be calm and ready for a surprise!

 

Matt – C2B

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