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5 Reasons Why Software Engineers Quit and How Managers Can Retain Them for Longer
Simple strategies to keep your dream team together
When an experienced software engineer quits, replacing them is an expensive exercise in terms of costs and impact on productivity.
First, it takes a few months to find a comparable replacement in the competitive market. Then it’s another month before the new hire starts in their role. Only three to six months later, they eventually get up to speed. In total, that’s six to nine months of reduced productivity.
Secondly, the new hire’s salary is usually higher than the salary of the person they replace. The team has to spend time interviewing the candidates and onboarding the new hire, further impacting the team productivity. If a recruitment agency is involved, the replacement costs grow higher.
If a company reduces the churn rate, it saves money and maintains productivity. Even though it is impossible to keep the entire team forever, management still can do a lot to retain its key staff. So, let’s look at some common reasons (the ones I’ve heard of most) why developers quit and discuss what managers can do about them.
