Motivating and Keeping Software Developers Ken Whitaker 1997

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Motivating and Keeping Software DevelopersKen
Whitaker1997

• EEL6887 Software Engineering
• Paul Michalek
• University of Central Florida
• February 8, 2006

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Reference Sources

• Textbook Software Engineering Project
  Management, 2nd ed., edited by Thayer and
  Yourdon, IEEE Computer Society, 2000. pp388
  Motivating and Keeping Software Developers", by
  Ken Whitaker, Chapter 8 Directing a Software
  Engineering Project.
• Perks with a purpose, by Jennifer LeClaire
  http//www.trinet.com/about_us/news/press_coverage
  /softwareCEO.htm
• An Incentive System for the New Ventures
  Division of a Telecommunications Corporation, by
  Jarna Hakala http//users.tkk.fi/jihakala/thesis
  _final_public.pdf

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Why Motivation?

• Software Development is HARD!!
• The Job Market is EXTREAMLY COMPETITIVE
• Keeping Good People is a MUST
• Replacement Costs (projects suffer, training,
  time lost can be HUGE)

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OVERVIEWImportant Issues

• Make certain that Developers understand their
  roles.
• Keep Developers happy by using rewards and
  incentives
• Performance Appraisals
• Compensation

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Clear Roles Responsibilities

• Use a Process Make sure everyone understands
  the Milestone Deliverables.
• Milestones (schedules) Motivate automatically.
• Fight against falling into Hacker Rules.

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Hacker Rules

• Working without an agreement with marketing
  (product specs.)
• Working without agreed-upon schedules
• Getting no customer feedback until later
• Having no cost/profit analysis thinking, make
  it great and it will sell

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Each Milestone should

• Be easy to understand
• Validate progress
• Provide role clarification
• Help determine if the project is on schedule

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Good Milestones Require

• A goal, a deliverable, a measurable achievement
• Clear Quality Requirements
• Bad Example technical completeness spell out
  what it means.
• Team Agreement Dont wait

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Milestone Donts

• Reducing testing now, to meet a Milestone
• Redefine a Milestone goal to accommodate keeping
  on schedule

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Rewards and Incentives

• Theres a Right Way and a Wrong Way
• You can use both but be careful especially with
  Incentives
• Company Culture must be considered
• And realize, youre establishing a Culture

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Rewards and Incentives

• A good culture motivates a bad one de-motivates
• Motivational Techniques have a long term affect
• Make Challenges positive most software
  developers love a challenge
• They KNOW they should be greatly appreciated when
  they meet the challenge (compensation)

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Rewards vs. Incentives Which to Use

• DEFINITIONS (Author)
• Reward some bonus associated with an
  accomplishment, which the recipient is not
  expecting.
• Incentive some bonus associated with a goal or
  milestone, which the recipient is promised in
  advance.

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Rewards vs. IncentiveThe Wrong Way

• The Dangers of Incentives Promise them Hawaii
• Incentives can De-motivate if not used carefully
• A little Competition is a good thing, but any
  more than a little is a bad thing

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Rewards vs. IncentiveThe Right Way

• Another story
• Prioritize must-have features But also ask
  for nice-to-have features
• Privately reward achievers
• Those rewarded will spread enthusiasm through the
  camp

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Rewards vs. IncentiveThe Right Way

• Reward all those who are working hard (testers,
  support staff)
• Timing is Critical Dont wait months (reward as
  early as possible even before the project is
  completed)
• Reward low profile projects

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Have Positive Performance Appraisals

• Talk to S. D. about the next step in their career
  path, help them set goals
• Carefully help S. D. see their strengths and
  weaknesses
• Prepare a set of actions, how results/success
  will be measured
• Have realistic expectations
• Make the next level appear attainable
• If you dont take the time some recruiter will

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Compensation

• Keep up with industry standards for salaries
  (salary surveys)
• Realize S. D. salaries change every year
• Consider awarding stock, but be fair and
  consistent to all, not just top management

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Final Thoughts Remember

• Be Proactive dont wait until they start to
  leave
• Define clear roles
• Rewards are safe, Incentives dangerous
• Set goals, help establish career plans
• Compensate fairly

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ConclusionTools for Motivation

• Use Rewards
• Use Annual Performance Appraisals
• Use Compensation / Stock Options
• Use Clear Process Milestones