Thousands of specialists consider quitting software engineering each month due to dissatisfaction with their work environments. And each such quitting costs a business 1–3 engineer’s monthly compensations, not to mention the loss of expertise.
Companies now face the challenge of retaining remote tech talent, as well as in-house teams. Let’s compare the concerns, solutions, and associated costs for both cases.
Concern: Communication and Engagement
In-House Team. In an office, communication can become chaotic. Spontaneous discussions and frequent interruptions can lead to distractions and slow down work. Important information can be lost or misunderstood, hence productivity decreased and deadlines missed.
Solution. Encourage focused work periods where interruptions are minimized, and implement clear protocols for spontaneous meetings to ensure they are productive.
Remote Team. Working remotely can be lonely and frustrating.
Solution. Implement regular video calls, utilize chat platforms, and employ project management tools, like Asana and its alternatives, to keep everyone aligned.
Also, test different team-building approaches, from online escape rooms to remote cooking classes. Your retention strategies for remote employees should fit your team’s preferences. In some cases, corporate charity events work better than, let’s say, book clubs. In other teams, it’s vice versa. Create a poll to determine which activities your team enjoys doing most.
Concern: Work-Life Balance
In-House Team. The office mode helps separate work from home life. However, long commutes and fixed schedules can contribute to burnout.
Solution. Offer flexible work hours and encourage breaks. Promote employee wellness with programs and on-site amenities like gyms.
Remote Team. The line between work and personal life often blurs in remote setups, making it harder for team members to disconnect and easier to burn out.
Solution. Remote work employee retention requires boundaries like designated work hours, regular breaks, and unplugging policies that encourage specialists to disconnect from work completely after work hours. It’s more effective to promote work-life balance if management leads by example and adheres to any policies they implement.
Concern: Professional Development
In-House Team. Despite In-house training programs can be inspiring and comprehensive, specialists might lack flexibility in training schedules and feel that training sessions are too generic.
Solution. Offer flexible scheduling options to minimize workflow disruptions. Personalize training sessions to cater to individual needs and ensure relevance. Want to save your team’s time? Blend in-house and online resources. Trainees will be thankful for the chance to “chew” training materials at their own pace, avoiding lengthy in-person sessions.
Remote Team. Remote employees may feel left out of professional development opportunities, leading to stagnation and dissatisfaction.
Solution. Provide access to online courses, virtual conferences, and webinars. Encourage participation in remote hackathons and collaborative projects.
When retaining remote tech talent, it’s important not only to offer upskilling opportunities but also to track and measure a specialist’s progress through skill assessments, performance reviews, and employee feedback surveys. So, it’d be hard to get by without regular one-on-one sessions where you discuss career goals and growth plans.
Concern: Company Culture
In-House Team. There is a belief that building and maintaining a strong company culture is more straightforward in house when team members interact daily. In reality, this question can be let slide, so revamps are needed to back company culture to life.
Solution. Encourage cross-departmental projects and knowledge-sharing workshops to constantly refresh the company culture. It’s a way to communicate and sync how your team perceives company values and goals.
Remote Team. Retaining remote tech talent joint with a mutual mission is challenging but not impossible.
Solution. The same as with in-house. Host online events where people from different departments can mix and mingle. Encourage everyone to share their stories and help shape our company culture.
Concern: Recognition and Rewards
In-House Team. In-house teams benefit from immediate recognition and rewards. However, recognition processes can sometimes be perceived as unfair, with potential favoritism or inconsistent acknowledgment of contributions.
Solution. Develop a system of awards to regularly highlight achievements and maintain fairness in recognition and mention all the contributions.
Remote Team. Remote team members can feel left out if they don’t get the recognition they deserve. Setting up a good system for recognizing remote work might seem tricky at first, but it can actually be even more effective than with people in the office.
Solution. Utilize digital platforms to recognize achievements, send personalized thank-you notes, and celebrate successes in virtual meetings. Incorporate regular virtual award ceremonies and peer-to-peer recognition programs. Consider tangible rewards like books, gym memberships, and travel vouchers.
Cost of Retention: In-House vs. Remote Teams
In-House Team. Retention costs for in-house teams include salaries, benefits, office space, utilities, and on-site perks like free meals or wellness programs. Additionally, companies may incur expenses for relocation, commuting subsidies, and professional development programs.
Estimated Annual Cost:
- Office Space: $10,000–$20,000 per employee
- Utilities and Supplies: $2,000–$5,000 per employee
- Perks and Benefits: $5,000–$10,000 per employee
Remote Team. Companies have to invest in technology, communication tools, and occasional in-person meetups. However, remote teams save much more money on office expenses like rent and utilities. Savings can be redirected towards benefits for specialists, professional development, and competitive compensations.
Estimated Annual Cost:
- Technology and Tools: $1,000–$3,000 per employee
- Virtual Perks and Benefits: $3,000–$7,000 per employee
- In-Person Meetups: $1,000–$5,000 per employee
With Retention Strategies For Remote Employees, You Can Get a Loyal Team For Optimal Cost
As you can see, retaining tech talent, whether in-house or remote, requires addressing unique challenges and investing in tailored solutions. In-house teams benefit from immediate interaction and structured environments, while remote teams thrive on flexibility and autonomy.
From a cost perspective, remote teams generally offer significant savings. These savings can be reinvested into retention strategies such as enhanced benefits, professional development, and improved communication tools.
Furthermore, by hiring internationally, you prioritize skills and experience, rather than a location. The expanded talent pool often leads to a higher caliber of candidates. Additionally, the increased comfort and autonomy can bring you a more motivated and productive tech team.
Focus on the reasons why software engineers quit, such as lack of growth opportunities, poor management, and inadequate recognition. Then, executing your retention strategies for remote employees will take not more effort than controlling turnover rates within your in-house team.
Guest writer
