如何留住你最好的程序员

你最优秀的程序员离职通常的原因有:

  • Perception that current project is futile/destined for failure accompanied by organizational powerlessness to stop it (当前项目/产品注定要失败的认知,加上公司团队/组织在此危急面前的无力感)
  • Lack of a mentor or anyone from whom much learning was possible (公司内部没人能当做自己的“导师”或行为模范)
  • Promotions a matter of time rather than merit (职位升迁的原因是在职时间/所谓忠诚度,而不是技能)
  • No obvious path to advancement (没有明显的职位上升渠道)
  • Fear of being pigeon-holed into unmarketable technology (害怕被通过工作调整转移到没有市场前景的技术岗位)
  • Red-tape organizational bureaucracy mutes positive impact that anyone can have (过度的组织流程使人感觉自己无力为团队做出任何实质性的贡献)
  • Lack of creative freedom and creative control (aka “micromanaging”) (缺乏创新的自由和对创新的控制,领导倾向于微管理所有事情)
  • Basic philosophical differences with majority of coworkers (和大部分同事在做事做人理念上存在本质差异) 人才的工作本能不单纯是金钱回报。人在工作/学习上的本能是寻找个人的Flow状态。

来源:How to keep your best programmers,作者:Erik Dietrich


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