3 Tips on How to Keep your UX talent
Time with Senior Practitioners
Last year Jonathan’s UX team had zero churn. That is, not one of his staff left his side. We asked him to explain this rare feat in the digital industry. “I care about those guys”, Jonathan explains. “I think of my team as individuals and not as assets to make money for the business”. Therefore, he provides them with the one thing Jonathan missed in his earlier career. True mentorship and access to the insight of senior practitioners.
Being Head of Service and Experience Design can be hectic but Jonathan insists on making time for each member of this team, every week. In these highly personal one-to-one meeting, he suggests things for the UXer to read, enquires about their career ambitions and gives them appropriate tasks to stretch their abilities and ultimately improve their skillset. The upshot is happier designers, better quality output and reduced cost for Tribal in replacing valued team members. Fancy joining Tribal? They’ve got vacancies on our Humanised Job Board at present.
The Importance of Training
Bunnyfoot’s publicly available training courses are well renowned. Courses such as ‘Designing for the Human Brain’ and ‘Designing for Persuasion’. Jon Dodd believes in making these courses available to all new joiners at Bunnyfoot. Indeed, employees are encouraged to give training courses as soon as they feel comfortable, believing that there is no better way to learn than to teach.
Bunnyfoot supports their team in attending external courses, on topics such as marketing and technology. “It’s important not to become myopic about UX design. We want our people to absorb new skills and to go wider in their thinking. Restricting someone’s skillset is not productive”. Quoting the adage, Jon goes on to say “The only thing worse than giving training and losing staff, is not giving training and them staying”. Sound good? Want to join Bunnyfoot?
Give Meaningful Perks
Understandably, UXers from Webcredible glean a lot of attention from recruiters and competitors alike. This is because they know that they will have worked on some awesome projects, been well trained and suitably hired to begin with. This left Trenton Moss thinking about smart ways in which to make the prospect of staying at Webcredible more attractive than the alternatives.
Not believing in false incentives and wanting to pursue meaningful benefits for their people, Webcredible introduced Unlimited Holiday Days. How does it work? As long as the agreed annual productivity goals are met for that individual, they can decide to take as many paid days off as they like. Trenton reports increased creativity and contentment as a result. UXswitch is also happy to have connected Webcredible with UXers who are now working with Trenton and his team.
At UXswitch, we’ve written before about the other things that make a difference in a UXer’s longevity at an organization; a good orientation programme, providing good tools to do the job and variation in activity but to name a few. Read more at our Career Advice centre.
Next time we will talk about how UXers can go the extra mile and guarantee their own retention and indeed progression through the ranks at work. It’s all about Attitude.
If you’re looking for more career advice or fancy a new challenge, pop on over to UXswitch.com. It’s for interaction, visual & motion designers as well as UX strategists, user researchers & more. Join us today and be contacted by only the best recruiters or direct employers around. You’ll also receive a newsletter with the latest UX jobs and tips on designing your UX portfolio and more.