作者：Dave Messinger

开发者的名声

提到开发者，很多人总是会将其与程序员混淆在一起。因为也负责编程，所以我很清楚人们在听到我是一名开发者时会产生何种想法。

随着时间的发展，这种名声一直伴随着许多开发者并渗入他们的工作中，而雇佣者也能从他们的这一技能中受益，并导致程序员们需要明确新的求职方向。

在硅谷等地区，开发人才是极其稀缺的，特别是对于那些不是运行社交网站的公司而言。但是当一家公司找到并聘请了开发人才时，他们总是不能有效地把握住机会而赋予这些人才学习，发展与成长的机会。

很少公司能够真正利用开发人才，但却有一些方法能够帮助公司们有效地做到这一点。

developer(from spkaa)

移除障碍

通过减少生产力障碍而增加开发者们用于开发工作的时间。减少招聘新员工所花费的时间，寻找真正重要的资源或避免使用文书工作去提高生产力。

同样地，在工具上的投资也能让开发者更加多产，并提高他们的忠实度和生产力。

确保现有的代码足够开放且集中

使用GitHub资源库，并将其罗列出来方便公司阅览与使用。基于网络的协作工具能够进行代码评论与团队管理，并且能够提供给新手更大的帮助。

鼓励竞争

雇员们希望能够因为自己的才能而获得奖励，所以在公司内部展开开发竞赛能够有效地激发出开发者的其它才能。

这种竞赛不只需要局限于公司内部，公司还应该鼓励员工去参加编程马拉松等代码竞赛。公开竞赛不仅能让开发者学到新的技能，同时还能帮助他们精通现有的技能并更好地与同行人士进行交流。

打破群组壁垒

专注于内部团队的基础设施，确保它不会破坏群组合作。任何群组的集体知识都比单独的雇员来得强大，开发者也不例外。

鼓励互动与群组项目，从而让雇员不会觉得自己被孤立。

在闭门造车中编写代码没有多大效果，并且会快速流失人才。拥有更高技能的群组无需被区别对待，并且他们也能在协作环境中更好地发展。

要知道，开发者也是普通人。

（本文为游戏邦/gamerboom.com编译，拒绝任何不保留版权的转载，如需转载请联系：游戏邦）

Committing to your developers will help you keep them

By Dave Messinger

Developers have a reputation.

The word “developer” evokes an image that has become synonymous with someone that writes code. As someone who codes, I am well aware of the most common images and words that people think of when they learn that, yes, I am a developer.

However evolving, these reputations have followed many developers into their day job, and employers end up benefiting solely from the skills that their coders brought to new hire orientation.

In Silicon Valley and elsewhere, developer talent is scarce, particularly for companies that are not “the” social network or named after a fruit. But when companies do find, recruit, and hire the talent, most aren’t taking the right steps to empower their developer talent to learn, grow and thrive.

Few companies truly harness and empower developer talent, but there are a few ways that any company can start.

Remove roadblocks.

Maximize the time developers spend doing their job by minimizing productivity barriers. Minimizing the time it takes to onboard or spin up a new hire, find key resources, or overcome paperwork increases productivity and focus.

Also, investing in tools that make developers more productive increases loyalty and productivity.

Make existing code open and centralized.

Use a GitHub repository, and list it for the company to see and obtain access to. The web based collaboration tool allows for code reviews and team management and serves as a good way to get newbies spun up.

Let them compete!

Employees like to be rewarded for the talent, and running internal development contests that boast prizes is a fun and effective way to recognize undiscovered talent.

Contests don’t just need to be internal, employees should be encouraged to participate in hackathons and coding contests. Public competitions allow developers to learn new skills, master existing talent and interact with peers.

Break down group barriers.

Focus on internal team infrastructure to ensure that it’s not split up into groups. The collective knowledge of any group is more powerful than a single employee and developers are no different.

Encourage interaction and group projects so employees don’t feel pigeonholed into a specific area.

Coding in a vacuum isn’t productive and the quickest way to lose talent. Highly technical groups don’t need to be treated much differently than others and thrive in collaborative environments.

Developers are people too, you know.(source:venturebeat)