They are one of the most sought-after groups of professionals in the world: IT professionals are lacking at all ends and corners, and people are correspondingly interested in their views and opinions. But even though developers are a mobile bunch and work with companies all over the world, there are country-specific differences between them.
Our study found out what the differences are between Austria, Germany and Switzerland - and summarized the most important ones below.
Austria: It has to be a good fit in human terms
Low stress, a cozy atmosphere and human recognition: Austrian software developers need to get it right, especially emotionally. Sabbaticals and maternity leave are very popular here, and private life is strictly separated and should be respected.
If you're bored at work, that's not a problem here: you enjoy the peace and quiet and relax. Conversely, Austrian software developers soon enough start thinking about changing jobs when things get stressful - and the frustration tolerance for inefficient working conditions is also low.
In the office, people value the contact with colleagues, the daily routine and a clear separation between work and private life. And when there are professional successes to celebrate, people want a pay rise, other benefits or even just a simple "thank you".
Our tip for employers in Austria: accommodate IT professionals with relaxed deadlines and projects and keep the line between work and private life high.
Germany: The career counts
Professional development, professional recognition and the opportunity to work from anywhere: In Germany, developers show themselves to be polyglot and strongly career-oriented.
Priorities as personal development and a wide range of training and development opportunities are particularly valued here. Flexibility is also highly valued, especially in the selection of projects and individual working hours and locations.
At work, respondents in Germany often want an open and tolerant culture of making mistakes and recognition of their own professional success. Employers should also be mindful of priorities regarding employees' physical health: commuting, noisy colleagues, and a lack of places to retreat are perceived as particularly disruptive at work in Germany.
Job boredom, on the other hand, is less of a problem here: German developers are most likely to try to compensate for this with interesting activities in their free time. A no-go, on the other hand, is a poor working atmosphere and a lack of salary increases: In these cases, developers in Germany leave very quickly.
Our tip for employers in Germany: Support the careers of IT professionals to the best of your ability and provide fair salaries and flexible working conditions.
Switzerland: Create meaning for society
Professional interactions and a job that can be reconciled with one's own values: In Switzerland, people are aware of their own influence on society and value competent exchange with like-minded people.
Those who want to attract software developers in Switzerland should therefore place greater emphasis on a positive corporate culture and meaningful activities. Likewise, respondents in Switzerland form their priorities around professional development supported with paid subscriptions or books on specialist topics and when they can prove their competence in competitions.
Micromanagement, on the other hand, is a big no-go: Anyone who watches their developers too closely could soon find themselves without IT specialists. Boredom on the job is also a red rag for the Swiss respondents: In this case, they make inquiries in their own professional network without much ado or accept inquiries from headhunters.
In the office, they appreciate the professional environment and the interaction with colleagues and business partners, even if it can sometimes be noisy and the office furnishings are sometimes perceived as inadequate.
Our tip for employers in Switzerland: Take the competence of IT professionals seriously, trust them, and keep challenging them professionally.
