How to hire an employee of an IT Company so that he does not leave quickly?

Question

Programming

The situation is as follows - we hire a person, be it a manager or a programmer, it seems that people come with experience and the pay is decent piecework, paid every day and rises every week to a certain threshold (which, by the way, is not low, but full of itself). People work for two days, a week and leave, they get money from us right away. We have some people working there for a long time, in fact, the question is how to find an employee correctly or make sure that he does not leave quickly? How did you deal with it?

Answer 1

You seem to have unbearable working conditions. The world does not revolve only around money, maybe you have a problem in the subordinate / boss relationship? Are you sure you have adequate pay? For me, piecework pay is not associated with adequacy. What can you offer an employee besides money?

Answer 2

1. Learn from each reason for leaving
   This phrase really confuses me. If you promised daily payment, paid for a couple of days and people worked for a week without payment - there is a deception of expectations. Naturally, people will leave and, moreover, they will tell everyone that it is impossible to work with you.

Answer 3

Unclear form of payment. You say hourly but confuses

People will work for weeks, for two days they receive money from us right away

That is, you promise to pay every day, but pay only the first two days? Then you are fooling them. It doesn't matter what reasons you give.
In general, hourly without a minimum wage is not very interesting, especially if you are in the office. Do you load them 100% of the working day? Or are there downtime for several days or hours? I met such employers, there is no work, but for the programmer, "well, you yourself look for clients for us, negotiate and bring us to the studio, you will receive your percentage for this." Although why should I, a programmer, look for clients and negotiate? And even if I found it, why should I sell it to the studio for less money, when I can do everything myself at home in the evenings?
Daily payment is VERY unprofitable. Better once every two weeks, like everywhere else. Let the time count be at the end of the shift (DURING WORKING TIME, paid). And the issuance of a large pile 1-2 times a month. Firstly, it is not profitable to receive every day, it went through this. There is always something to eat, but it’s difficult to save for big expenses, not everyone can, it’s easier to change jobs. Secondly, if the schedule is until 18-00, then at 18-01 I want to go home. And many employers try to stretch workflows for a while AFTER and at the same time not pay. For example, you have this very calculation, it can crawl out after working hours. Plus, they can wait for you for an hour and then count for a long time, or the queue comes in an hour. This is a big irritant. It’s easier to install time tracking software or set hours for tasks. And sum up at the end of the month.
With the official, you do not understand. And the same loans, pensions, seniority. They go for an officer, and for her you need at least a minimum wage (fixed salary) and an employment contract.
Well and the main working conditions. It is not clear how you set tasks, what deadlines-hours you determine, how you then consider.
The atmosphere in the team, the boss-subordinate, manager-developer is also not clear. Well, parallel, maybe your wife works there in a low (non-leadership) position, or one of your relatives / friends who is snarky and takes out the brains of all employees without being a leader by position. Yes, not even relatives, but simply an irritable person with whom it is personally "convenient" for you to work, but others do not.
The organization of work is also not clear. I saw a company in which they were forced to come an hour earlier, gather with the whole crowd in the office, do mass exercises, and then sing songs about "what a good company, what a good Ivan Ivanovich (boss), how happy we are all here." I once looked from the outside and categorically refused to participate in such a circus. And many stupidly quit.
Well, as almost everyone said, ask for a reason for leaving. Better after full calculation and issuance of all documents. Then there will be no fear "if I answer the truth, they will throw it at money or documents," because they won't like the answer.
There can be a thousand reasons, even a foul-mouthed security guard at the entrance to the office building where you rent an office that does not belong to your company. Have you ever tried asking people?

Answer 4

Let's put the question differently:
Will an employee who is satisfied with the salary, the team, and the attitude towards himself quit? The stump is clear that it is not. A person self-preserves by running away from where it is bad / unprofitable. So it's not like you imagine.
On the other hand, they don't quit without saying a word to their superiors, do they? Surely there is a reason for this. This situation is a bit reminiscent of the staff in heat, about the ability to understand someone else's code .

Answer 5

Why pay every day? Pay every 2-4 weeks. Conclude a contract, record in the labor. You can raise the demand a bit because of this and open in parallel vacancies for trainees. That's all.

Answer 6

no way. the level of motivation in your company is low. or the complexity of the work is high. or collective with bile. or there is no way to take a break for an hour sometimes.
and with money you are in vain. one feels like a horse at the races. there is such a thing as a "menu of contracts". The individual must choose as he pleases. There are usually three standard options.
1. low constant salary and does not depend on volumes
2. depends on volumes and only on them (the employee receives 75 rubles from each hour in this situation)
3. average salary and clearly defined volumes (the employee receives 50 rubles from each hour and from this its average salary is built)
(suppose an hour costs 100 rubles)

Answer 7

The reasons may be very different. Up to the point that a person wants to legalize and is looking for a place with office. employer.

Answer 8

And what to ask is not fate, why do they leave?

Answer 9

You clearly have a feedback problem. If the phenomenon is really massive and at the same time they do not pick up the phone, then the vision of the situation from the two sides is so different that the other side considers the dialogue either senseless, or offensive, or dangerous.
If we proceed from the postulate, everything is as you describe, i.e. the situation from all sides is positive for the applicant, and the result is negative, which means that either the applicant is completely wrong, or the applicant receives information that does not correspond to reality.
There is only one way out, to establish feedback, talk to people more and more, asks, very often people themselves will not tell you anything until they ask directly.
Although, of course, there is a possibility that old employees, when you turn away, chain themselves to their workplaces, hang whips on the wall, and whisper to newcomers, run away from here. Then spend the whole day next to the newbie as a mentor :)
Or the situation for the newbie is still not as positive as you write.