Managers: What is a key reason that your software testers may not be motivated – or even worse – thinking about leaving?
The American Psychological Association found that among employees whose supervisor does not support their career development, most say they are not motivated to do their best at work. Most also say they intend to seek employment outside the organization within the next year.
In contrast, among those whose supervisor supports their career development, nearly 90% say they are motivated to do their best at work.
So how can you show that you support your tester's career development?Harvard Business Review suggests that supervisors make it clear to employees that staying on top of their game and preparing for the future is part of their job, and that you support that. This free white paper, "7 Things a Software Testing Manager Wants in an Employee" is a friendly way to get that point across.
Just as importantly, you need to make it possible. That could be as simple as giving your testers the freedom to explore new testing tools or dig into new testing approaches. (Here are some free webinars that might be a good starting point).
If that is too unstructured for your company, have your testers explore the "Software Testing Career Path" and pick something that interests them. Each option aligns with an ISTQB certification that gives your tester public recognition. Just as importantly, it assures your organization that you are supporting career development that also drives down cost and reduces risk.