Tips for Retaining Remote Software Engineers

Despite massive layoffs due to the COVID-19 pandemic, the demand for remote software engineers continues to spike. In this article, we’ll share tips for retaining remote software engineers.

A recent report by Deel indicates that companies hiring remote tech employees have increased by 800%.

Remote software engineers work from different locations around the world. Due to their demand, they’re likely to look for new opportunities that offer more pay and flexibility.

How do you keep such talent in your business?

Here are four practical tips for retaining your remote software engineers:

  1. Communicate effectively

Effective communication works like a charm. Almost 86% of employees cite that lack of effective communication causes failure. In contrast, in an environment with effective communication, productivity may increase by up to 25%.

You should often communicate with your remote software engineers to inform them. Effective communication also makes them feel appreciated in the workplace. Remote work has its fair share of challenges, and lack of communication will demotivate your remote team and thus lead to lower productivity.

In the age of booming technology, make use of online tools such as Email, Slack, zoom, Google meet, or Microsoft teams. Email remains the most used tool to communicate at the business level. Boost the morale and productivity of remote software engineers through effective communication.

  1. Provide necessary tools

Software engineers always write codes, fix bugs, and test or troubleshoot software problems. You need to provide them with the right tools to simplify their jobs. You can provide your remote developers with the following:

  • VPN in case they need to access IP-sensitive sites
  • Software to fix bugs within short time frames, like Jira
  • Premium antivirus and firewalls to protect their presence while online.
  • Prototyping tools such as InVision

Professional tools make work easier for remote software engineers. Retaining your remote team will be effortless if you provide the necessary tools. Many companies are out looking for the best talents, and you want to protect and hide your top-tier employees from your competitors.

  1. Provide incentives

Your remote software engineers won’t visit your physical office or interact with other employees physically. They probably will never interact physically during their tenure working for you. To appreciate their work and dedication, give them incentives.

Incentives can be in the form of:

  • Stock options
  • Bonuses and raises
  • Referral programs
  • Gifts 
  • Recognition rewards

Incentives are beneficial to your business in the following ways:

  • Retain existing employees
  • Increase loyalty and motivation
  • Boosts productivity

Most employees in any work environment will look for other opportunities if they feel they’re not appreciated. If you want to retain your superficial team of remote software engineers, appreciate them through incentives.

  1. Create a small community

Due to the nature of work, remote software engineers may be bored working at a lonely desk at home. Developers love it when they’re in a small community. Here, they can gain knowledge, contribute their views and collaborate with other fellow-minded minds.

As an employer, you need to provide a unique environment where your remote software engineers can meet and share chit-chat once in a while. For instance, you might identify a project where all software engineers will work together and foster teamwork.

Unlike the previous years, work dynamics are changing. You’ll more likely hire remote developers from different regions. For instance, the demand for remote African software engineers has gone up. As a result, you’ll have remote employees from different cultures. Fostering a community-minded team will ensure there’s diversity in the workplace.


The demand for remote software engineers is rising steadily. You’ll need to retain your A-team of remote developers to avoid a brain drain in your business. 

Retaining top-tier employees is never easy, but you can crack the code by communicating effectively, providing necessary tools, providing incentives, and creating a community where they can share ideas.