Our previous post explored demographic aspects of the salary survey and showcased C-level and Tech Lead specialists’ salary levels.

This time, we’re going to dive into the other side of the survey – the one more focused on Human Resources topics. 

If you want to read the full 2020 Salary Survey – contact us.


Salary Survey HR Addendum

How did you find your current employer?

This question was one of the most diverse of an entire survey. We’ve decided to include a custom answer option for this question. It indeed was the right choice.

Custom answers showed the variety of ways Ukrainian IT specialists find work. For the sake of clarity, we have summed up these responses:

  • 3,1% – founded their companies instead of looking for a new job.
    • One of the answers simply stated, “I found myself,” which probably also means that that particular person became self-employed.
    • There was a subgroup of this response (about 1%). They specified the circumstances of finding a current employer as “I’ve met with the CEO, and we decided to make a startup together.”
  • 2,7% – lured to the new place by their past co-workers.
  • 2,5% – found their current employer via social networks (either LinkedIn or Facebook).

Aside from custom answers, the majority of responses were split between the three options:

Salary Survey Finding Current Employer

 

If we take a look at how these responses line-up with different levels of experience, then it looks like this:

Salary Survey Experiece Finding Current Employer

  • Disclaimer: The figures in the chart represent the percentage of respondents of a particular level. In other words, that’s 14,3% of Junior specialists who chose that particular answer. The question had multiple choice option.


Work-related factors

Exploring various motivational factors was one of the primary purposes of this survey (aside from the main goal of exploring the salary ranges).

Companies need to understand what makes employees happy and what makes them want to change their job. It is a simple thing, but it often gets ignored in favor of seemingly more important things such as “competitive salary” or “insurance.”

Don’t get us wrong – these things matter, but it is about the workplace’s staying power at the end of the day. 

It is one thing when an employee can earn this “competitive salary” for a couple of months and then burn out due to poor work-life balance and constant overtime. But it is an entirely different thing when an employee stays with the company for years, grows into his role, evolves, and contributes to the company’s further development.

In this survey, we have researched for categories of work-related factors.

1 Job satisfaction

As you can see, work-life balance (60,7%) and fair monetary compensation (43,8%) are the most widely chosen job satisfaction factors. It is no wonder. Everyone wants to get paid what they deserve without bending over backward and overcommitting.

Interestingly, such factors as job security (7%) and the company’s financial health (18,40%) weren’t in focus. Simultaneously, only 23,4% state that a feeling of accomplishment is a critical job satisfaction factor.

2 Job demotivators

Job demotivators are those matter-of-fact things that tend to pile up and derail employee experience leading to the unfortunate need to find another employee. 

Thus, it is better to be aware of such things and mitigate and solve these negative factors without inflicting unnecessary damage to your organization.

As you can see from the chart, the toxic culture (65,7%) is the most selected job demotivator. No wonder. Workplace toxicity can kill even the noblest occupation as quickly as blowing out a match.

Poor work-life balance (48,8) is another widely selected option. This one needs no additional comments. When the work demands an unreasonable overtime commitment – it is speedway to the employee’s eventual departure. 

Curiously, a big workload (17,4%) and lack of recognition (14,4%) are the least chosen options for this question. While you can understand how lack of recognition might be a lesser problem than the rest, it is baffling why only a fraction of respondents chose a big workload as a critical workplace demotivator.

3 Staying in a current position

Now let’s take a look at the staying factors. As you can see, there are four options with an almost equal response percentage. These are:

It is easy to see why – these are the things people value the most. 

What’s interesting is that “Performance Bonuses” is in the minority. Only 10% state it as a factor for staying in a current position. There can be several explanations:

  • Not everyone gets performance bonuses.
  • Performance bonuses aren’t substantial enough to be taken seriously.

4 Switching jobs

Regarding job switching factors – no big revelations here. 

  • Salary is the biggest reason to switch jobs. 
  • Career progression is the second most prominent. It is often combined with the salary. 
  • The rest correlate with Job Satisfaction/Demotivators and “Staying in a current position” factors.

Here’s how it goes:


Additional Income Sources

Additional income is an interesting topic to discuss in the context of the Ukrainian IT industry. Naturally, we wanted to explore it within our 2020 Salary Survey. 

Here are the results:

As you can see – 62,2% state that they don’t have any additional income sources. Then there 14,9% whose response was “Yes, but on non-IT projects.”

However, 22,8% stated that they are working on other IT projects. If you are wondering how the next big Ukrainian startup had started – here you go.


Personal Projects

The last but not the least question we’ve asked in our survey was regarding personal projects. Since the startup culture is actively blossoming in the Ukrainian IT Segment, we were curious to find out the state of things firsthand.

Here’s what we have found out:

The other thing we wanted to explore in Salary Survey is whether respondents plan to develop their personal project into a full-fledged business.

The responses were the following:

 


LinkedIn Profile

LinkedIn profile is one of the must-haves for IT-specialists, both as a digital CV platform and a networking tool.

Checking out LinkedIn is basically a default course of action when it comes to researching people, setting up networking, and checking the candidate’s background.

Because of that, the way IT specialists handle their LinkedIn profiles is especially interesting.

Over the past couple of years, the Ukrainian LinkedIn user base has been steadily growing (according to Napoleoncat’s study, there are 3,2 million Ukrainian users on the platform).

Because of that, it was natural to ask people about their involvement with the platform.

Salary Survey LinkedIn

 


In conclusion

When done right, salary surveys are instrumental for the companies in retaining competitiveness in the market segment. 

We hope that our little highlight reel of survey findings was insightful for you. If you want to purchase the full 2020 Salary Survey – contact us.

Author: Taisiia Mliuzan