As we move into a projected period of prosperity a key job listing sites are employing 'poach' techniques to get individuals who are already gainfully employed to look at employer listings for other positions.
Sites like Zip, Indeed, Monster and others make their living by charging employers to post their job openings with the promise of supplying them names and profiles of potential hires.
It is only a matter of time when these sites match the skills of your team members with their job postings and start sending them emails with positions for their consideration.
As a ScrumMaster you are the first line of defense safeguarding the technical expertise of your teams from falling for those 'greener-grass' enticements.
The first thing I suggest you do is talk to the others in your company that fill a role of ScrumMaster and those who help create and maintain the work flow. Discuss quality of life enhancements that can be included when putting together sprint goals.
Sit-down with the human resource brain trust that oversee onboarding activities. An HR department professional can put an actual dollar amount as to the cost of finding and onboarding a new employee. They might even be able to help with ideas about those quality of life nuggets you are always looking for.
Use the numbers HR gave you as ammunition when you sit with managers and encourage them to sign-off on quality of life and job satisfaction ideas. Remember, the goal here is employee retention and we're using real-world carrot-and-stick techniques to keep our team members happy while at work.
Convince managers to invest in continuing education group plans like those offered by Lynda.com which have classes that extend beyond those for technology professionals.
It is the 'happy with my job' attitude by your team members that you as a ScrumMaster should have an eye on, you are the first line of defense to safeguard the brain trust of your teams and your company.
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