Happy Dev

There are some theories that can help us understand the happiness of a worker or developer in this case. One of them is “The theory of Herzberg.” This man, Frederick Irving Herzberg [1923-2000], was one of the most distinguished figures of industrial and organizational psychology and father of the globally known theories of the two factors of motivation and the enrichment of work.

In 1959 Herzberg proposed “The theory of the two factors” or “Theory of the motivation and hygiene.” This investigation done by a group of engineers and accountants concluded in a finding that allowed Herzberg to establish one of the most important principles in the field of work: satisfaction and dissatisfaction are different and independent concepts. 

Many of the recommendations that Herzberg presented in the 50’s were ahead of those of today, among others, the “empowerment,” the “kaizen,” and the redesign of the job position.  

In the previous representation we can see how in this theory, satisfaction and dissatisfaction are not opposites, instead they are 2 different factors not closely related. We could say the more present the motivating factors are, the more satisfied we will be, but their lack of presence is not dissatisfying. Regarding hygiene factors, the more absent they are, the more dissatisfied we will be, but their absolute presence is not a guarantee of satisfaction. This breaks with the traditional model of satisfaction and dissatisfaction as opposites.

Once the concept mentioned above is understood, we can say: “It may be necessary, but it’s not enough to make us happy.” Then, we conclude that nice offices, a space for recreation, flexible timetables, good working tools, a good working environment, a good salary, etc. aren’t the factors that motivate us to work better every day in a business, but the factors which don’t generate dissatisfaction. Herzberg, in the dynamic of hygiene, mentions that the factors listed above, among others, have the following characteristics: 

1. All the factors of hygiene are equally important, although their frequency differs considerably. 

2. Improving the hygiene factors has short-term effects. Every improvement results in the elimination or prevention in the short-term of dissatisfaction. 

3. The needs for hygiene (or maintenance) are cyclical by nature. This lead us to the syndrome: “What have you done for me lately?” 

Considering why I started writing (about the happiness of a developer) and the purpose of this text, let’s reflect on this for a second: today’s software companies compete more for talent than for clients. Many companies are focused on offering big benefits such as discounts, free breakfasts, memberships, after office events, remote work, flexible timetables, etc. However, this belongs again, according to Herzberg, in the hygiene area and means that not only are we fulfilling the “no dissatisfaction fee” but that nowadays it is a common denominator in software companies. 

Then, if we agree that satisfaction is a dimension of happiness (motivation for Herzberg), the questions that we need to ask ourselves are: “What are we doing to satisfy our talent?” and “How do I distinguish myself from other companies to satisfy talent?”

There are no recipes, but there are some points to keep in mind that lead to results in practice:

1. Exchange of knowledge, opportunities, training, and learning: Communities and areas of exposition allow people to acquire and deliver knowledge as well as exchange ideas. For example, they allow people to have the opportunity to demonstrate knowledge and abilities which aren’t possible to transfer every day. 

2. Recognition, achievements, and personal success: The recognition of merit and achievement of a team and talent demonstrate to people that effort, good habits, and the consistency of doing things right, have their prizes and all the company sees it. 

3. Working Independence and responsibilities: Responsibility gives confidence and the recognition of a job well done. This is what motivates key talent. 

Conclusion: We can say that the factors of hygiene aren’t necessarily sufficient but are necessary to maintain our talents. The factors of motivation are what make us happy, but not counting them, they are not necessarily what generates our dissatisfaction.