I run a small software company. We have a pretty small development team which is in charge of developing a web/mobile app. Each developer works mostly independent from each other, as they work on different areas. The developer and I decide weekly-ish over video conference which stuff gets done next (for they). All employees work from home.
Recently my most senior employee (10+ years exp, 3+ here) approached me about perspectives on this company.
The employee shared the following concerns:
- Lack of enthusiasm about current development tasks;
- Being bugged by coworkers coding standards;
- Automated bug reports becoming unmanageable, coworkers don't seem to pay attention to overall quality;
- Willingness to experiment other technologies, architectures;
- Lack of help from co-workers when it comes to improve tooling, development practices;
- Limited responsibilities, which consists mostly of coding tasks.
I some way or another the first two concerns were raised before during periodic evaluations. The others seem new to me. During the last conversation the employee shared that maybe the best would be to looking for other opportunities. We'll discuss this again soon. I asked to bring some list of tech the employee wants to bring to the project & what's the benefits.
Some time ago the employee asked, and I granted, to reduce working works. Work here is quite flexible, with no predefined working hours. The extra free time was used to try out a few technologies. I would like eventually to have the employee working full-time again.
An additional problem is there's another team member that's been putting less hours every week, and getting less work done.
So the question is, should I try to accommodate these concerns? How?