How To Boost Employee Engagement And Increase IT Talent Retention

How To Boost Employee Engagement And Increase IT Talent Retention

Retaining IT talent can be a real challenge, which is why companies are taking a strategic approach to keeping their most valuable people in the organization. The shortage of IT talent due to high global demand and the struggle with retaining this talent are issues faced by companies of all sizes and industries. There are numerous reasons why retaining talent is difficult, including fierce competition in the job market, a lack of opportunities for development and growth within the company, dissatisfaction with organizational culture or management, lack of recognition and proper rewards, and the absence of a work-life balance.

Employee Retention Statistics That You Should Know

To better comprehend the context, we need to review some statistics on employee retention. According to a survey published by Joblist, a quarter of those interviewed quit their jobs in 2022, with the main reason being poor management or a toxic workplace. In addition, 67% of users stated that they planned to leave their jobs in 2023. The modality of remote, face-to-face, or hybrid work is also significant as the pandemic has transformed many work dynamics. Now that the world has returned to normal, many companies want their employees to fully return to face-to-face mode. This has generated discontent and friction among workers. The Joblist survey indicated that 36% are looking for a fully remote job and 19% would prefer a hybrid job; while 43% said that if they had to work in person at the office, they would quit their job. Moreover, at least 93% of organizations are concerned about employee retention, according to the LinkedIn Workplace Learning Report. This same report also indicated that 94% of the employees surveyed would stay at their job longer if a company invested in helping them learn.

Factors That Make Employees Quit

In my experience as a CEO for more than a decade, I have noticed decisive factors that push employees to resign from their positions. One of the main ones is when the employee does not feel that they can grow in the company, feeling that they have reached a professional ceiling and will no longer advance in position. That is why many companies implement professionalization and study plans for their employees, promoting the growth of resources and strengthening team performance. These actions also make employees feel that they are valued by their employers, generating more unity and trust. It’s also important to consider the professional relationships that employees form, both with colleagues and with the work itself. An article from the Chartered Institute of Personnel and Development notes that “one key reason for an individual’s decision to leave may be a poor relationship with their line manager, leading to disengagement.” Boredom and burnout are two Other key factors that cause employees to leave. In the LinkedIn survey, 35% of people over the age of 50 stated that their job change was because they were looking for more challenging activities and a job with a greater impact on their Careers. On the opposite, McKinsey found that nearly half of employees say their work causes them undue worry or anxiety. These are situations that can diminish employee job performance, reduce job satisfaction, and affect labor relations.

Factors That Motivate Employees To Stay

Employees who feel that their work is recognized and valued by their superiors will likely not only feel more appreciated but will work harder to maintain good performance, according to an Indeed report. Giving constant and constructive feedback to employees about their performance is a good way to recognize their work and daily efforts. Recognize specific achievements and highlight their contributions to projects. Many companies also have Newsletters or internal platforms in which they publicly highlight employees’ achievements. Oftentimes, employees do their jobs but do not know what the objective of all their efforts is. This can happen when the company has little order and planning. It is important that the employee knows the value and impact of their work so that they feel more motivated and see that everything they put in makes sense. Education is essential for employees as it gives them the opportunity to feel they are growing within the company and that their efforts and contributions are valued. As the employee grows and develops, so does the company as the result of a much better-prepared Staff. One of the ways leaders can promote the continuous training of their employees is through the implementation of training programs that address key skills and knowledge required in the industry and within the organization. Another effective Strategy is to create mentoring programs so that senior employees can guide and help younger and entry-level employees grow. Companies should not be closed to the different work modalities. In this digital reality, they have to be flexible. Workers want options to get their work done, whether in person, remote, or hybrid. Allowing a level of flexibility where possible can help balance work with personal life. Leaders and employees should analyze aspects such as skills and certifications acquired since the last financial compensation evaluation. They should also review current compensation in comparison to the market and industry. All of this is important when evaluating the economic aspect. In these cases, an essential element is to have flexibility at the time of economic negotiation so that both parties understand each Other and can reach an agreement that benefits them equally.

Conclusion

Ensuring employees remain in their jobs for long periods is critical since this can directly influence the pace of Innovation and evolution of the company. Providing a work Environment where employees want to stay improves the productivity of the team in general as well as the quality of the service provided. The better working conditions you offer, the greater the retention of IT talent will likely be. Forbes technology Council is an invitation-only community for world-class CIOs, CTOs, and technology executives.

Source: forbes