It’s no secret that the tech industry is booming. Companies are scrambling to find qualified IT workers, and are offering top-dollar salaries and benefits to attract them. However, even with these incentives in place, employee turnover among IT workers is still high. In this article, I will discuss some strategies that CTOs can use to reduce employee turnover and boost retention among their IT staff.
Feel free to skip or look briefly through this part if you feel none of those applies to you but remembers to check the second part as this is where the true receipt is.
Software engineers are often attracted to companies that offer them the opportunity to work on cutting-edge projects and expand their skillsets. When they feel like they’re stuck in a rut, working on the same old projects day in and day out, they become bored and dissatisfied with their jobs. As a result, they start looking for new opportunities elsewhere.
Rotating software engineers between projects might be a great way to keep them challenged and engaged. Don’t let your best people work on boring, repetitive tasks just because they can do it faster than anyone else in your company.
Best talent should be allocated to the biggest opportunities that are ahead of your company, regardless of how much training new employees might need.
It’s no secret that a lot of managers are promoted not because of their people skills or management abilities, but because they’re good at their jobs. This often leads to them being out of touch with the needs and concerns of their employees. What’s more, many managers are reluctant to listen to feedback from their subordinates. They see it as a sign of weakness or an admission that they don’t know everything.
As a result, employees feel like their voices are not being heard and that their concerns are falling on deaf ears. This is a sure recipe for disaster. If your employees don’t feel like they can trust or confide in their managers, they will start looking for new opportunities elsewhere.
Make sure you have a strong, qualified management team in place. Promote people based on their ability to manage and motivate others, not just their technical skills. And most importantly, make sure your managers are open to feedback from their employees and follow the best practices in their field.
Only by listening to what your employees have to say can you hope to keep them satisfied and reduce turnover in your company.
Most software developers work remotely or in a hybrid setting, with two days at the office and three at home. Because their peers are working from home people don’t see the point of going to the office. Hence, at the end of the day, they lose sight of the company and are more prone to leaving the company.
In the ideal world, the HR team would build a system for employees to stay in touch with each other, integrate often, and thrive in a hybrid environment. Unfortunately, most of the companies failed to do so which is a great topic for another post.
Nonetheless, it’s the sole responsibility of a management team to reduce the feeling of isolation among its employees. Make sure people have enough opportunities to socialize and connect with their co-workers, even if they’re not in the same office.
Organizing regular social events, team-building activities or company-wide gatherings can help reduce the feeling of isolation among employees. If your employees feel like they’re a part of a community, they’ll be less likely to leave.
It’s easy to feel ignored after putting in a lot of hours, often after work, to complete a project. It might be some new functionality, fixing an inconvenient bug, or even coming up with a game-changing concept. “This time it will be different,” you tell yourself. They’ll sense my worth and finally give me the raise I deserve.
The Instead, you are overlooked again and again. It’s this type of culture that makes people leave their employees. Lack of feedback loops, outdated HR practices such as yearly performance reviews, or a management team that never has time for a quick one-on-one. Instead of fighting for people when they file their notice make sure your team has time for every employee.
Talking with someone is the best way to understand their situation and what can be done to help. If your employees feel like you’re invested in their success, they’ll be more likely to stick around.
It’s no secret that most people want to be paid more. In fact, a study by Glassdoor found that 60% of respondents said they would leave their job for a raise of 20% or less.
While you can’t control the market, you can make sure your employees are being paid fairly. Conduct regular salary reviews to ensure your employees are being paid in line with their experience and skills. And when it comes time to give raises, make sure you’re considering factors such as cost of living increases and inflation.
By paying your employees fairly, you can reduce the likelihood of them looking for new opportunities elsewhere.
For more information regarding nearshore software development services rates please take a look at this article: https://nxtide.com/offshore-development-center/global-offshore-software-development-rates-comparison-by-country/.
Keep in mind that there are many approaches to managing your employees and projects, so don’t feel like you have to stick to one method. The important thing is to find what works best for you and your team.
These are the people who will help take your business to the next level. Top performers consider quality a priority over simply getting things done. They are self-directed, cool under pressure, and trusted by co-workers. They also have a positive attitude and are always looking for ways to improve.
Make sure those people are well compensated for their work, their voice is heard and they have a real chance to make an impact on the company.
The assumption here is that if you correctly identified your key employees those guys will know better than anyone what are the current priorities within their fields. Just make sure they have full and unrestricted access to the information so that they can make the right decisions.
Don’t micromanage them, give your top performers the space to experiment and come up with new ideas. They want to be given the freedom to work on what they think is best for the company, without being constantly supervised and managed.
Most of the problems are not seen at the management level, so trust your people. You’ll be amazed at what they can achieve.
By the rest of your department, I mean like 90% of the staff working there. Yes, 90% – this is how many people will need guidance and proper management within your department. We all want to believe that every single person hired by us our co-workers is equally committed to the company’s success as we are. Unfortunately, this is not always the case.
The truth is that most people need someone to look up to, someone to guide them and help them grow both professionally and personally. A good manager will bring out the best in their team, help them solve conflicts, and grow into their roles.
Even though I’m a firm believer in self-organizing, cross-functional teams, there still needs to be a clear line between what each team is responsible for otherwise, things might get chaotic quickly.
I’m not going to go too much into detail about what Scrum is and how it works (if you’re interested in learning more about it I suggest reading the Scrum Guide) but, in a nutshell, it’s a framework that helps teams self-organize and make decisions while providing visibility and control to the management team. However, if you have never seen properly implemented Scrum in action, don’t hesitate to hire a proper consultant that will guide you through the process. As with any framework, it can make things worse if not done correctly.
Building a strong IT department is not a one size fits all solution, and it’s important to find what works best for you and your team. By identifying top performers you will make sure that the most important people within your company are properly compensated, engaged, and in a position to make a change. Moreover, you will distribute responsibility for success among people that still know what needs to happen for things to happen.
A strong management team will make sure that the average person within your department contributes to a company goal, and have a space to grow and a chance to get proper feedback. All in all, no one wants to be left alone.
And finally, putting your teams within proper boundaries will give you control and visibility on what works and what does not so that you will be able to make better decisions and address potential problems before it’s too late. Thanks for reading! I hope this was helpful. 🙂 Feel free to leave a comment if you would like to see more posts like this.
Over our 7-year company activity we have helped many US and EU companies to successfully build Software Development Teams and Software Development Centers in a variety of locations in Poland.
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Marcin Dziedzic, CEO of Pragmatic Coders and NxTide.
IT Outsourcing, Offshoring & Nearshoring in Poland
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