The technology sector and IT-related business areas are in a state of constant tension. Not only in many sectors do they not find the professionals they need to fill the jobs that have vacancies (for example, in cybersecurity), but also An increasing number of technology professionals are leaving their jobs looking for a better position or one more in line with your experience and needs. But why do they do it? How can they avoid it?
According to TechRepublic, an investigation by the British recruiting consultancy for AWS Jefferson Frank has revealedThe main reasons that lead technology professionals to leave their positionsor to consider doing so, there are a dozen: lack of salary increase, lack of expectations for improvement in position and career, need for new challenges, lack of leadership and/or vision, company culture and/or work environment, feeling underutilized in the position or company, lack of exposure to the latest products, seeking a better work-life balance, feeling underappreciated in the company, and overwork and stress.
In addition to these reasons, it is necessary to keep in mind that receiving fair compensation for the work performed will always be a critical reason for whether or not to leave a job. And take measures to increase the level of IT talent retention in companies. To do this, company managers can take steps in three areas, related respectively to career advancement, the purpose of employees’ work, and company and work culture.
The first measure they have to take is to offer clear career advancement paths within the company to their IT-savvy workers. In this way, you will motivate a good part of them to stay in the company for longer. The route marked has to be clear with respect to the new responsibilities and initiatives that professionals will have to assume at each stage, trying to ensure that the work does not become monotonous or that workers believe that they are being underused.
Among what must be included in the route is also what will be asked of professionals to advance from one position to another, indicating, for example, what experience in specific areas of a technology they must have to do so. Also the soft skills they will need to acquire, such as making presentations or project management. This way they will know at all times what they need to move up the organizational chart and within their respective teams.
The second measure should be taken remembering that IT professionals always want to be up to date with technologies, in addition to wanting to feel involved and connect with what they are doing. Therefore, ensuring that the company is up to date with the developments in technology it uses is essential.
The third measure is related to stress and exhaustion, a common problem among workers and experts in the IT sector. Therefore, it is necessary to ensure that the company culture includes an adequate balance between work and life outside of it, in addition to taking care of the stress levels of the staff. It is important not only to recognize good work, but to do it regularly, and show it to the rest of the teams.
Of course, company culture to avoid stress is something that must be worked on at the management level. From these positions you have to work on giving a clear goal to employees, and also know how to communicate it to them, to generate a positive environment.
This cannot be achieved on an individual level, but is It is necessary to find solutions focused on achieving well-being for the entire company for the good of all, truly for reasons of usefulness. Otherwise, burnout and stress will cause employees, especially IT employees, to leave their jobs for other companies. There are other measures that can be taken, but it is always necessary to take into account the opinion of the company’s employees. Because listening to them is the basis for avoiding problems like those mentioned in the future.