Job burnout. It happens. You notice that former star employees are now struggling just to get the bare minimum of work done. Your team doesn’t seem to be getting along, people are snapping at each other. Or they seem to just be going through the motions without their usual enthusiasm. Sick days are up, productivity is down. Burnout is a frustrating situation for employers and employees alike. If it’s not addressed, someone usually quits, and losing a good worker is something no team can afford to do!Read More
As we have talked about many times on this blog, finding and retaining IT talent has been, and for the foreseeable future will be, one of the most pressing business challenges for employers. The challenge has become so great that offering perks such as free gourmet lunches, five figure referral bonuses, and time to work on pet projects have become common place. So it is only natural that Computerworld would rank the top IT places to work.
InformationWeek’s Annual Salary Survey is out and as always provides an interesting look at IT salaries and great insight into what IT workers are thinking about. If you work in the IT industry or employ IT workers, you’ll want to read it. For InformationWeek’s summary of all the results, click here. If nothing else, we all like to compare what we make with what others do!
A traveler passes a quarry and sees three men working. The traveler asks the first man what he is doing and he replies “cutting stone.” The second says “earning money to feed and shelter my family.” When the third man is questioned, he proclaims “I am building a temple.”
Retaining employees is always a hot topic but never more so than when talent is scarce. Even if you find a great new hire to replace someone who leaves, there is always time and expense related to training and getting them up to speed. Whether it’s a contractor who leaves before a project’s completion or a permanent employee who jumps to a rival company, retaining your critical IT personnel is important. It’s no wonder that managers are always thinking about how to keep their good employees happy and loyal. I’ve written about this before, and almost felt that perhaps it was too soon to mention it again, but it’s been since last spring that I reminded our readers of some of the things they can do to address the issue of retention.
At this point everyone in our industry is aware of the historically low levels of unemployment in IT. The competition for skilled IT workers of all types has been hot for a while now and shows little sign of abating, particularly in areas like project management and development. Salaries are on the rise and some of the perks and benefits being offered haven’t been seen in years. While hiring overall in the current economy still seems sluggish and many job seekers report multiple rounds of interviews and long hiring processes, sometimes months, in the IT world good candidates don’t last on the market more than a few weeks, sometimes they’re gone even faster.
TechServe Alliance reports that IT employment hit another high-note in April, with 4.4+ million people working in the industry. Those numbers almost guarantee that the competition for top IT talent will continue to be heated and that finding the best workers with the most in-demand skills will remain challenging. The corollary to this is always that retention becomes equally, if not more, important and as much effort as you put in to recruiting, you need to match it in ensuring you retain your best and most critical employees.
This week I read a post on recruiter.com, The Real Reasons your Employees are Leaving You. Author Maren Hogan references a recent infographic by Paycom that discusses the issue of “pull” versus “push” for why employees leave and reports on their survey results. A “push” is when an employee leaves for reasons related to their current job and company as opposed to being “pulled” by an outside offer that tantalizes. Paycom says that 94% of employees report voluntarily leaving for a push reason rather than a pull.
IT contract employee retention is an ongoing concern, or should be for any smart manager. Losing a member of your team before the project is complete is a headache no one needs. We’ve covered this topic before at Staffing 360, particularly in 6 Things You Can Do to Dramatically Increase IT Contractor Retention. I’d like to remind you of one of the pieces of advice from our eGuide – recognizing exceptional performance, and share a recent experience that illustrates this.