Posted by John Reed on Thursday, April 2, 2015 - 10:54
In this competitive market with relatively low unemployment in IT, managers should check in with staff members to discuss their job satisfaction.
More than one-third of IT professionals plan to look for a new job in 2015, according to a recent survey conducted by Robert Half Technology of over 1,500 IT workers.
When you dig into the common themes that contribute to this job churn in the marketplace, there are typically five reasons tech pros want to leave a job:
- There’s a lack of advancement opportunities.
- They need a new challenge.
- The pay is inadequate.
- There’s a lack of training or skills-building opportunities.
- The benefits are inadequate.
In a highly competitive IT job market, it would serve you well as a leader to spend time with your staff members discussing their job satisfaction. Create an environment where team members can openly talk about potential frustrations, challenges and career objectives. Use this opportunity to listen intently, confirm your understanding of the issues at hand and begin to jointly formulate a plan to address these concerns.
You may assume your team members are content and not looking to jump ship. However, there are many signs that indicate employees are planning to leave a job:
- Decreasing work quality and/or complaints from customers
- Increasing forgetfulness or lack of engagement
- Unusual absences
- Sudden interest in career development
- Sudden improvement in work attire (they may be interviewing)
- Sudden interest in project results (which may be used to update their resume)
If you find out that an employee is leaving, your first reaction may be to make a counteroffer. My recommendation is that unless there are extenuating circumstances, counteroffers are a bad idea. Here’s why:
- They’re not a long-term solution.
- You set a bad precedent.
- The morale of the remaining staff can suffer.
- It can be difficult to re-establish trust.
- The employee’s performance likely won’t improve.
Recruiting new IT professionals to your organization is very difficult these days, so your recruiting efforts should always start with re-recruiting the staff you have in place. Scheduling those one-on-one discussions to openly address their concerns will be a great way to initiate their re-recruitment in the company.
If you find out that an employee is leaving, here are some tips for a smooth transition.
As always, I appreciate your feedback and comments.