[UNKNOWN] IT personnel summarize the characteristics of IT personnel and nine strategies for retaining it Talents

What is the most important thing in the 21st century? Talent.

Especially for IT enterprises, talent is life, and retaining talent is life-saving for enterprises. I have been an IT enterprise for two years, but I often observe and summarize that this article is a brief analysis of how to retain talent. You are welcome to make a decision.

Know yourself and know yourself, and never fight. If you want to retain talent, you need to understand talent. The Analysis of IT personnel is often the analysis of yourself. The author analyzes it people in his own life circle and thinks that it people generally have the following features:

1. IQ is generally high, and logical thinking is meticulous. Everything is biased towards reasoning to produce results.
2. Not familiar with the world, not smooth. Most of them believe that the loyal words must be the same.
3. Self-view is high, not satisfied with people. Most of them are admired only by those with superb technology, but not by management personnel.
4. Restrained personality, poor expression ability. Most of them cannot describe their work in plain language.

If it is said that 70% of IT people have the above features, and 90% of IT talents have the above features. At the same time, after two years of observation, the readers summarized the following nine strategies for retaining IT talents.

1. reasonable salary

Money is not required. If it talents do not even have a split of income, they will leave. After all, they have paid more talent and hard work than ordinary people. Therefore, retaining IT talents, reasonable salary, or higher than the average salary is required.

2. Proper attention

I think this is the second most important strategy and it is also difficult to implement it. Excessive attention will generate the pride of talents, and make him feel arrogant and arrogant. He will also make his colleagues around him cold and have no harmonious working environment. If he does not pay attention to it at all, he will feel that his payment is not recognized. Therefore, the proper attention is very important. It is necessary to make him feel valued and make him feel that he is not indispensable.

3. Strive for learning opportunities for Talents

I think this is the third important strategy. Since they are talents, most of them are eager for knowledge, technical knowledge, and management knowledge. Therefore, talent must be learned and absorbed at all times. Once one day he thinks there is no thing worth learning in this place, he will choose to leave, even if there is a high salary.

4. Change the Work Environment periodically

Talent can grasp the entire project in a relatively short period of time. After a long time, it will produce Aesthetic Fatigue and eventually get bored. So we need to regularly change the soil for new students, new places, and new colleagues. But it is best not to leave the field where talents are good at. When you feel that your skills cannot be used, the talents will also choose to leave.

5. Talent participation in decision-making

Whether it is big decision making or small decision-making, we should try our best to involve talents and let them put forward their own opinions. You can persuade your unacceptable opinions. If you cannot persuade them on the spot, you can also find reasons to persuade them later. It is best not to reject them on the spot. Participation in decision-making will make talents feel like they are the ones who decide their own destiny, and at the same time give them the pleasure of ruling.

6. Split two talents together

At the same time, they are all talents, which often lead to competition in a group. If they are in such an environment for a long time, after all, one party will leave. As a leader, we must promptly discover and split the data. In this way, both talents can stay.

7. Occasionally draw pie charts for Talents

First, you need to draw a pie, but the pie cannot be painted too frequently. Otherwise, the pie is too easy to be broken. Second, it is necessary to draw a pie to be vague and not to be too specific. It is best not to use numbers and time to commit anything and leave it to the imagination of the talents. This is an art. If you master it well, it will be a weapon to retain talent.

8. Timely placating after reprimand

People are not sages. People may make mistakes, but they should be criticized without mercy, but it is best not to be criticized by many people. This will greatly impact the psychology of the talents. Second, the criticism should be followed up in a timely manner, so that proud talents cannot digest their stomachs silently.

9. Become an awesome mentor and friend

As a leader, there will certainly be a better talent. We must be good at using our rich experience and unique skills to serve our talents. At the same time, we must be a mentor for talent. As a mentor, you also need to make yourself a friend of talent so that talent will not feel overwhelmed. However, you must maintain your Majesty because of your work relationship.

Summary

The author believes that the above nine points are applicable not only to talents, but also to ordinary people. They are applicable not only to itpeople, but also to other fields.

The above is my personal summary. If the reader does not agree or supplement it, please reply in the comments and discuss it together.