Five Measures to Prevent it technicians from being dug

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Five Measures to Prevent it technicians from being dug

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Keywords: recruitment, corporate culture | Author: Pam Baker |Add this information to favorites

The flow of people in IT enterprises, especially the great mobility of IT technicians, is a headache for upper-level leaders. How to retain core IT technicians is a question that the leaders of every IT company have been exploring. The famous writer Pam Baker published the article "5 ways to make your IT staff unpoachable", which specifically states the five major measures that can be taken to retain it core technical staff. This article has been compiled. The full text is as follows:

After the global economic recession witnessed millions of jobs in IT departments, the focus of competition is on hiring a large number of senior talents. The difficulty is: there are not many geniuses around, and the threat of daily flow of key employees to "Hunters" is intensifying.

"In the battle for talent in Silicon Valley, many leaders believe that it is impossible to compete with Google and Facebook. They treat important team members who have been lost to these giant companies as a kind of advice ." Lee-Anne Farley, Chairman of talent acquisition, the largest private HR outsourcing company in the United States, said.

"However, Silicon Valley applicants are looking for more salaries and titles ." She said. The key to retaining existing employees while attracting more talents is to know what they really want and what motivation they leave.

Improvement and Punishment Mechanism

"Colleagues who have experience upgrading or punishing will leave the company ." Sean Ebner, regional vice president of technisource, an IT and engineering service provider, said, "You want to ignore punishment and you are eager to stop improvement ."

Sean Ebner also said "punishment" may be a vague career development path: poor working environment, challenging or inappropriate leadership, vague company prospects, lack of new skills and experience in the company, poor work/life balance.

"Upgrade" indicates a better working environment: more attractive enterprises, clearer career paths, better salary, better work/life balance, and more contact with new technologies and methods.

To successfully resist the loss of talent caused by the "improvement and punishment mechanism", we need to redefine the status of IT employees in the company.

"You should treat it employees as a real cooperator, instead of simply focusing on the employment relationship ." CTO Daniel E. abney said that changing the company culture will make it employees no longer take responsibility for all accidents, and an outsider who is randomly recruited once something needs to be done.

"Many times, an enterprise's it army is often treated as a separate group in a company ." Abney said, "The result is that if you think of them as a person to be paid, they will do things of the person to be paid-they have been looking for better compensation elsewhere ."

When salaries play a key role in recruitment and stability strategies, some companies tend to see deviations in rate calculation. "When measuring the reward a talented employee deserves, you should first think about how much you are willing to pay if you dig a talent of this type from your competitors ." Ebner. Will you pay the recruitment fee or the signing bonus? When measuring the annual salary growth of an employee, you can think about this problem. "If you pay your employees a satisfactory salary and other companies attract them to join by reducing the extra income they want to earn through job-hopping, your employees will not be moved.

Candy vs. Saccharin

However, salary is not the only factor to be measured when a talented it employee makes a career decision, or even the most important factor. You cannot ignore the salary level. Obviously, you 'd better offer it properly. But you can find more creative ways to successfully beat companies that are trying to provide higher reward. Just don't expect it to be easy.

"Now, unlike the surging 21st century, everyone seems to understand that salaries and football tables will never be the highest and best in the world ." Said Dr Jim Anderson, senior IT management consultant at Blue Elephant consulting.

Obviously, other things also control the decision to move or stay. "The challenge that many IT managers are facing is that they have been away from this technology industry for a long time. They do not know what is the most important thing for IT technicians who are engaged in it work in modern times ." He said, "It developers are not good at expressing the conditions they need to stay, so it developers have no help in understanding this ."

However, the responsibility of an enterprise should be to create additional conditions for employment to attract radical employees. The recession of the economy has already told your IT candidate adopter that work security is always just a myth. materialism is an unsatisfactory pursuit of life, and there is a real life outside of work. In other words, employment provides real "sugar" and solves the needs of changing life to "sweet". This is a real material existence, and there is no sugar-like bitter taste in yesterday's income. For example, you get a lot of salary, but you don't have time to spend it.

Surprisingly, sugar-like transactions are not too expensive to implement. "Give them some toys ." Marianne Carlson suggested that he is the founder and Chief Consultant of emcie media, a website design and network marketing company. "From your total salary budget, I took a large part of it to purchase small mechanical appliances, games, and other geeks. Keep the IT team happy because they have their favorite toys. They will rely on you to provide them with these toys ." To allow existing employees or new employees to work for you, it is the only thing you need to survive and is associated with your company. (If your competitors offer the same incentives, do genius still want to work for you ?) To help you start this creative job, we have listed five strategies:

Let them invest in the company.Clarify the benefits you can gain when you work in your company. Create an attractive employer brand that provides challenging jobs, opportunities, and clear compensation, not just money.

In other words, give them some shares when the company is successful. "For example, we often see some customer cases where they have done a good job in employee retention and have a very proud atmosphere in these companies ." Farley said, "Authorization and ownership are the key, so we should encourage this culture where employees can own real shares of the company and gradually feel that they are creating their own future, at the same time, I realized that they are excellent in their field of work."

Provide a life, not just a job.Work/life balance is becoming more and more important in the work environment. "More verbal consent can be given to work elites when they join," Ebner suggested. "This allows colleagues to work remotely on a regular basis using the tools provided by the company, it is a great way to help him achieve a balance between work and life. At the same time, they will realize how much the company attaches to them and their needs."

Flexible work schedules are a good way to stimulate. Allow consumers to deal with their life details and interests. Give them time to breathe and entertain. Their productivity will also be greatly improved. Remember, the economic recession has led to many geniuses working on several people at the same time, who have been overworked and have low incomes over the years. Give them a rest time and allow them to live again. They will be the least likely to change their jobs.

Provide learning opportunities.In today's environment, almost everyone realizes that they need to manage their careers. "Make sure that you can provide talented it colleagues with the opportunity to learn new technologies and methods ." Ebner. "In the IT industry, it is very important to stand before the latest technology to survive and improve. If an enterprise cannot provide this opportunity, advanced technical talents will leave to look for this opportunity"

Let them do it."Let them do this. The top complaint I get from the IT industry front line is that they are never satisfied with every task they have done ." Anderson said. The project is either canceled halfway, or the "course" is removed when it is about to end. IT staff need to be able to feel what they have done.

Let them create.Nowadays, many enterprises are trying to innovate, but they are curbing employee innovation, which is ridiculous. Allow them to do everything in the prescribed way. Everything should be done in the interests of the company.

"Many IT employees with very good technology are very creative, and they hate to curb innovation ." Chris Sargent, founder and senior search consultant at France's Sargent & trayler, said, "Sometimes, this means they can do their own thing out of their normal employment. It is absolutely allowed and encouraged as long as it does not involve direct competition or infringement of company power ."

You should also consider providing budget for top IT talents for their own work. "Top tech talents hate to rush to migrate some old modules from previous projects to complete a project ." "That's why we allow them to make full plans and come up with something that really satisfies them and is proud of what they do," Sargent explained ." Allow these geniuses to contribute to other activities. "For example, employees are allowed to select and contribute to an open-source project ." Anderson said. In addition to doing a lot of work, employees will feel good about themselves. If the company actually uses these applications, both the staff and the staff will benefit from them. "The time spent on open-source projects comes from work hours. Don't tell them to use off-duty hours or weekends to do these things. The company has to do some superficial work in the project ." He added. One thing to remember is that you are trying to attract and retain people, not robots or hard work. Provide them with a good life, proud work, and creative way, so that you can not only retain talented employees, the company may also gain benefits beyond your imagination.

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"Provide a life, not just a job. Provide learning opportunities. Let them do it. Let them create.", Really! People who engage in it tend to like to engage in things that they think are very intelligent. Money may be just an additional product. Maybe you haven't figured out why you are engaged in this industry for the whole day! It is good for a company to provide these four items. As for the first one that can be provided in China, it is either a small entrepreneurial company or a super large company. But do you want to consider your value first?