It’s challenging to find great information technology (IT) employees, but keeping them may be even harder, new research from Robert Half Technology suggests. Although most chief information officers (CIOs) recently surveyed (72 percent) rate their workers’ satisfaction levels fairly high, more than one-third (35 percent) of IT workers polled said they plan to look for another job in the next year, and another 35 percent are unsure about whether they’ll stay. Chief contributing factors to IT workers’ search for greener pastures are the need for new challenges and a lack of career advancement potential.
Click through for survey results on the disconnect between CIOs and IT pros regarding job satisfaction, as well as five tips for retaining top talent, as identified by Robert Half Technology.
CIOs were asked, “How satisfied do you think your firm’s IT workers are on a scale from 1 to 5, with 1 being the least satisfied and 5 being the most satisfied?” Their responses:
|5 (Most satisfied)||29%|
|1 (Least satisfied)||2%|
IT workers were asked, “Do you plan to look for a new job next year?” Their responses:
IT workers also were asked, “If you plan to look for a job next year, what are your primary motivations for leaving your current firm?” Their top three responses*:
|Need a new challenge||48%|
|Lack of advancement potential||47%|
|Not adequately paid||38%|
|*Top three responses shown. Multiple responses allowed.|
“Skilled IT professionals in hot areas, such as mobile app development and IT networking, have many job opportunities in the current market,” said John Reed, senior executive director of Robert Half Technology. “CIOs will be more likely to keep their top performers if they make retention a priority and recognize that technology workers value opportunities to build their skills and move up in an organization.”
Robert Half Technology offers employers these five tips to retain their best and brightest.
Salary isn’t the only key to job satisfaction, but underpaying technology professionals will prompt them to seek other career opportunities.
Top performers want to advance. Even when you can’t give a promotion, offer new areas of responsibility — the best IT pros want to continually build their skill sets.
Reimburse staff for relevant online classes, educational conferences and courses offered by professional associations or local colleges. If employees seek IT certifications, consider reimbursing them for the costs to obtain and maintain their credentials. If your firm doesn’t have the budget to pay for classes, consider starting a mentoring program.
Ask technology professionals what perks they want — from health plans to flexible work hours to paid time off — and do your best to deliver them.
Promoting realistic workloads, bringing in project professionals when fulltime employees are at capacity, and tackling morale issues immediately can help prevent employees from feeling overburdened and stressed.