How To Retain Top IT Talent - InformationWeek

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How To Retain Top IT Talent
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User Rank: Ninja
9/6/2016 | 11:09:12 AM
We could always...
...legalize non-compete agreements for technical (maybe even all) employees.  Perhaps even something like the old reserve clause that used to be standard for professional athletes could be arranged.  That way techies who are unwilling to accept what they're given can look for another career, instead of just another job.
User Rank: Ninja
9/5/2016 | 9:47:15 AM
Flexibility is not the only issue
I have the luxury of rather flexible work hours including the option to work from home on short notice. Pay matches the market rate of the region, work is interesting, and I do like my coworkers. But that is where the good news ends. I am asked to do more work for same pay with always tighter deadlines and drastically reduced backing by management. I get zero direction and if there is any then it will be changed by the time next week comes along. When I work I am stressed out to the max. I just got back from three weeks vacation (all the time I get in a year, by far not enough!) and it took about three days until my stress level was so high again that I have problems sleeping at night, have to work nights and weekends, and again have to abandon projects that are 2/3rd done because now a totally different thing that was considered unimportant last week now has to be completed within two days.

I don't mind working long hours once in a while if there is a plan, if management has my back, if we can follow commonly agreed procedures, and if there is a reward of any kind in the end. I give everything I can and once annual review comes along it is likely not enough. The only advice I get is to "collaborate more" and "be more agile", empty words that mean nothing to anyone, but sound great to managers. Yet, the same crap will continue where we estimate 18 months for a massive project to get completed and then management promises the customer to have it all done in three months.

The grass is not always greener on the other side, but I am looking for different opportunities. If my employer wants to keep talent like mine then have a plan and start being reasonable. If I can have that I will gladly give up the COLA. Raises? Those do not exist anymore.
User Rank: Strategist
9/1/2016 | 11:20:41 AM
Still laughing
Given the growing increase in the percentage of IT managers that are sociopaths and sadists it is unlikely that any compensation package will induce anyone, let alone G-Zs, to stay put or come on-board.  As for retaining current staff, that is the last thing that uppper management, not only IT management is interested in doing.  The goal is to get rid of as many experienced, read high-paid, staff as possible and replace them with lower paid, lower experienced people.  The long term success of the enterprise is of no concern any more.
Susan Fourtané
Susan Fourtané,
User Rank: Author
8/31/2016 | 10:30:52 AM
Flexibility and knowing what you have
Focusing on what they need ignoring what they have is a pretty common mistake companies make. Some companies pay a high price for this when realizing what they needed was actually right there, but sadly now that person has moved to another company to do exactly what they were looking for. Flexibility in both remote working, and flexible hours for those who require office presence is a great point to consider when thinking of retaining top IT talent. Remote work is a growing tendency that will take over in just a few years' time. -Susan

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