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5 Ways To Lose Your Best IT Talent
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jastroff
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jastroff,
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12/13/2015 | 11:22:35 AM
Why People Leave, Why People Stay
Taking a 360 degree view, I suspect people leave or stay based on a variety of personal factors including salary, job choice, family needs, age, and mobility, just to mention a few.

At the mid-to top of the IT food chain, people often have many choices other than where they currently are working. And at times, there's little the employer can do to keep IT talent from leaving.
SaneIT
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SaneIT,
User Rank: Ninja
12/10/2015 | 8:28:47 AM
Re: Scheduled tedium, canceled fun.
That sounds like a very short sighted plan.  The lower performers will just work slower nearly crawling then take the full 10 minutes before getting on to the next task.  Your high performers will work until they need a break then feel rushed to get back to work rather than feel like they have the time to reset.  I have never tried to time myself between tasks but I know I spend most of the day switching from task to task and take breaks a regular times to fill up a cup, have lunch, etc.   I think slower workers have their place too, at some point you need someone who is OK spending hours poring over a really boring task.  Most of your high performers want to get those tiresome tasks over with and move on to something they enjoy working on.  
Technocrati
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Technocrati,
User Rank: Ninja
12/9/2015 | 8:07:19 PM
Re: Scheduled tedium, canceled fun.

This was great advice for keeping IT Talent.  I also agree with the notion that fun must be a part of the picture. 

Some people will be more productive when there is a balance of fun and work and some will of course take advantage of it, those who do should be managed very carefully and while I do not support letting people go in this economy, it may very well be needed for those who think the entire day is made for play.

jagibbons
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jagibbons,
User Rank: Ninja
12/9/2015 | 3:53:59 PM
Re: making all employees high performers
Agreed on several counts. Routine maintenance is important, but it shouldn't be the goal or, as the article states, the "focus." We do it because it's the right thing to do and in the best interest of all involved. If our shop becomes all about maintenance, the top performers, the MVPs are going to leave.

As to helping poor performers grow, don't bother. All people deserve a chance. If they have demonstrated on more than one occasion that they aren't going to take the chance offered, look for a way to move them out. The top performers who bring value to the company shouldn't have to put up with peers who are just riding coat tails.
TerryB
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TerryB,
User Rank: Ninja
12/9/2015 | 1:12:38 PM
Re: making all employees high performers
@Pedro, do you really think Mark Sanchez is suddenly going to turn into Aaron Rodgers and win the NFL's MVP award? Ever?

Just like you can't fix stupid, you can't teach talent. Some things are just God given.

I'm sure you are trying to make point that every employee should have opportunity to learn, especially if just coming in at entry levels. But that's not what article was talking about.
zerox203
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zerox203,
User Rank: Ninja
12/9/2015 | 12:37:41 PM
5 Ways To Lose Your Best IT Talent
Good advice in itself (look for the opposite of the status quo to satisfy good employees), but in some places a bit too broad for my tastes. Everyone hates bureacracy when it gets in their way (low-level employees would say management are the ones who love it!) Everyone thinks they're a good employee, and confirmation bias is bound to kick in when your expense isn't funded (the other guy's is dumb!) Like it or not, some time that routine maintenance does have to get done, and if the same innovation-lover from number two volunteers to do it with gumption when that time comes, that may prove he's all the more valuable.  In other words, many of these seem subjective or not mutually exclusive. Plus, Plenty of orgs may be mandated by compliance or security reasons to avoid these rules, and while there's culture advice to be taken to heart, they also have to judge their employees by unique standards.
PedroGonzales
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PedroGonzales,
User Rank: Ninja
12/9/2015 | 12:30:13 PM
making all employees high performers
I think this is difficult because companies since they must tailor to two types of employees, high and low performance.  It would be interesting to know whether low performance employees have the potential to become high performance. High performance can add value to the companies while low performance seem to work to just keep the wheel running.
Michelle
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Michelle,
User Rank: Ninja
12/9/2015 | 11:36:02 AM
Scheduled tedium, canceled fun.
This is great advice! I have worked in a place that decided the best way to cut costs was to track every second spent on everything. They thought all departments must be wasting a lot of time and resources so it made sense to management at the time. This tactic effectively cancelled all fun since there was to be no more than a 10 minute gap between tasks...
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