How to increase the retention of IT talent

Hiring the best people is just one of the functions of the area manager. Keep outstanding employees can be an even more difficult task

Employee turnover is a costly affair for employers. The time taken to search for, hire and train people is critical to the business and, of course, the company wants to protect your investment. So what can you do to increase retention in the company?

“The most important in attracting and retaining employees is the company’s culture,” says Matt Chasen, CEO of uShip, Texas (USA), which provides freight, household goods and vehicle transport services. “It all starts with the interview process, fundamental stage for candidates who come to our office,” he adds.

According to Chasen, once there, the goal is to get them to meet as many employees as possible so they can get the feel of how it is working on uShip and for the employer to see how candidates fit the company culture. “What we have done well is to create a great culture. This was the strategy that drew to be more effective in retaining and attracting talent. “The results are in low turnover rate uShip, who in July was 1.5%.

What is needed, then, to build a great culture and keep current employees and attract new ones? Here are eight steps you can put in place to prevent their employees leave the boat.

1 – clearly Express expectations – This may seem simple, but it is not. You probably at some point in his career, had a boss who wanted to be clearer when distributing tasks, responsibilities and projects. Today, IT staff are inundated with tasks and responsibilities. If you does not make clear their work, how you can evaluate your performance? Clear expectations make everyone’s life easier.

2 – Foster lines of communication open – On uShip, every week, Chasen says, teams are and all the topics of discussion are open. From youngest to oldest employee, everyone is encouraged to share their ideas with the group. Having an open door policy also contributes to the adoption of open communication. Professionals communicate more will have a positive effect on morale and are like a mirror to colleagues.

3 – Help your employees to grow – This item can be put in place in many ways, including internal training or reimbursement for external. “You lose the stars do not offer a way forward,” says Chasen. Show a clear direction for career advancement and do what you can to help your employees achieve goals.

4 – Value and promote the professional – When people observe as an employee earns more responsibility and credibility, and progresses rapidly, it contaminates the rest.

If an employee feels at a dead end and there is no room for advancement, he is more likely to look for a new job. Clarity on the path to evolution can offer peace of mind and help ward off the idea of finding another job.

“We have mentoring and education programs and when people see how someone grew rapidly in the career they also want that,” teaches Chasen.

5 – Offer awards – Provide cash prizes is a solid alternative to promote loyalty and ensure that employees meet or exceed expectations. But remember to reward employees at the top according to merit.

6 – Provide Benefits – uShip employs a full-time chef making lunch every day for the staff and breakfast on Fridays. “When they go out to lunch, are disconnected,” says Chasen. “Preparing lunch at home encourages practitioners to eat together,” he explains.

Chasen also says that the investment to have a full-time chef and other benefits is lower than find and bring someone new to the business at the speed that businesses demand. Small actions can help to keep your employees excited to go to work.

7 – Know your employees – Most of them achieves an interview when the employee is leaving. But this activity does not produce enough information or required to hold the other. The better question to ask is: why employees decide to stay?

“Interviews of this type require trust and this can be a more effective tool for businesses,” said Susan Torroella, president and CEO of Columbia Medcom, in a recent article in Forbes magazine. This is a great way to know what is needed to keep the happy house staff.

8 – Provide good benefits – Health benefits are vital in the remuneration of an employee. Generally include medical plans, dental and life insurance. Others allow employees to work remotely, have flexible hours and count on day care for their children. Providing good benefits can make them think twice before looking elsewhere for work.

Create a positive corporate culture

When we get out of the economic recession and more IT jobs become available, employers need to be in tune with the needs and desires of its employees. If they do not, they run the risk of suffering a massive brain drain.

In highly competitive times, offer more money is not always the answer. “You have to wave more than the wages to attract and retain people,” says Chasen. Create a positive culture and maintain a clear statement of the mission is a great start. The exercise to attract staff never ends and from time to time you need to ask, “What can I do to keep my professional satisfied?”.

Matéria completa: http://cio.com.br/

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