According to a 2018 LinkedIn survey, the tech industry has the highest talent turnover rate. In today’s still-competitive economy, it can be tempting for highly talented employees to seek other opportunities.
The members of Forbes Technology Council are highly attuned to both the hiring trends in the industry and how to retain top talent. Below, a group of them share 15 signs a great employee is thinking about moving on—and how you might try to encourage that employee to stay.
1. Major Life Changes
If an employee is going through major life changes—for instance, their partner had a baby, they’re dealing with a health condition, etc.—those circumstances might make them want to search for a better-paying job or stop working altogether. To help the employee deal with these difficult life changes and keep them from moving on, consider offering the opportunity to work remotely. - Thomas Griffin, OptinMonster
2. Boredom
When employees are no longer challenged, it is important to provide opportunities to try new things, whether that’s using new tools and technologies or leveraging existing technologies in new and exciting ways to take on new challenges. Bored engineers won’t stay in one place very long. - Will LaSala, OneSpan
3. Missed Deadlines
If your star player starts missing deadlines regularly, does not contribute to tech discussions anymore and is absent more often, they may soon start looking for another job. It’s time to talk. Tell them they’re valued and their work is important. Ask them how they’re finding the projects. If projects aren’t challenging enough for them, involve them in the project selection process. - Vikram Joshi, pulsd
4. Changing Behavioral Patterns
When the behavior of an individual changes, there is something wrong. Humans are prone to show signs when they’re not in the right mindset. That’s when the leader needs to step in and analyze the reasons for that changed behavior. Keeping in constant touch with your team members is very important if you’re going to know what’s going on in their minds. Leadership folks have to wear the hat of a physiologist. - Bhavna Juneja, Infinity, a Stamford Technology Company
5. Burnout
Top employees often get burned out, especially in the fast-moving and demanding tech world. It’s essential for managers and executives to keep an open eye to spot burnouts. Top performers—who often push themselves—eventually burn out and leave suddenly, without much notice, often citing completely different reasons. Be cognizant, keep an open communication channel and be approachable. - Brian Sathianathan, Iterate.ai
6. A Lack Of Personal Development Opportunities
In my opinion, one of the most effective ways to prevent turnover is to offer personal development opportunities. Talented people are often over-achieving and expect to improve professionally. Extra courses and growth projects will set the basis for a long-term relationship. Done right, it is a win-win situation. - Nacho De Marco, BairesDev
7. Disengagement
When your most talented teammates grow disengaged, work produced, followed by positive team collaboration, are the first to suffer. Prevention starts with getting to know your employees the moment they’re hired. Learn about their aspirations. When they know you are as invested in them as they are in you, trust and loyalty are formed. - Mahe Bayireddi, Phenom People
8. Decreased Self-Motivation
When team members show a lack of self-motivation or drive, it is a strong indication that they are ready to go. Reducing turnover starts with building an intrinsically motivated team with a focus on autonomy, mastery and purpose. Autonomy provides the control your team wants, mastery promotes the desire to improve and purpose fulfills the need for a sense of one’s contribution to a greater good. - Christopher Yang, Corporate Travel Management
9. Disconnection From Their Job
Look for disconnection from the job. Have a discussion on whether the job as it is today—or how it can be adapted in the future—is still the right fit. People want to have an impact at work. Make sure that you are allowing that. As part of an ongoing conversation, gauge their goals and find out whether they’re still a fit. If not, choose to help them move on peacefully. Communication is key here. - Shawn Estes, Global Agora, LLC
10. They’re Not Making Meaningful Contributions
Typically, a sign—and a primary reason—a highly talented individual is ready to move on is they’re bored or not being challenged to contribute to the team in a way they feel is meaningful. To prevent this, leaders need to be intentional about the culture they create and treat every individual as a true stakeholder with a voice in the company. People and purpose must come before profits. - Thiru Thangarathinam, MST Solutions
11. A Stymied Education
You should be hiring talented people who are consistently and constantly developing skills. Highly talented members do these things, so if they begin to ask fewer questions or show a decline in progression, it’s a worrying sign. Ensure your company has a comprehensive education and skills-advancement scheme. That way, even if a dull project is unavoidable, talented minds do not get bored and wander. - Artem Petrov, Reinvently
12. Stagnation
There’s a maxim in the business world: “If you’re not moving forward, you’re falling behind.” In today’s fast-paced economy, I’ve found that most tech professionals treat this statement as gospel. Companies that offer their team members a clear path for long-term professional advancement and appreciation will find that their employees are happier and more productive and stick around longer. - Andy Marsh, Plug Power
13. Your Technology Is Outdated
When a company does not introduce the latest technology internally, the fear of being stagnant sets in. With such a fast-moving world in the technical space, good technical talent wants to be working on technology that is the latest and will be in demand for at least the next half of the decade. Leadership should find ways to keep the talent engaged in technologies that help make the talent stay relevant. - Komal Goyal, 6e Technologies
14. Fading Passion
One of the ways we notice a person is thinking of moving on is when the passion leaves that person. You want to build your team around passion and meaning. This way you know everyone is having fun building and producing. This will give you a heads-up on any situation. You’ll know when there is an issue or there is a plan to move on. You must reconnect the passion to try and prevent this. - WaiJe Coler, InfoTracer
15. A Loss Of Interest In Future Projects
If an employee seems uninterested in their team’s plans and future projects, it may mean that they plan to quit. Quite often, talented tech employees quit to start their own projects. In this case, management should discuss his or her idea and consider investing in it. Thus, the company gets a chance to build a new product or service and keep brilliant minds in-house. - Ilia Sotnikov, Netwrix
2019-11-19 13:15:12Z
https://www.forbes.com/sites/forbestechcouncil/2019/11/19/15-signs-your-top-tech-talent-might-be-looking-elsewhere/
CBMic2h0dHBzOi8vd3d3LmZvcmJlcy5jb20vc2l0ZXMvZm9yYmVzdGVjaGNvdW5jaWwvMjAxOS8xMS8xOS8xNS1zaWducy15b3VyLXRvcC10ZWNoLXRhbGVudC1taWdodC1iZS1sb29raW5nLWVsc2V3aGVyZS_SAXdodHRwczovL3d3dy5mb3JiZXMuY29tL3NpdGVzL2ZvcmJlc3RlY2hjb3VuY2lsLzIwMTkvMTEvMTkvMTUtc2lnbnMteW91ci10b3AtdGVjaC10YWxlbnQtbWlnaHQtYmUtbG9va2luZy1lbHNld2hlcmUvYW1wLw
Bagikan Berita Ini
0 Response to "15 Signs Your Top Tech Talent Might Be Looking Elsewhere - Forbes"
Post a Comment