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Five Keys to Retaining Tech Staff

Does your employer do a good job of securing and rewarding your loyalty? You might want to compare your workplace to the benchmarks discussed here to see how your current situation measures up.

Five keys on distressed wood backdropUber-training company Pluralsight offers some pretty great monthly subscription deals on online training. Their website also offers a variety of blog posts, webinars, guides, and so forth to the public free of charge at The Hub, where all this periodic or topical content appears on a regular basis.

 

That’s where I found a link to a recent guide titled “5 Proven Ways to Motivate and Retain Your Technology Team.” Dated Febr. 14, 2017, the material is timely and topical. While it may sound like something your manager would (or at least should) read, you might find it interesting, too.

 

Among other things, it provides a handy yardstick for measuring one's current employer’s adherence to the principals it espouses. It might even help you decide whether or not to jump ship, as you determine how well you current situation sizes up against an ideal set of circumstances.

 

[Warning! Site registration is required to download the aforelinked Guide: If you follow that link, then you’ll have to cough up contact info to view the Guide in PDF form.]

 

I’ll summarize the 5 keys here, but if you want of all the nuances and details you can find in this 12-page document, then you’ll need to consult the original source:

 

Work Environment — How an employer deals with demands for after-hours effort says a lot about a company. Organizations that routinely require long weeks (the Guide mentions “70-80 hour weeks being fairly common” in some situations) are overburdening their staff, and should make plans to add more people and distribute a fairer and more equitable workload.

 

Above and beyond keeping employee workloads manageable (both for employees and for the company), the Guide also mentions the value of opening up workspace and/or providing individual or small shared offices for IT workers. It also poses a series of interesting questions about how the workplace is run, with an emphasis on emotional and psychological factors such as trust and empowerment. To wit:

 

● Does your staff feel free to express themselves?
● Do they trust their fellow employees?
● Do you run your department with an iron fist?
● Are you tolerant of bullying, hazing or hatred?
● Does your staff feel they can come to you with issues?
● Do they have autonomy and ownership over their work?