A major challenge for businesses today is human resource management. In other words, actually acquiring and retaining employees with the technical skills and ability needed to transform an organization and prepare it for a digital future isn’t happening. This is particularly challenging for small to medium sized businesses at a time when unemployment is the lowest in decades.
CIOs in the greater Cincinnati area say the unemployment rate for technical skills is actually negative. McKinsey says, The first imperative in winning the war for technical talent is developing and retaining the team you have.” Beyond the traditional levers for human resource management, (competitive compensation, bonuses, coaching etc.) there are a range of other approaches to consider. Here are five that might be right for your business.
- Rotate high performers. This builds depth in your IT team and provides staff the opportunity to learn new skills, enhance resumes and add value to their career and your business.
- Train outside technology. Train technology staff on other aspects of your business. Invest in their knowledge and understanding of your customers, products, strategies, market position and operations.
- Provide exposure to the company’s most senior leaders. An irreplaceable motivator for the right, high performing technology staff.
- Support and foster technology passions. Encourage experimentation and innovation, make time for prototypes and proof-of-concept projects.
- Facilitate outside exposure. Encourage participation in industry and functional groups (standard setting boards, user groups) let your staff feel connection to the larger technology community.
IT Ally™ can help you develop an active plan for technology talent retention.
