Over 70% of tech workers plan to leave their job within the next year. Another study found that 97% of tech workers feel burnt out. What is the reason for this? And how can businesses keep their employees happy? CompTIA’s Advancing Tech Talent and Diversity Community offers some suggestions. High resignation rates are a recent phenomenon in the tech industry. Recent research shows that 72% tech workers may leave their job within the next year. Another study found that 97% of tech workers feel burnt out. What is the reason for this? And how can businesses keep their employees happy? Experts believe that an inclusive culture and environment are key to retaining talent. Exclusionary environments are the main reason for this retention problem.
This topic was the subject matter of a session at CompTIA’s Communities & Councils Forum, Chicago. Trisha Daho, founder of Empowered, Angel Pineiro (vice president of CompTIA’s strategic academic relationships), and Lindsay Raduka (vice president of talent and culture) shared eight tips for tech companies to retain their talent.
1. Make your culture stick
Workers feel that they are not being treated fairly and are looking for more inclusive workplaces. Industry experts recommend creating an intentional culture that supports diversity equity and inclusion (DEI), and that actively supports all workers as they are.
You need to have uncomfortable conversations within your organization in order to truly include marginalized groups. It is also important to evaluate your internal efforts and identify areas where you can do better. Here are some strategies that industry experts recommend.
2. Understanding the Difference Between Equity and Equality
Understanding the difference between equity or equality is one of the topics that comes up when discussing retention and DEI. Inclusion is about equalizing workplaces to make everyone feel valued and included. Daho states that equity is giving everyone equal resources, regardless of their appearance. Equity is giving everyone the resources they require to succeed. Trend Watch
3. Improve your work-life balance
We often hear about workers adapting their work schedules to better fit their family life and improve their personal relationships. Pineiro points out that, while flexible expectations are proving to be more popular, there is still stigma around those who choose to work on a variable schedule. Many feel they lack the commitment or dedication of their peers. Pineiro states that while people believe working from home is more inclusive, it can also lead to exclusion. Pineiro states that if you aren’t there because you work at home, your business team and employees may not be able to include you in certain aspects. Pineiro suggests that leaders set a clear example by not engaging in work tasks and messaging during vacation or outside of work hours.
4. Promote Allyship in Your Workplace
When there are systemic practices in place, retention can be difficult. This is because it means that everyone feels welcome. Allyship is one way of promoting inclusion. Allyship is the practice of engaging in active behaviors and practices that support and advocate for others at work. Daho suggests that leaders and others be more intentional about supporting others. She said that allyship is the intentional act of supporting others who are different from you. Raduka agreed, stating that allyship means taking action and that active support is the only way to achieve it.
5. Make reward systems equitable
Reward systems are a common way of motivating workers to succeed. They can also help to increase retention by showing appreciation for good work. These systems have historically been used to exclude certain groups. Experts recommend more equitable reward systems to encourage retention. Daho suggested that it is important to go beyond technical acumen. “Look at opportunities, visibility, pay and bonuses. Is there clarity about bonuses and are all employees given leadership opportunities? She points out that retention is possible if everyone feels they have equal opportunity to participate in the reward system.
6. Reverse mentoring and sponsorship can be used to support retention efforts
Sponsorship is the support of colleagues to help employees grow. However, it must be genuine and persistent.