Blog
How are businesses, whose very existence depends on having a secure, efficiently run enterprise, to safeguard their business and technology interests? Short answer: better talent retention.Oct 31, 2023
Business Continuity
| If you’ve been pursuing any cybersecurity, Internet of Things (IoT) or cloud-migration initiatives, the ongoing IT skills shortage has hit uncomfortably close to home. Currently, there are far more IT openings than qualified people to fill them, so competition for available talent is more fierce than it’s ever been. So how are businesses, whose very existence depends on having a secure, efficiently run enterprise, to safeguard their business and technology interests? Short answer: better talent retention If You Can’t Outspend, Outsmart Rewarding effective IT staff can dial up productivity and dial back grumbling and dissatisfaction, says training company ITProTV, which touts as foundational the work of psychologist Frederick Herzberg. Herzberg is known for his study of workplace motivational and demotivational factors, and for developing his motivator-hygiene theory. Stated simply, Herzberg believed that motivators–enjoying one’s work, feeling recognized, and believing one’s career is moving forward–lead to satisfaction and inspire people to work harder, while hygiene factors–work relationships, company policies, benefits, and salary–stymie motivation and stir dissatisfaction. Freshen Up Your Reward System Now If you currently employ talented IT people (we sincerely hope that you do), recruiters or other firms may be regularly wooing them. Rather than wait for the sad good-bye letter, why not refresh your retention strategy now, with these Herzberg-inspired ideas? Motivator Factors Professional development. Mastering their craft is a powerful internal motivator. “IT employees greatly appreciate learning and development opportunities because they advance their careers and make then even more valuable,” says ITProTV. So to help keep valued staff engaged, you can:
Relationships, policies and perks. Like it or not, in-demand workers seem to have their pick of employers. So their likes, dislikes and expectations are a key consideration in your retention strategy. Aside from providing a fair-market salary and benefits package, other keys include creating a work environment in which they can thrive, both personally and pro
Of course, we’re not suggesting you reward for rewarding’s sake. Every employee, including the IT staff, owes you an honest day’s work for the wages you pay. We just know from experience that the IT skills shortage is real, and that smaller companies need every advantage to remain competitive. Creatively rewarding performance is just one more way to do it. If you’re in-between IT hires or need technical expertise you currently lack, contact us today. |
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