Lilit Davtyan is the CEO of Phonexa, the one stop marketing solution for calls, contacts, clicks and emails. for emails, SMS, accounting, etc.
Despite the growth of tech giants and startups around the world, the tech industry is facing a talent crunch due to a lack of skilled workers who want to enter or stay in the industry.
Recent research predicts that the global tech talent shortage will only increase over the next decade, and companies will be scrambling not only to change their hiring practices, but also to improve internal talent retention.
As the CEO of a marketing automation solutions company, my responsibilities include implementing hiring practices to build a strong team of technology professionals. In my experience, retaining internal talent is about engagement, connecting with team members on a personal level, and adapting to changes caused by employee turnover.
Retaining top talent is an integral part of building a strong talent pipeline. Here are three effective strategies for tech companies looking to increase talent retention.
As hybrid work models and fully remote work models become more common, communicating with employees has become more complex. Insufficient or insufficient inter-company networking activities can leave employees feeling disconnected from their colleagues outside the office and therefore disconnected from the corporate culture.
With hybrid and remote work models in mind, employers must find ways to involve all employees in team communication, either by actively involving them in team projects or organizing team events. Department heads can preserve corporate culture by fostering an environment based on open exchange, teamwork, and collaboration.
Open engagement with all employees is achieved through weekly face-to-face, in-person or virtual discussions for remote workers, focusing on new company initiatives, departmental projects and goals, progress people and the professional development roadmap. Teamwork and collaboration can be achieved by encouraging interaction between team members through video calls, virtual team exercises or inviting telecommuters to the office for corporate social events.
Build personal relationships with each team member.
It is important to understand your employees well in order to recognize their commitment to the company. This is important because when an employee loses knowledge of the company's culture it becomes almost impossible to maintain it.
For example, by the time an employee is ready to be fired or hired, there is often evidence of a team member's lack of commitment to the company. These warning signs can be detected early or even avoided by interviewing and interacting with employees on a personal level. Also, if one employee feels disconnected, other employees may feel the same way and have a negative view of the company.
Communicating with individual team members is key to understanding what employees value and how invested they are in your business. It will also prevent the spread of negative attitudes in your organization.
Focus on the areas most affected by traffic.
For technology companies, employee training is an area of business directly impacted by employee turnover. This is especially difficult for new managers who want to establish processes that work as they adapt to their new role.
In the event of turnover, training procedures will need to be updated for each new employee joining the company. This shifts the focus from training to rapid onboarding of new employees. A technology company, for example, needs new employees to familiarize themselves with the company's products and services so that they can deal with customers as quickly as possible. This takes a lot of managers' time to focus on talent retention and customer acquisition, among other critical business initiatives.
Final Thoughts
Retaining talent is more feasible than business leaders think, but it requires building personal relationships with all employees and keeping them committed to your company's vision. Increase your retention rates by implementing strategies that empower employees and motivate them to stay with the company.
The Forbes Business Council is the premier growth and networking organization for business owners and leaders. Am I eligible?
