master the art of retaining and upskilling your IT workforce.

As an IT leader, you may be tired of reading that technology constantly evolves and that you must do X and Y to keep up. Technology you can handle. The constantly evolving needs, desires and ambitions of the humans on your team present the bigger challenges — and the bigger opportunities. Here are some practical tips on how to motivate, engage and retain IT talent.

understand their needs and preferences

Tech employees are often driven by intrinsic factors such as autonomy, mastery and purpose. They want to have a clear vision of the goals and expectations of their projects, as well as the freedom and flexibility to choose how to achieve them. To better grasp your team members’ priorities, shift from periodic performance reviews to continuous ones. Real-time feedback allows for timely adjustments and improvements, and a two-way conversation enables employees to share their thoughts, concerns and ideas when they matter most.

foster a culture of continuous learning

Research by LinkedIn and others suggests that companies prioritizing employee development have better retention rates than those that don’t. Here are some ways to demonstrate your commitment to your workforce’s professional growth and success:

• Establish explicit learning and development goals for each employee, aligning with their career aspirations and the organization's strategic objectives.
• Tailor your upskilling plans to each team member's unique styles, interests and needs. Some people like the cut-and-thrust of a lively seminar or lunch-and-learn, while others prefer the learn-at-your-own-speed approach of an online platform like Udemy.
• Develop training programs led by subject matter experts within your organization. Doing this not only leverages in-house knowledge and expertise but also boosts loyalty and motivation among trainees — who doesn't want to work for a company with inspirational talent at every level?
• Encourage collaboration and knowledge-sharing through group projects, hackathons or innovation labs, providing opportunities for employees to learn from each other and strengthen relationships within the team.
• Allocate dedicated time for learning, allowing employees to set aside a few hours per week or month to focus on their professional development without affecting their regular work responsibilities.
• Establish a system for tracking and measuring the value of learning initiatives, helping you identify the most effective programs and strategies to improve employee skills and performance.

provide mentorship and coaching

Professional growth is often accelerated through mentorship and coaching. Pairing experienced team members with newer hires can help both parties learn new skills and build enduring working relationships. Encourage your seasoned professionals to take on mentoring roles and provide training to help them become influential mentors.

recognize and reward achievements

Competitive compensation is essential for retaining top talent, but tech professionals don’t just follow the money. They also gravitate toward leaders who acknowledge and reward accomplishments regularly. For example, you can:

• Offer incentives for achieving milestones, such as resolving a critical issue or implementing a successful system upgrade.
• Organize coding competitions, with prizes for the winners, to promote a sense of achievement and healthy rivalry within your team.
• Recognize employees who obtain new certifications, complete advanced training or master new technologies, showcasing your support for their professional growth.
• Boast about major wins in newsletters or companywide announcements, highlighting the tech team's contributions to the organization's overall success.
• Establish an innovator/hacker/problem-solver of the month or similar award, where team members can nominate their peers for prizes and recognition.

map out paths for career advancement

If your talent feels like their careers have stalled, it won't be long before they're polishing their LinkedIn profiles and taking calls from recruiters. As part of your continuous performance reviews, establish a transparent career progression plan for each team member, outlining potential growth paths and the skills required for each role. Offer internal job postings and encourage team members to apply for higher-level positions. Finally, provide opportunities for cross-functional projects and job rotations, allowing employees to gain exposure to different areas within the organization and develop new skills.