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How to retain your tech talent in ​​2023

Recruitment | 6 Min Read

How to retain your tech talent in ​​2023

As the world continues to grapple with the impact of the ongoing economic recession, it’s essential for companies to find ways to retain their top tech talent. Skilled technicians and developers can easily be lured by other companies with higher salaries or attractive perks.

Retaining tech talent during a potential recession can become daunting, but it is crucial for the success and resilience of any organization. With the right strategies and approaches, you can hold onto your top performers and attract new talent to your team.

However, retaining tech employees isn’t only about offering higher pay or better benefits. It’s about creating a positive and supportive work environment that encourages growth and development and recognizes and rewards your employees’ contributions.

This blog will explore strategies for retaining your tech talent in the coming year, including offering competitive compensation and benefits packages, fostering a positive company culture, and investing in professional development and training.


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Factors that contribute to employee retention

Employee retention is an organization’s ability to retain its employees over a long period of time. It measures workforce stability and organizational ability to attract and retain top talent.

Several factors contribute to employee retention, including:



Job satisfaction:

Employees are more likely to stay with an organization if they are satisfied with their job duties, work environment, and organizational culture.

Opportunities for growth and development:

Employees who feel they have opportunities for career advancement within the organization are more likely to stay.

Competitive compensation and benefits:

Offering competitive salaries, bonuses, and benefits packages help attract and retain top talent.

Strong management and leadership:

Employees who are supported and guided by their managers and leaders are more likely to stay with the organization.

Good work-life balance:

Employees who can maintain work and personal lives in balance are more likely to stay with an organization.

Retaining tech talent is necessary for every organization, as it can lead to increased productivity, lower hiring and training costs, and improved organizational performance. Some strategies that organizations can use to improve employee retention include implementing employee engagement programs, offering professional development opportunities, and conducting regular performance evaluations to identify improvement areas and address employee concerns.


Why does top tech talent leave?

Tech talent, including software developers, data scientists, and other professionals, are highly sought after due to increasing demand for their skills and expertise. However, retaining this tech talent is challenging, as these professionals have numerous job opportunities and better offers.

There are several reasons why tech talent may leave an organization, including:

  • Lack of career growth opportunities: Tech professionals want to learn and grow in their careers constantly, and if they don’t have the opportunity to do it within their current organization, they may look for opportunities elsewhere.
  • Poor work culture: A negative work culture may be a significant deterrent for tech talent, as these professionals highly value a positive and collaborative work environment.
  • Insufficient compensation: IT professionals often have high earning potential and may be willing to leave their current organization if they are not fairly compensated for their skills and expertise.
  • Limited work-life balance: Tech employees, like many other employees, prioritize work-life balance and may leave an organization if their personal life is compromised.

Organizations need to create a positive work culture, provide career growth and development opportunities, offer competitive compensation packages, and prioritize work-life balance to retain tech talent. By addressing these key issues, organizations can improve the chances of retaining their top tech talent.


How does this affect your company?

There are several ways in which employee retention can affect a company. One of the most significant effects is on the company’s productivity. Employees are productive and motivated when they are happy and satisfied with their job.

However, when employees are unhappy and dissatisfied with their job, they are less productive and disengaged from their work. This leads to a decrease in the company’s productivity.

Another way employee retention affects a company is through costs. Hiring and training new employees is a time-consuming and costly process. It takes several weeks or months to find and train a new employee who is fully productive. When a company has high employee retention rates, it saves money by eliminating the constant hiring and training of new employees.

In addition to the financial impact, employee retention also affects a company’s reputation. When a company has high employee retention rates, it is seen as a desirable place to work, attracting top talent and helping to build a positive reputation in the industry. When a company has low employee retention rates, it is seen as a difficult or unpleasant place to work, making it more challenging to attract and retain top tech talent.


Five employee retention strategies for tech companies

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1. Offer competitive salaries and benefits


One of the most effective ways to retain employees in the tech industry is to offer competitive salaries and benefits. This includes offering salaries that are aligned with industry standards and a range of benefits that meet employees’ needs. Some examples of benefits that tech companies provide are retirement plans, health insurance, flexible work arrangements, and remote work options. Providing these benefits can help reduce employee turnover and ensure the company has a stable and skilled workforce.

Additionally, offering a range of benefits can show employees that the company values their well-being and is willing to invest in their long-term professional development.


2. Foster a positive company culture


Another important strategy for retaining tech industry employees is fostering a positive company culture. This includes creating a supportive and collaborative work environment, providing opportunities for growth and development, and promoting work-life balance.

Having a positive company culture is necessary for the tech industry because employees work long hours and are under pressure to meet strict deadlines. Tech companies can reduce burnout among employees and make their organizations enjoyable by creating a supportive and collaborative work environment.

Providing opportunities for growth and development also helps keep employees engaged and motivated.

Promoting work-life balance is another essential aspect of fostering positive company culture, as this can help employees feel fulfilled and satisfied personally and professionally.


3. Encourage open communication


Encouraging open and honest communication within the company is an effective strategy for retaining employees. This includes having regular check-ins with employees, providing opportunities for feedback and input, and being transparent about company goals and plans.

Open communication helps build trust and foster a sense of belonging among employees, making them feel more invested in the company’s success. It also helps ensure that employees feel heard and valued, which is essential in an industry where employees are under pressure to perform.

By providing feedback opportunities, tech companies also show that they are open to new ideas and willing to listen to employees’ perspectives.


4. Offer ongoing training and development


Providing ongoing training and development opportunities is another effective strategy for retaining tech employees. This includes offering access to online learning resources, providing in-house training programs, or allowing employees to attend conferences or workshops.

Ongoing training and development help keep employees engaged and motivated as they see the company investing in their long-term career development. It also helps ensure that employees have the skills and knowledge they need to be successful in their roles.

For example, Mercer | Mettl offers a suite of assessments to evaluate the skills gap in your workforce. Using Skills Gap Analysis, Learning Agility & Proximity, and Training Effectiveness can help you understand the reskilling requirements of your workforce according to their development needs.

Further, Xathon, online hackathons by Mercer | Mettl, help employees innovate and engage with other tech team members. This product helps employees connect with the tech community and find innovative solutions.


5. Recognize and reward employee contributions


Recognizing and rewarding employee contributions is another important strategy for retaining employees in the tech industry. This includes offering bonuses or incentives, identifying employees through company-wide emails or meetings, or providing opportunities for advancement or leadership roles.

Recognizing and rewarding employee contributions helps show appreciation and encourages employees to continue giving their best. It also helps create a sense of accomplishment and satisfaction among employees.



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Retaining tech talent in the coming year will be a priority for many companies, especially given the uncertain economic changes. Strategies like offering competitive salaries and benefits, fostering a positive company culture, encouraging open communication, providing ongoing training and development, and recognizing and rewarding employee contributions can help create a positive and supportive work environment that keeps employees engaged and motivated.



What is one tactic you use to retain the best technical talent?

Is there a shortage of tech talent?

Why do employees quit tech?

Originally published January 23 2023, Updated January 23 2023

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About This Topic

The primary objectives of recruitment and selection are to ensure high-quality candidates who are culturally fit and work toward shared organizational goals and vision.

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