Retaining Talent: Oh, Won't You Stay...Just A Little Bit Longer?

New talent and fresh ideas are extremely important to a successful corporation especially in the technology arena. Retaining that talent and promoting those ideas should be a core part of good business practices.

No brainer, right?

It doesn't take a rocket scientist to understand the importance of fresh perspectives in a multi-generational workforce. A successful team needs a healthy spectrum of long-term experienced employees, mid-career go-getters, and fresh young minds with new ideas (and everything else in between). Many of us are building products or providing services for a very diverse population, and our resources should reflect that. It is generally a win-win-win (infinity) situation when people with new and different skills, ideas, and backgrounds come together. Magic CAN happen.

But how often DOES it happen? And how long will people stick around if the pixie dust turns to clay?

I know what you’re thinking: Beth….Sensei… you’re expertise is in bacon. What makes you qualified to discuss such matters? It is true, I am not an expert on corporate life. I don’t sit on the board of directors of any company and I don’t have a degree in human resources. I have had very little diversity in my career, having worked on the same team in the same IT department for the same company since I graduated from college fifteen years ago. Admittedly, my narrative in the world of corporate resources is rather focused.

However, I have been a member of, managed, and worked with many amazing teams both within and outside of my company. I have seen way too many bright, talented people migrate too quickly away from IT or even from their companies…and others deciding to stay only to find themselves defeated.

I work in the Information Technology department of a large utility in the Midwest. My state is heavily spattered with distinguished public and private universities offering solid IT curricula. We are like the sun in a solar system of fresh IT talent! Unfortunately for many companies, this often isn't enough when it comes to keeping that talent. And why is that, oh wise one? My two cents:

IT jobs are numerous and there are endless choices out there for the technically-minded. Large, stable companies such as utilities used to be a model for lifelong careers…but this is not our grandparents’, or even our parents’ world anymore. It is normal for professionals to change jobs, careers, and/or companies many times between “New Hire” and “Welcome To Retirement!” In other words, a company can no longer bank on “you could retire from here” because it isn't as meaningful as it was even 20 years ago.

Let’s be real...utilities and similar types of businesses do not exactly have reputations for being cutting edge in the world of technology. Some are, for sure. And some can be. But the harsh truth is that this stereotype is at least partly based in reality.

While the Midwest has much to offer, being in a smallish city with relatively little to offer in the way of entertainment, restaurants, night life, and other types of activities compared to larger metropolises (yes, that is an actual word) means it is much harder to attract and retain people who have the freedom and skill set to travel anywhere. Making Smalltown USA attractive against the Seattles, Chicagos, and Denvers of the nation is no easy task.

Getting new and fresh talent into the IT department of corporations like mine is actually the easy part. IT jobs generally pay well, and many large companies have great intern and key talent programs that bring people in early. But keeping that talent is the trick. Information Technology has changed drastically in the past 20 years and it continues to evolve at the speed of light month after month after month. If people are unfulfilled for any reason, they have a lot of options available.

So what are the keys to keeping the star players once you have them? Well, that really depends on a number of factors which vary by company, location, culture, etc. For me, it boils down to these general areas:

People – and that includes management. You have to build awesome teams, collaborative relationships, and provide support from the top down. Good people stick around in crappy jobs waaay longer than they should because they have amazing coworkers and managers. Conversely, if you work with jerks or your manager is an a-hole, you start looking for an out ASAP.

Processes – they can’t be cumbersome, things have to flow, and things have to actually get delivered without it feeling like root canal. Pride in one’s work and sense of accomplishment will go a long way in retaining talent, new or established. Process muck and inability to deliver are like big red arrows pointing to the Exit door. Healthy challenge is a must. But when “challenge” becomes “obstacle” over and over, that’s when the trouble begins.

Technology – IT employees must be allowed to innovate and they must be provided the tools to do it. A portion of their work life must be opened up for (mostly) free reign to create, build, brainstorm, and transform. They need to make their own magic happen and then bring that magic back to the people they are there to help. Often the corporate culture is “Problems Drive Solutions” and that’s fine…but people have to be allowed to kick Problem’s ass out to the curb once in a while and just let loose. They need to be given the tools, dollars, and time to be creative. Technology is exploding. Imagine what your people could do if allowed to freely harness that power.

Now imagine if their passions are getting pummeled with shrapnel.

Flexibility – not unlike internet access, 300+ TV channels, and a smart phone…flex time and telecommuting are now considered standard. Work-life balance isn't just something you can put in a brochure or promote in an interview. You have to really mean it. And live it.

Retaining top talent – whether new grad, mid-career, or nearing the golden years – is not something that can be solved with a few bullet points. The reasons why people leave are complex and vast. Every company is different. But it’s something that will start becoming more of a reality especially for young employees as options continue to expand. Businesses should give serious focus to this issue. It is painful to work with amazing people who don’t stick around because things…whatever “things” are…aren't working.

So now to finding out what’s not working and fixing it! (Hint: Ask your current employees)