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
If You Can’t
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
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
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?
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:
- Send them
to skill-building conferences
onsite lunch-and-learn programs
(free of charge) job-related books, courses, seminars or certifications
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 professionally. As ITProTV
suggests, your approach could include things like:
lunches and happy hours–offsite get-togethers are great for icebreaking and
- Early release days–who doesn’t’ want
extra time for themselves?
vouchers and car rental upgrades–the first eases the cost and hassle of
getting to work and the second makes travelling on business that much more
non-work services–reward diligence and hard work by paying for an
employee’s house cleaning, lawn service or window-washing expenses
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.