Main reasons tech talent is resigning
Thinking about leaving your tech job? We can imagine, and we need you to know you’re not alone. Here’s the data to prove it. By the end of 2021, McKinsey outlined how 30% of workers were prone to switching to a new job at the mere thought of having to go back to an office for a full time position. When focused on the tech sector, research shows 3 in 5 workers being uninterested in returning to an office setting. We haven’t said or considered every factor just yet, and we already know how remote work, especially one that can make talent feel humanly close, is a determining factor in the tech recruitment industry at this time. This is part of our ground offer.
Yet, as we said, there are other factors impacting people’s decisions to leave a role. If you currently feel like leaving a business where keystrokes are being controlled, extra hours are commonly required, there’s no light to your personal and professional growth, especially while others seem to be getting better paid, you’re not alone.
Over this blog post, we’re considering talent in tech who are simply tired and lacking motivation. Maybe you’re currently happy where you are, and you can’t quite comprehend why everyone else in the company seems to be leaving. Even if that’s your personal case, this blog’s insight to common scenarios why tech talent is resigning should broaden the panoramic on the topic over a quick read.
People quit a specific boss, not their role.
We’ve known this for a long time. “People quit their bosses, not their jobs.” Such a common phrase with so much proven wisdom behind it, no? On this topic of tech talent resignation, it’s key to understand people don’t leave companies; talent commonly leave their managers. Stats according to a LinkedIn publication feeding off a Dale Carnegie study affirms “75% of workers who voluntarily left their jobs did so because of their bosses and not the position itself.” Being under the guidance of a person who lacks managerial skills can be draining for anyone.
Sometimes a culture at a given company can be the best fit in many ways, but, if we’re not getting the day-to-day support we need from the person directly in charge of our duties, this single item may be reason enough to leave.
Whether you’re living this in your own flesh or see others dealing with a manager with whom they can no longer connect, it’s fruitful to acknowledge that capable management is crucial to keeping talent happy at a workplace.
Tech talent faces a lack of growth and career opportunities.
Provided the right support is granted at a workplace, people need to know they’re getting somewhere. Small companies – or worst yet, large companies with no career growth programs – can be challenging
spaces for people to work in the long run. For most people in tech, seeing there’s room for growth can be meaningful to delivering their best. With more than 11 million open jobs in America right now, we need to weigh in the amount of opportunities available to people, particularly in this industry. Beyond completing duties expecting their next paycheck, talent in this field can choose meaningful work scenarios.
Tech talent is on the lookout for better financial situations.
Furthermore, turning over to financial benefits, the vast range of available positions can mean improved salaries. A higher income can make a life-altering difference for many. This ties in with an enhanced quality of life not just at a personal level, but for entire households. In this sense, being offered a percentual improvement is reason enough for talent to start listening to work offers.
While more money every month might not be the only factor making talent move, it certainly is a driving force why people would look outside their current working contract. Some workers may come onboard a company at a low pay rate hoping to scale. If the expected increase doesn’t come in fair enough time, however, people will innately be open to other options or actively seek them.
An overall better cultural fit
Finally, not every company can be everyone’s cup of tea. What works wonders for some groups can be a devastating experience to others. And there’s no way to pinpoint exactly what soft skills make people behave the way they do as a group.
Some companies engage in surveillance such as keystroke tracking, facial recognition, remote access of talent’s computers for screenshots, audio, or video recordings. While these practices may be standard to some, a quarter two survey for this year demonstrated “that roughly half of tech workers who said they’re not monitored at work would resign rather than be subject to” such measures.
From the small details to the big picture, an overall cultural fit is an experience we happily leave when unsuitable to our personalities. It has to do with an environment that simply feels much different to our identities, values, or vision. When beliefs match, we remain happy and victorious within a corporate ecosystem. Yet, continued friction in our working environment can also be a fair reason to move away from an employer.
We simply get it.
Being in the IT staff augmentation industry, retention is part of our main concerns. It’s in our vocabulary. Precisely because we’re heavily concerned with keeping talent happy where they are at Nearsure, we support a 100% remote work structure with a regular cadence in our talent’s career paths and growth.
Beers in the fridge and the latest foosball or air hockey tables can be great at an office, but these perks seem to be insufficient or more and more irrelevant nowadays.
For us at Nearsure, building human relationships for the long run with long-term employment opportunities that matter to our talent is but a side ingredient to a premise of work-life balance, trust, transparency, and a people focus.
Care to learn more? Apply for any of our open positions.