However, in an unhealthy work situation, people will forgo retention bonuses or take a pay cuts to leave for more fulfilling work. Instead of just increasing salaries and adding bonuses, IT needs to address all the factors that make working for the company worth it to the employee. Hire opportunistically when you have the chance to secure a top performer. Be rigorous in making assignments, don t let them languish in jobs, and don t overfill the job while under-utilizing the individual. Developing be serious about skills development, stretch assignments, job rotation, and mentoring.
Marketable people leave when they stop growing.
Compensating almost everyone can get more money elsewhere if they look hard enough, and most people leave for reasons other than money. Build complete compensation packages salary, bonus, benefits, work arrangements to satisfy top performers. Retaining make retention an explicit and ongoing process. Track the factors that cause turnover, anticipate when employees may be at risk, and preempt unwanted departures. This Re.sults report describes the forces behind the IT job market and the factors behind employee retention and loss.