Your job descriptions should be a paper draft of the real person – in this case, talent – you want to see in front of you. And here we have a cycle: unless your leadership is taking proper training – on how to manage teams, emotional intelligence, and soft skills – hardly you’ll be prepared to embrace top performers as well. That’s what you should aim for.Īs they say, people leave managers, not companies. That’s why good onboarding strategies and longer periods of transition between training and independent job performance are pointed out as such good ideas. On the other hand, too little time to be trained may leave the talent feeling unprepared and lost to perform the essential duties of the job. Too much time spent on training can jeopardize your employees’ daily output and the integration within their function and teamwork. They cite the lack of skills training and development as the principal reason for moving on. Poor management and poor trainingĪs stated by go2HR, 40% of employees who receive poor job training leave their positions within the first year. Those are symptoms of larger, systemic problems caused over the years. However, those are not the main root causes of the high attrition rate in IT. Looking for better working conditions (47%).What are the root causes of high attrition rates in IT?Īccording to The Dice 2020 Tech Salary Report, the main reasons why tech employees leave their jobs are: What are the root causes of high attrition rates in IT?.
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