Strategies for Tech Talent Retention

If your one-on-ones are primarily status updates, you're missing a massive opportunity to build trust, develop talent, and drive real results. After working with countless leadership teams across industries, I've found that the most effective managers approach 1:1s with a fundamentally different mindset... They see these meetings as investments in people, not project tracking sessions. Great 1:1s focus on these three elements: 1. Support: Create space for authentic conversations about challenges, both professional and personal. When people feel safe discussing real obstacles, you can actually help remove them. Questions to try: "What's currently making your job harder than it needs to be?" "Where could you use more support from me?" 2. Growth: Use 1:1s to understand aspirations and build development paths. People who see a future with your team invest more deeply in the present. Questions to explore: "What skills would you like to develop in the next six months?" "What parts of your role energize you most?" 3. Alignment: Help team members connect their daily work to larger purpose and meaning. People work harder when they understand the "why" behind tasks. Questions that create alignment: "How clear is the connection between your work and our team's priorities?" "What part of our mission resonates most with you personally?" By focusing less on immediate work outputs and more on the human doing the work, you'll actually see better performance, retention, and results. Check out my newsletter for more insights here: https://lnkd.in/ei_uQjju #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #resume #jobstrategy #leadershipdevelopment #teammanagement

Fully remote is turning into something more practical: employee choice. Turns out, providing flexible solutions -- not just flexible policies -- is what's taking hold in most #tech firms, based on new data from Flex Index. Here's the latest, based on their study of 2,670 tech companies from June '23 to June '24. 👉 79% of tech firms are now Fully Flexible, up from 75% in 2023. Only 3% of tech firms have 5 day a week policies — 5 days a week in office is nearly dead The big shift: fully remote policies are declining fast, in favor of employee choice models: companies that are providing employees with access to space on an ongoing basis for use by teams and individuals who need it. 👇 Only 23% of Tech firms are now Fully Remote, down from 37% in 2023 ☝ 56% of tech firms have adopted an Employee’s Choice model, up from 38% in 2023 Employee choice makes so much sense, especially when you consider there are at least as many people who need an office 5 days a week (home setup doesn't work for them) as there are people who want to be fully remote. Best way to get top talent? Provide flexible solutions, not just flexible policies. 🏢 There's also some very big differences across companies by size. Big tech firms (>25k employees) are 2X more likely to have a more structured hybrid approach than those <5k. Getting teams together on a regular basis is important. Providing people with access to spaces that work, the tools they need and guidance builds better teams and drives organizational outcomes. 👉 Check out the latest from Flex Index here: https://lnkd.in/gPDFzN_K #ReturnToOffice #Remote #hybrid #remotework #hybridwork

After joining three Town Halls this week, talking to the incredible teams of Gina Mastantuono, Russ Elmer, and Jon Sigler, I’m reminded that top tech talent has more options than ever. To compete, companies need to rethink retention - because a salary alone won’t cut it. The most compelling organizations understand that a few things are key: First, purpose drives performance. Engineers and developers don’t just want to write code - they want to solve meaningful problems in a culture that invites fresh thinking. Whether it’s streamlining emergency response systems or simplifying global HR operations, connecting their work to real-world impact is what keeps people engaged for the long haul. Second, continuous growth is non-negotiable. The best technologists are lifelong learners who crave new challenges (sound familiar?). Upskilling in AI, rotating into stretch roles, or leading cross-functional projects - these opportunities create momentum. Stagnation, on the other hand, is the fastest way to lose your brightest minds. But perhaps most critical? Fostering a culture where innovation thrives. Flexibility matters, but so does psychological safety. The most dynamic teams operate in environments where experimentation is encouraged, failing fast is treated as learning, and ownership is rewarded. When people feel trusted to push boundaries, they’re far more likely to invest their talent - and their future - in your organization. Here’s the truth: Retention isn’t about ping-pong tables or signing bonuses. It’s about building an ecosystem where top performers choose to stay - and grow. At ServiceNow, I’m proud to say we see this play out every day. What’s YOUR secret to keeping great talent? Share your thoughts below. #TechTalent #Leadership #EmployeeExperience

Top talent doesn’t leave because of pay. They leave due to: --poor leadership --lack of growth opportunities --and burnout with no support. Here’s how to stop the bleeding: 1/ Stop Managing. Start Unblocking. → High performers don’t need hand-holding → They need you to get out of the way 2/ Make Their Work Matter. → Tie their projects to actual impact → Don’t hide them behind busywork and fluff 3/ Kill Pointless Meetings. → Every unnecessary meeting says: → “We don’t value your time” 4/ Give Feedback That Grows, Not Grades. → Don’t wait for performance reviews → They want real-time coaching → Not annual judgment 5/ Pay Attention to Burnout Clues. → Silence, short replies, lack of initiative → These are signals → Burnout doesn’t always shout 6/ Let Them Say No. → Respect bandwidth → If every “yes” leads to another project → They’ll eventually say “I’m out” 7/ Invest in Their Next Chapter → Even if it's not with you. → Help them grow beyond their current role → Ironically, that’s how you keep them longer Retention isn’t a policy. It’s a pattern. If your best people are always “doing fine,” You’re not paying enough attention. Want to build a team that stays? ♻️ Repost and follow Justin Bateh, PhD for more.

Upskilling Strategies: Yesterday we looked at the Upskilling for business success and today we're going to look at customizing learning pathways for your Tech team. In today’s tech landscape, a one-size-fits-all approach to training just doesn’t work. To build a high-performing, future-ready tech team, upskilling programs need to be personalized and role-specific. 🔍 Start by assessing your team’s current skills: Use skills assessments, 360-degree feedback, and project performance reviews to understand the strengths and gaps within your tech teams. 🔑 Tailor learning pathways to meet the needs of specific roles within your organization. A few examples: ·       Cloud Engineers can benefit from certifications and training in platforms like AWS, Microsoft Azure, or Google Cloud. ·       DevOps Teams should focus on tools like Docker, Kubernetes, Jenkins, and CI/CD pipelines to streamline workflows and improve collaboration. ·       Cybersecurity Specialists need continuous learning in threat detection, encryption, and certifications like CISSP or CEH. ·       Software Developers could advance their skills in languages like Python or Java, or explore microservices and API development. 🎯 Personalization matters. When you align learning paths with individual roles and career goals, your team is more engaged and motivated, and the impact of upskilling is much greater. To create a successful upskilling strategy: ·       Set clear development goals based on current and future business needs. ·       Leverage e-learning platforms that offer customizable learning paths and assessments. ·       Encourage mentorship and peer learning to reinforce new skills within the team. ·       Investing in personalized learning paths doesn’t just future-proof your workforce—it drives innovation, improves retention, and keeps your tech teams agile and ready for the challenges ahead. Are your upskilling programs tailored to the unique needs of your tech team? #upskilling #personalizedlearning #techtrends #cloudengineering #DevOps #cybersecurity #continuouslearning #workforcedevelopment

Too often, work goes unnoticed. But people want to be seen. A recent statistic had me thinking: 37% of employees claim that increased personal recognition would significantly enhance their work output. This insight comes from an O.C. Tanner survey, which leveraged 1.7 million responses from employees across various industries and company sizes. Beyond just feeling nice, recognition emerges as the most impactful driver of motivation. It makes real-time feedback, personal appreciation, and meaningful rewards not just nice-to-haves — they're must-haves to fuel performance. Here are concrete ways you can supercharge your recognition efforts to resonate deeply with your team: (1) Spotlight Specifics: Highlight specific achievements. Hilton’s Recognition Calendar equips managers with daily actionable ideas that turn recognizing real accomplishments into a routine practice. (2) Quick Kudos: Swift praise is so important. Timeliness in recognition makes it feel authentic and maintains high motivation levels. (3) Tailored Cheers: Personalize your appreciation. Crowe's "Recognize Alert" system enhances recognition by transforming client praises into celebratory moments, encouraging recipients to pay it forward. (4) Genuine Thank-Yous: Don't underestimate the power of small gestures. Regular acknowledgments, whether through handwritten notes or intranet shout-outs, create a culture where appreciation is commonplace. You do it, others will do it too. (5) Big Picture Praises: Connect individual achievements to the company’s larger mission. Texas Health Resources celebrates personal milestones with personalized yearbooks that link each person’s contributions to the organization’s goals. Using these practices genuinely and consistently can make every team member feel truly valued and more connected to the collective mission. Each act of recognition builds a stronger, more engaged team, poised to meet challenges and drive success. #Recognition #Appreciation #FeelingValued #Workplace #Culture #Innovation #HumanResources #Leadership Source: https://lnkd.in/e8jUtHZH

To keep a virtual team connected, the fix isn’t “more meetings.” It’s shared purpose. Clear alignment. And strategic shots of connection. Thank you to The Globe and Mail and Gobi Kim for featuring me alongside Shannae Ingleton Smith and Justin Raymond in this piece on building culture in distributed and remote teams. 🤔 One of the biggest challenges I see? Distributed and remote teams “transacting” with each other instead of truly collaborating. 🧭 The solution starts with defining how we work together. → That’s why I recommend every team create a Team Working Agreement. Yes, it takes time to develop - but the ROI is real. → In our programs, we’ve seen double-digit increases in clarity, connection, and trust. That kind of alignment pays out dividends. 🗺️ A foundational step in this process? Map your team. → Who’s where? What time zones? Who’s hybrid - and from which office on what days? → This simple exercise builds empathy, reduces friction, and improves coordination. → Want to try it? Get the free mapping tool here: https://lnkd.in/eRTZnVUf 💡 Remote doesn't mean never together. Think of intentional gatherings as a “shot of connection.” → This is one of my favorite analogies from Annie Dean at Atlassian. → Atlassian research shows that just one well-designed in-person gathering can boost connection by 27% - with effects lasting 4-5 months. It’s like an inoculation for team connection. 💥 Case Study: a remote agency Shannae leads a fully remote company, Kensington Grey Agency Inc. She reinvests what could've been spent on an office lease into travel - sending groups of employees to meet clients in-person. This strengthens both external relationships and internal connection. Justin's team at Flexday supports Kensington Grey in building their intentional connection by matching them with a well-resourced office space for the agency members to gather for 2 days each month. 📖 Full article: https://lnkd.in/ervVgwmU 👇 What’s one thing your team does - virtually or in-person - to boost connection?

Ever walked into a room and felt like you didn't belong? Now imagine feeling that way at work. Every. Single. Day. This is why diversity and inclusion in recruitment isn't just a buzzword – it's a business imperative. As someone who's spent years in executive research and recruitment, I've seen firsthand the power of diverse teams. But here's the truth: attracting diverse talent is just the beginning. I remember when a client came to me, frustrated. "We're trying to hire diversely," they said, "but it's not working." Their mistake? They were fishing in the same old ponds. So, how do we shake things up? Here's what I've learned: 1. Cast a wider net: Look beyond your usual talent pools. Partner with diverse professional organizations. 2. Check your job descriptions: Are they truly inclusive? Words matter more than you think. 3. Diverse interview panels: Candidates should see themselves reflected in your team. 4. Blind resume reviews: Remove bias-triggering information like names and schools. 5. Showcase your commitment: Make your diversity initiatives visible on your website and social media. And hiring diverse talent means nothing if you can't retain them. Inclusion is where the real work begins. I once worked with a company that hired a diverse workforce but couldn't figure out why turnover was so high. The problem? They expected new hires to "fit in" rather than creating a culture where everyone could belong. To foster true inclusion: -> Mentor programs: Pair diverse employees with senior leaders. -> Employee resource groups: Give people a place to connect and be heard. -> Inclusive leadership training: Help managers understand and mitigate unconscious bias. -> Regular feedback: Create safe spaces for honest conversations about inclusion. -> Celebrate differences: Don't just tolerate diversity – embrace it! You should focus on creating a workplace where everyone can thrive, contribute, and feel valued. As leaders, it's on us to make this happen. It's not always easy, but it's always worth it. What's your experience with diversity and inclusion initiatives? #DiversityAndInclusion #RecruitmentBestPractices #InclusiveLeadership #WorkplaceCulture

Remote work challenge: How do you build a connected culture when teams are miles apart? At Bunny Studio we’ve discovered that intentional connection is the foundation of our remote culture. This means consistently reinforcing our values while creating spaces where every team member feels seen and valued. Four initiatives that have transformed our remote culture: 🔸 Weekly Town Halls where teams showcase their impact, creating visibility across departments. 🔸 Digital Recognition through our dedicated Slack “kudos” channel, celebrating wins both big and small. 🔸 Random Coffee Connections via Donut, pairing colleagues for 15-minute conversations that break down silos. 🔸 Strategic Bonding Events that pull us away from routines to build genuine connections. Beyond these programs, we’ve learned two critical lessons: 1. Hiring people who thrive in collaborative environments is non-negotiable. 2. Avoiding rigid specialization prevents isolation and encourages cross-functional thinking. The strongest organizational cultures aren’t imposed from above—they’re co-created by everyone. In a remote environment, this co-creation requires deliberate, consistent effort. 🤝 What’s working in your remote culture? I’d love to hear your strategies.

Disability Pride does not end with the end of July. Even more importantly, organizational responsibility to create fully accessible, genuinely inclusive environments, talent processes and #HumanResources systems does not end with the end of July. Disability and neurodiversity should be important considerations in making organizations talent-rich environments year-round. Inclusion and accessibility should be built into the totality of organizational processes and practices. That also means physical and digital neuroaccessibility, with sensory-friendly environments and accessible communication tools. That also means ensuring disclosure safety and enforcing anti-discrimination policies. That also means taking down barriers to growth opportunities - and yes, growth includes leadership opportunities. Statements and celebration are not enough. The totality of organizational action should be inclusive. #neurodiversity #disability #inclusion #DisabilityPride #talent #leadership