The Reason You’re Suffering from High Attrition

The IT talent market is extremely tight. Employers struggle to find new people to fill open roles and to make matters more challenging, retention is also a challenge. Turnover will always occur in the tech field, but if your IT team is struggling with high attrition, you’re probably finding it difficult to compete in the market. Now is the time to stop high attrition in its tracks and start building a team that will move your business forward.

The Impact Of High Turnover

Costs are the most obvious impact of high attrition rates on an IT team. It can cost tens of thousands of dollars to recruit highly-skilled tech pros and those costs skyrocket if you find yourself in a constant cycle of hiring.

However, the impact on your team can be even more expensive. Open roles associated with high turnover have a negative impact on morale and productivity. As morale starts to sink, you’ll notice a reduction in creativity and new ideas, deadlines will go unmet, and dissatisfaction will mount. The longer the cycle continues, the worse things become. As dissatisfaction and turnover rates grow, it will spill over into your satisfaction ratings among both customers and employees. Once you are branded an organization that struggles with a revolving door, it can become impossible to attract top talent. And thus, the cycle will continue.

How To Stop High Attrition

Stopping the negative cycle of attrition can take time, but it can be done by addressing the root cause of the problem. Most often, culture is at the heart of high turnover. Whether your culture is dysfunctional or you are hiring people who are misaligned with your organizational culture, if you’re suffering from high attrition, it pays to examine cultural factors.

Begin by surveying your most successful tech employees. Find out why they came to work for you and what makes them stay. It’s also worthwhile to take a close look at exit interviews to uncover patterns in the reasons why people choose to leave your organization. When you know what keeps successful employees happy and what leads to failure in others, you can determine the attributes to look for as you hire new employees.

Hiring for cultural alignment is almost more important than hiring based on skill sets. Certain skills can be learned, but cultural fit cannot be taught. New hires either fit in with the team and the culture, or they do not. Those who do no will never be happy or productive on the job. Any hiring process that does not include cultural fit is destined to create mismatches and perpetuate turnover.

Are You Ready to Reduce Turnover?

CultureFit, a top tech recruiting firm in Chicago, can help you improve retention by connecting you with candidates who are technically qualified and culturally aligned. To learn how we can help you achieve your IT staffing goals, contact CultureFit today.