Engaging with staff and rewarding achievement pays off

THE technology industry’s workforce has a distinct character: well-educated, young, savvy, flexible and in demand.

The technology industry’s workforce has a distinct character: well-educated, young, savvy, flexible and in demand. The industry itself is agile and constantly evolving and this is the same mindset management needs to retain the talent.

But how does this translate into practical, everyday strategies?

Bluewolf was named one of Australia’s top 50 coolest tech companies and much of our retention success can be attributed to the environment we create through leading by example — we show, rather than tell. This promotes a strong work culture and strengthens employee engagement across all areas of business.

Giving staff a variety of challenging projects, even throwing them in at the deep end, is a great way to stretch their capabilities and measure where they are and where they need to be.

Giving staff work that is new and different can also be used as a reward for past performance or achievement, and it demonstrates standing among their peers.

Professional development and visible career progression are also motivating for high achievers.

In addition to technical training, staff want skills that can improve how they are perceived as professionals, such as interpersonal, communication, managerial and project management skills.

The most effective way to demystify career progression is for senior staff to talk through their own experiences, explaining that a career path isn’t always a logical ladder but often resembles a zigzag. Not only does this allow staff to see wider opportunities, but it may also help them leap at opportunities when a sideways move presents itself.

Managing expectations when it comes to rewards can be challenging. Employees will inevitably compare what they are earning with what they think others are earning, and opportunities they see in the external market. A word of warning — they may not always be comparing apples with apples.

Encourage employees to question external offers and explain how their base salary, super­ and incentives work ­together.

It’s also important to move the focus from remuneration to other forms of reward. Consider benefits such as fitness and wellbeing initiatives, stress management, buyback leave schemes and even travel sabbaticals. Whatever it is you decide to implement, benefits need to be age and stage-appropriate and individualised, not one size fits all.

Building a social aspect to the work environment is also important, but make sure your leadership team is involved. Depending on your organisation’s culture, it can be beneficial to consider appointing a chief social officer.

Ironically, one of the best ways to retain talent is to let them go — for a little while. Often talent will take off for new horizons, learn a lot and return adding extra value. Make sure you develop a plan for re-entry before they leave — and keep in touch during their excursion overseas.

Last, as cliched as it may seem, transparent communication is vital.

Share company information and announcements — this promotes a feeling of inclusion among employees.

To sum it all up, investing in agile strategies that engage and challenge your employees will provide great results.

Arlene Wherrett is Bluewolf’s Asia Pacific managing director