IT turnover is a serious problem for companies these days. With a deficit of approximately 260,000 professionals, managers see talents abandoning their positions for more tempting offers that are often irrefutable.

But there are many cases of turnover that can be avoided, as long as the situations that cause a professional to leave are known and avoided.

That said, we have separated 8 problems that make IT professionals leave their positions to seek new opportunities in the market. Keep reading to learn about them and, as far as possible, reduce their impacts.

1. Market heating

The IT market is hotter than ever. With companies evolving technologically to deliver better products and services, skilled labor is needed to make the results possible.

And it is precisely this heating that causes the high turnover in IT. As the supply of professionals is still low, companies need to look for specialists already employed to somehow try to seduce them to change companies.

As a result, it becomes increasingly difficult for smaller companies to retain their talent, as large corporations can offer extremely attractive remuneration and benefits to attract professionals.

2. Below-market compensation and benefits

Although the previous condition exists, where companies pay extraordinary amounts to hire the best IT professionals, it is important to know that many businesses pay below the market standard.

With this, it becomes extremely difficult to prevent the turnover of people in IT.

So while it is difficult to match salaries and benefits of large companies, at least the base needs to be met. It is still important to consider other ways to retain professionals in the company, such as participation in shares, creating a career plan, distributing leadership positions, etc.

3. Absence of a career plan

The lack of a career plan also reduces the loyalty of professionals with their employers. Without a “map” of evolution, it is difficult for the specialist to plan his future, and even set goals for his career.

Therefore, it is worth the effort to design a minimum career plan, which shows the conditions to be met for employees to evolve technically and financially in their careers. This is essential to decrease IT churn.

4. Lack of professional feedback

Another very relevant point for the current generation is professional feedback, which are structured conversations designed to assess and communicate employee development.

These conversations are extremely valuable, when done well, as they show a macro scenario of development, allowing the professional to correct his mistakes and keep the evolution of what works well.

So, whether in the biweekly, monthly, semi-annual or annual model, the feedback needs to exist. And the higher its quality, the more beneficial it will be for the employee, who will be able to engage more in their role and evolve within the organization for a long time.

5. Lack of Communication

The lack of communication in the day to day business is a big problem, both in the IT area, but in the company as a whole. Last-minute notices, lack of transparency, lack of feedback — which we’ve talked about before — hinder the employee’s permanence in the company.

That said, it is the role of leaders and managers to create and maintain an open communication channel. This channel needs to be two-way, that is, in addition to the leadership communicating well with employees, they also need to have the ability to speak frankly with leaders.

Although it does not guarantee permanence in the company, good communication will help to solve simple day-to-day problems that culminate in the employee’s departure.

6. Leadership failure

Leaders increasingly play an important role in retaining a company’s talent. When acting as mentors or even guides for employee development, professionals in this position need to be prepared for the challenge.

And this preparation involves the ability to listen to team members, solve problems, develop skills in other professionals and, in general, be someone who serves your team.

By ignoring these goals, leaders contribute to the outflow of talent and help increase IT turnover statistics. So, if you are a leader and want to help retain talent, be clear about your position and goals in this role.

7. Failures in the recruitment process

Failures in the recruitment process also help to increase IT turnover. In this case, unprepared recruiters or process failures can contribute to hiring people who are misaligned with the company’s role and/or profile.

Therefore, it is crucial to have the job description well written and aligned with the expectations of the organization. From this, it is possible to make a more assertive selection process that goes in search of suitable profiles — and not after any IT professional.

8. Non-adaptation to organizational culture

Finally, we have another very relevant topic these days, which is adaptation to organizational culture. In it, we see many employees leaving good companies for lack of alignment with the work environment.

And this makes it clear that it is not enough to meet all the topics that we mentioned earlier here to retain an employee. It is also necessary that the environment provides the cultural conditions for the employee to be satisfied with being in the company.

Often, a good culture even compensates for lower salaries and makes the employee continue to dedicate himself – although it is not the ideal situation. This shows that it is not only the remuneration that matters for a professional: he also needs to feel welcomed and safe where he spends most of his day.

IT turnover: outsourcing may be the solution

Although it is extremely challenging to reduce turnover in information technology, there are alternatives to circumvent its consequences. In that case, IT outsourcing can be a good solution.

And LogAp can be the partner company at that moment. With solutions tailored to your business needs, we have the expertise needed to make your project start and take off.

Check out some of the successful cases on our website to understand how strategic partners, such as Embrapa, INPE, EMPARN, Chesf, among others, trusted our work to finally end the headaches in their projects.