Staff turnover is costly. When you lose the person responsible for managing your technology – or anyone in your company who has the specialized knowledge to assume those IT duties – your entire organization can take a significant hit.
You face the immediate crisis of finding another person with the skills to keep critical business systems up and running. Essential IT procedures and resources often get lost in the transition, because the person who left didn’t properly document the IT knowledge they were storing inside their own mind. And finally, focus and company morale can plummet.
Losing your IT staff member can mean lost money, lost time, lost productivity and lost information. To help you avoid this, we have outlined the top 3 reasons we see companies losing their IT staff members.
- They get bored.
Techies like to be challenged. If your company does not provide enough mentally stimulating opportunities and challenges, your IT staff member can quickly grow weary of their day to day humdrum. Not that you want a lot of IT issues cropping up to keep them engaged, but you do need to help them stay up to date on new skills, software, and hardware.
- They get paranoid.
Over time, as technologies age, most of your IT staff member’s time is spent maintaining existing systems. This leaves less time to work on new systems that help propel your company’s – and your IT professional’s – competitive edge. Technology is a rapidly changing field, and if you don’t provide your employees the chance to stay up to date, they will worry about the long term implications for their career.
- They get overwhelmed.
This is true for your IT professional and especially true for your employees who have assumed responsibility for technology duties. For IT professionals, systems can become too complex or require more support than one person can handle, especially working with out-of-date training, software, or hardware. For non-professional IT employees, the strain is that much greater. They are first responsible for their primary jobs, which are just as critical to overall business operations (you wouldn’t trust just anyone with managing your technology). And because they aren’t as skilled or knowledgeable as the trained IT professional, it can often take them much longer, with greater risk for error, as they work to fix the problem.
The best way to retain your IT professional is to proactively monitor their frustrations – and alleviate them before they become critical. Start by having a conversation with the employee. Find out which IT functions are taking up the lion’s share of their time, and which specific areas are bleeding your company dry. Identify their day to day challenges, and look for ways to remove some of the pressure.
For those employees who have taken on IT responsibilities as double duty, find out how much time IT is taking away from their primary duties. Are secondary IT responsibilities impacting their personal time? How satisfied does the individual appear on a general basis?
Another alternative to consider is the value of partnering with a managed services provider. For less than the cost of hiring the IT role in-house, and at much less risk of assigning the duties to another critical staff member, an MSP provides a team of highly trained IT experts. They provide the insurance that any crisis can be managed, that documentation will always be maintained, and that systems and processes will be proactively maintained.