Being a great place to work helps attract and retain top IT talent. Every day at RWA we talk to IT professionals from all levels, industries and backgrounds, and we’ve found that the most important thing when people look for a new workplace is whether or not it’s a good place to work. It may seem like common sense, but organisations that are great places to work don’t happen by accident. Just as people who are good at their jobs aren’t blessed with innate talent or pure luck, there’s a science to it. So, how can you make your organisation that kind of place and ensure that you’re attracting the very best IT & Digital talent? We’ve put together this guide based on our experience of working with many truly fantastic employers.
Intrinsic and Extrinsic Motivators
When it comes to motivation, there are two kinds of motivators. Intrinsic motivators come from within whereas extrinsic motivators are found externally. For instance, someone doing a good job simply because they enjoy the work they do is an intrinsic motivator. These are important because it means that employees are finding satisfaction and pleasure in their tasks which motivate them to work harder. It is often the intrinsic motivators that lead to higher engagement and retention.
That doesn’t mean that extrinsic motivators are unimportant, but it is critical to strike the right balance. For example, the meta-analysis published in the Journal of Vocational Behaviour found that there is a less than two percent correlation between salary and job satisfaction regardless of how high the pay was. It shows clearly that extrinsic motivators alone are simply not enough to retain and engage top talent.
What To Do
First, look at your company culture. Assess what kind of culture is in place currently and how it can be improved. Does it promote happiness and wellbeing or is it toxic? The best way to get a handle on what needs to change and what is working is to consult your people. They will know best, after all they live and breath your company culture.
It is also important to look at the engagement levels of your organisation. Do your people care about being at work? Are they actively engaged in their role? If the answer to either of these is no, you need to find out why and what can be done to change this. Even if organisations receive a positive outcome, there is always room for improvement and to safeguard that employee engagement.
People spend a large portion of time at work and it’s important that the atmosphere be one that is conducive to people wanting to be there. Is the office a nice space? Does it function as it should? What are the people and teams like? Look at the balance of your people and ensure you have the right personalities working together.
Is the work your people doing effective? Organisations need to understand whether or not their people are clear and aware of what they’re doing. You need to ensure that your management is allowing people to thrive rather than hindering them with poor practices. What processes do you currently have in place and are they working in terms of boosting engagement? It’s important that people gain satisfaction from the tasks that they do and if your employees aren’t, their performance will suffer.
Finally, make sure that this self-evaluation is regular, rather than a one-time, gimmick. By constantly looking for ways to improve, you ensure that your organisation is doing everything in its power to encourage intrinsic and well as extrinsic motivators in your people and attract IT professionals.
With the IT recruitment sector being as competitive as it is, gaining a reputation as a great place to work is vital. Word travels fast, and this ensures that you’ll be attracting and retaining IT talent. To see how we can help you reach the very best talent, get in touch today.