How to Make Job Hopping IT Pros Settle Down

More than half of U.S. employees are watching the job market or actively looking for a job, according to a recent survey conducted by Gallup. In IT, the job hopping trend is even more prevalent. A survey of hiring managers and human resource professionals conducted by CareerBuilder in May 2014, found that IT employers were the most likely to expect professionals to job-hop.

With the wide variety of IT jobs available, it’s no surprise professionals are always on the lookout for new opportunities. But the job hopping epidemic in tech can be cured. Here are a few things you can do to keep job hopping tech talent around long-term:

Focus on strengths

Job hoppers are in search for IT jobs that allow them to do what they love every day, the Gallup survey found. Among employees employed for less than three months, 58 percent strongly agreed that the ability to do what they do best was important to their decision to take their current job, and 60 percent said it was important to their decision to leave their new job for another.

Allowing tech pros to do what they excel in can also boost performance and engagement. A 2015 survey from Michelle McQuaid and the Via Institute on Character found that employees perform better and are more engaged in their work when they — and their managers — focus on building their strengths.

In the talent search, be clear on what the job role and responsibilities are and what strengths are needed for the position, and then find the professional with those strengths. When tech pros are happy and engaged with their work, job hopping is less likely.

Discuss salary

Moving from one job to the next bumps salaries, and job hoppers are looking for the IT jobs that pay the most. In the Gallup survey, 49 percent of those who had been employed for less than three months said that a significant income increase was an important factor in their decision to take their current job.

In tech, salary is especially important. In the 2015 Healthcare Information Technology Salary Report, conducted by my company,, health IT professionals surveyed felt they deserved to be earning more money — $18,000 more, on average.

Talking openly about salaries early on can keep talented tech professionals from job hopping. A 2015 survey of 71,000 employees by PayScale found that one of the top predictors of employee satisfaction and their intent to leave was a company’s ability to communicate clearly about compensation.

When employers paid less than the industry standard, but communicated about the reasons for the lower salary, 82 percent of employees were satisfied with their work. However, employees who were overpaid and didn’t have a conversation about their pay with their employers were less likely to be satisfied.

When offering a position to job hoppers, and other IT professionals, have an open conversation about salary. Let them know how the salary is determined, how raises and bonuses are earned, and the growth potential for their salary.

Offer stability

Although job hoppers appear to love change, they may actually be looking for stability in IT jobs. In a survey of tech professionals published by CareerBuilder in January 2014, 69 percent of respondents said job stability was more important than salary.

Offer IT professionals a stable working environment and career path, to bring them onboard for the long-term. Explain possible career paths to the candidate to show how they can grow with the company and advance their career. With continued growth and advancement, tech professionals will stay engaged and won’t feel the need to look for more opportunities.

A job that is both stable and promises growth development may make job hoppers feel comfortable enough to stick around.

Keep development going

When job hoppers start working for a new employer, they’re initially engaged. The employer is focused on development and tech employees are happy. But after the honeymoon period, development efforts fade and job hoppers get bored, the Gallup results indicated. In the survey, employees who had worked for a company for less than three years were more likely to have opportunities to learn and grow, speak with someone about their progress, and have someone at work who encourages their development, than employees who had been with a company for 10 years or more.

Development and continuing education are especially important in IT jobs, as technology constantly changes. Keep growth and development as a priority — even after an employee has been with the company for 10 years. Build a culture of development in which managers encourage employees to attend conferences and events, complete courses and certifications, and pursue other growth opportunities.

Job hopping in tech is a popular trend, but you can take steps to make talented professionals want to stay put. Give job hoppers what they’re looking for and watch them put down roots.

Have you hired job hopping tech pros? How did you keep them around? Let us know in the comments below!

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4 Reasons Your Best IT Pros Are Leaving

It happened again. One of your best IT employees found another job and is taking it—leaving you with a big talent gap to fill. Information technology skills are in high demand, and your IT team is on the lookout for new and better opportunities.

You’re not alone. According to a survey conducted by my company,, 74.8 percent of health information technology professionals said they were planning to look for another job within the next year.

Are your IT superstars leaving because their skills are in demand, or because they’re unhappy? Here are four compelling reasons your best IT team members are heading for the door:

1. There’s no leadership

Your IT team needs a strong leader who will motivate them, solve problems, and keep them happy at work. Ask yourself: is your team getting what they need from their manager or supervisor?

Leadership is a major problem in the workforce. The Global Workforce Leadership survey conducted by Workplace Trends in February and March found that almost half of the companies surveyed said that leadership is the most difficult skill to find in employees. Among the 1,000 employees surveyed, just 36 percent felt leadership was a strong point in their workplace.

The leadership crisis extends to the tech industry, as well. In the survey, 51.3 percent of respondents rated their supervisor’s ability to lead and engage at a five or below on a scale of one to 10.

Evaluate your current leaders and train new ones early to keep your IT all-stars around. When looking at leadership, focus on communication.

In a survey published by 15Five in March of 2015, 81 percent of employees surveyed said they would rather join a company that values open communication than other popular perks like free food and gym memberships. Another survey, conducted by SHRM and Globoforce in 2013, found that 94 percent of organizations surveyed believe positive feedback improves employee performance.

2. They’re burned out

Workplace stress is a major problem, and IT professionals are feeling the pain. In the job satisfaction survey, 52.2 percent of health IT employees surveyed said that, on a scale from one to 10, they feel chronic stress levels at a six or above on an average workday.

Employees know the negative effects of stress and may want to leave when they feel too pressured. Information technology professionals who feel overworked will burn out and disengage from their work. When that happens, they’re bound to look for the next best, less stressful opportunity.

Instead of burning your IT team out, help them succeed in a less stressful environment. Regularly check in with the team to see if there are any resources they need or if there are ways you can help lighten their workload. Encourage your team to take breaks, mental health days, and time off — especially after busy and stressful periods.

3. They’re not growing

Technology evolves on a daily basis, and IT professionals who don’t keep up lose their relevance. IT professionals want to keep learning and growing their skills to advance their careers. However, the survey revealed that 64 percent of health IT professionals rated professional development opportunities provided by their organizations at a five or below.

If you’re not helping your IT team grow, they will look for new jobs to advance their skills. You can offer your team more development opportunities by allowing them to learn from senior employees, try out different roles, attend conferences and industry events, or offer other training options.

4. They hate their schedules

If your IT team comes into the office from 9 to 5 every day, they’re probably unhappy. In HealthITJobs job satisfaction survey, 40.9 percent of respondents said the option to work from home was the most important perk a health IT employer could offer, followed by flexible work hours.

The nature of IT and the resources available to employers and employees makes flexible working options feasible. Allowing your IT team to choose when and where they work will make them less inclined to leave. Give employees the option to work from home when possible or set their start and stop times, as long as their work gets done.

Although opportunities abound for IT professionals, understanding their wants and needs can help to keep talented professionals around.

What do you think? How do you keep tech employees happy?

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