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Throughout the years, technical staff have been jumping from company to company. Many factors have made this issue happen. We have seen a slurry of topics ranging from limited
career advancement, poor work-life balance, company mismanagement, and general unhappiness within staff. When looking into a career, the majority of the staff is looking to advance in their respective fields and, in doing so, have potential growth and opportunities for advancement within the company. When met with a position where the employee cannot advance further and respectively grow, they feel fulfilled and unhappy with their role, ultimately
searching for a company that will allow them to continue expanding their knowledge. The first method to aid in career advancement would be to provide employees with further options for training and education. Next, we would open up advanced positions within the company. These two methods go hand in hand regarding job satisfaction and retention in the long term. These are some key aspects to work on to retain technical staff further and give the staff a more positive outlook for the company in the long term.
Method one to retain talent would be to provide opportunities for staff to have further training and education. We have seen that developing new skills relevant to the position has led
to an employee growing within the company and feeling more involved in the organization. (Truitt, D. L., 2011). Employees will be more positive when they feel fulfilled and challenged in their respective fields rather than stagnating and underutilized. When companies fail to provide further training and leave staff with the same repetitive task, they will feel burnt out, leading to a negative outlook in their role, ultimately having them search for a company that will invest in their skills and align with their growth. Just like companies, to stay afloat, they must constantly innovate and pursue further development. Technical staff also have those exact needs, and staff that is invested in them will be willing to stick to a company that is willing to invest in them. We as humans are constantly reinventing ourselves and finding new versions of ourselves, even in our work environments, whether through developing new skills or climbing the corporate world. Leadership also plays a significant role in retaining staff in the long term. With leadership, staff needs to feel a sense of trust to foster a hospitable work environment. Leadership also needs to motivate each member in ways that foster team building, such as team
lunches and events. This has each member feel a sense of belonging to the team. Leadership also needs to recognize each member so the staff feels appreciated when performing well in their duties Palanisamy, Kavitha. (2018). When Staff feels they have support from leadership, they will, in return, show more trust and loyalty for the company in return as well.
Another way companies can further invest in the growth of their technical staff would be
for management and HR to work together to aid current staff in being promoted and moving up within the company. Before scouting for new talent, why not promote talent within the company to fill the higher roles with existing company talent? When the organization provides proper promotional opportunities to current employees, in return, it shows more company loyalty and ends up staying long-term. Promotions within a company will also lead to more employee satisfaction and positive attitudes, leaving staff feeling more appreciated for their hard work and, in turn, will be willing to go above and beyond for a company that they know will reward their work ethic (Bibi, Palwasha et.al, 2017). If we contrast this with companies that do not provide a path to promotion or movement, leaving staff feeling like there is no potential
