How to Nurture and Reward Top Tech Performers
Posted October 7th, 2016
Competition between businesses is fierce when it comes to hiring, and retaining, top performers in the areas of tech and IT. This has caused businesses to focus on how to make their job openings sound more enticing as a method of luring the best talent away from their current employers. The only way to defend against the tactic is to find ways to nurture and reward your star employees.
By going out of your way to keep them motivated and engaged, you may find yourself spending less time attracting new talent to replace the ones who left. If you aren’t sure how to begin, start with these simple steps.
Identify Your Top Performers
What makes an employee a top performer varies between different organizations. You may find the information in annual employee performance reviews, or in their production metrics throughout the year. Determine which characteristics your organization values most, and identify which employees fall into that category.
Make sure and consult with various levels of supervisors and managers to identify any star employees that might not be easily identified through the aforementioned methods. This can help ensure you do not miss anyone who has potential but may not have been with the company very long, as well as employees whose jobs do not have easily measurable metrics for determining success.
Understand What They Value
Your top tech talent will often have a set of core values that translate into expectations for their work environment and employer. Most want to work for an organization with a clear mission (besides being profitable) that they feel confident about supporting. They want the company they work for to act ethically and responsibly, and put a high value on leadership with integrity.
Since many top performers tend to stay informed on the latest developments in their field, they are less inclined to see the company as innovative or prepared for the needs of tomorrow. They want updated tools and technology to help them work more efficiently, and enjoy staying at the forefront of upcoming trends in their field. With that comes an edge that can translate into a sense of urgency regarding technological advancement within the business, especially if it helps keep the business ahead of the competition.
Top employees may also prefer a variety of rewards depending on their individual situations. Some may prefer more time off, a flexible work schedule, or the ability to work remotely on a regular basis. Others may desire more training opportunities, the ability to test the latest technology to see how it may benefit the business, or the ability to work on the projects that most interest them. When it comes to these rewards, it is important to spend time with your top performers individually. This will allow you to learn which benefits they prioritize over others, as well as if certain rewards may be ineffectual in their entirety.
Make Their Values Your Values
By aligning the organization with values that support those of your top performers, you can create a workplace that not only nurtures and supports you best talent today, but can attract other top talent to your job openings as they arise. Focus on providing the rewards or options that are most desirable to the identified employees, and recognize that a one-size-fits-all solution may not be the best way to proceed. Instead, consider integrating options from across a few key areas, as identified by your employees, and create a benefits package that is adaptable to the individual.
Word-of-mouth can spread quickly once a company as seen as “the place to work,” and you may find yourself with more top performers walking your halls every day.
Here at Bayside Solutions, we are confident in our ability to your next star performer. Contact us today to see how we can help you find the employees you need today, and that you will want to keep in your workplace of tomorrow.
