Feedback is one of the most powerful tools available to leaders, which can be used to reduce turnover rates in IT teams.
It’s no secret that IT is the field with the highest demand for talent worldwide. To further complicate the scenario, it’s also one of the areas with the greatest difficulty in retaining professionals, with turnover rates reaching 15%, according to ManpowerGroup. Of this, 69.9% represents voluntary turnover, meaning employees are leaving companies by their own choice. In parallel, there is a high number of disengaged professionals – only 23% are engaged according to a Gallup survey.
These rates highlight some of the main challenges faced by leadership today. How can you find and keep talent engaged? We’ve previously discussed measuring team engagement as an alternative. However, in this article, we will focus on feedback, a tool capable of increasing professionals’ satisfaction levels and one that leaders need to embrace.
Data points to Feedback as a retention tool
Before we continue, stop and think: what does feedback mean to you? The term refers to providing information about a specific behavior or outcome, often used to improve or adjust future actions or decisions.
Recently, the research division of IT Media conducted a survey with 445 IT professionals. The study shows the relationship between feedback and the degree of satisfaction professionals have with the company and/or their manager. Only 31% of the respondents receive feedback frequently. In contrast, 46% say they rarely receive feedback, of which 60% claim to be actively looking for another job opportunity. On the other hand, 73% of those who report being ‘happy and engaged’ undergo evaluations regularly.
Why you should master this technique
In this perspective, it becomes clear that among all the tools a leader needs to master, feedback is one of the most important. Therefore, learning to give and receive feedback is fundamental. Carine Bruxel, VP at Datum, explains in her Stable Team framework that “there is no progress without alignment. Feedback is alignment, it generates clarity, avoids noise, and dispels some misconceptions. Not exchanging feedback is a sure way to frustrate, wear out, and soon end the relationship.” So, let’s look at some benefits of this technique:
- It provides employees with a clear understanding of their skills, strengths, and areas for development. Doing this regularly and constructively makes professionals feel valued and recognized.
- It helps create a perception of progress and generates the feeling that individual contributions are meaningful to the company.
- As employees are heard, feel understood, and envision development opportunities, the sense of belonging and motivation increases.
Creating a Feedback Culture
Obviously, there are macro factors that influence the establishment of a feedback-friendly culture, such as the company’s values and how it expresses to its professionals the importance of this tool. However, in day-to-day operations, this falls on the leaders. Therefore, it’s important for them to be at the forefront of this movement, well-trained to evaluate and open to receiving assessments.
Are you, as a leader, prepared to exchange feedback with your team?
