The skills gap is real and it’s leading to high IT turnover country-wide. The demand for techies is so intense, it seems it’s only a matter of time before they are wooed by another company. Other factors that contribute to high turnover rates include poor company culture and low pay, or some employees may not be able to keep up with the new devices and software being introduced regularly.

When IT employees leave the company, everyone suffers, but the pain is most acutely felt by CIOs. They must struggle to find new staff while trying to maintain business continuity. However, with the right combination of cross-training, documenting key processes, and resilient IT teams, they will muddle through.

Cross Training is Key

Cross-training is a practice that involves training employees to perform tasks outside of their normal responsibilities. For example, you may train administrative workers to perform certain technical duties. That way, they can jump right in when an employee leaves.

Here are some tips to cross-train effectively.

• Concentrate on the Right Teams: Cross-train for teams that are likely to have the most turnover, inexperienced employees, and new members.
• Do a Job Analysis: A job analysis will help you prioritize the tasks employees must learn.
• Find Good Candidates: Find candidates with the right skill sets who are eager to move forward in the company.
• Create a Schedule: Leaders should create a schedule that allows employees to cross-train while respecting their current workload.
• Reward Achievements: Cross-training can be stressful. Leaders should reward employees with praise, promotions, and raises to keep them motivated.

Documenting Key Processes

Leaders should document key processes of IT employees’ tasks so they can easily teach skills to other workers as needed. Doing so will create a seamless onboarding process. It also provides them with guidelines they can refer to when they get started, so they don’t have to count on others for help.

The following section outlines the documentation process.

• Define the Scope: Define the scope of the process you are documenting and determine how the person you are training will know they have completed the process.
• Analyze The Audience: Consider the person you are training. What is their current skill level? What key information do they need to know?
• Document as You Perform: Document the process while you perform it yourself to avoid leaving out steps.
• Write Out the Process: When writing out the process, weed out extraneous information. Make the steps clear and concise. Use simple language to develop a user-friendly approach.
• Add Visuals: Visuals aid with the learning process. Consider adding images, flow charts, diagrams, and videos.
• Get Feedback: You can gather feedback directly from the employee or show your documents to other stakeholders to find out if your processes are clear or require improvements. Revise as needed.

Building Resilient Teams

Employee turnover is hard on leaders and teams. Teams often feel the brunt of taking on an extra workload after a colleague has left the company. They may also wonder about opportunities outside your company.

However, leaders who build resilient teams won’t need to worry about other employees leaving. Their loyal workers will offer the support they need.

So how does one build a resilient team? Here are some guidelines.

• Create a Supportive Culture: Create a culture in the workplace that encourages communication. Ensure employees feel comfortable discussing their concerns. Reward them for their achievements and lead by example.
• Develop Emotional Intelligence: Emotional intelligence is an important leadership trait. Leaders should look for signs of stress and act with empathy. It may be worthwhile to invest in EQ training to ensure teams are resilient.
• Encourage a Growth Mindset: Leaders can encourage a growth mindset by teaching employees to learn from failure. They should motivate employees to go outside their comfort zones, set goals, and embrace feedback.
• Develop Strong Communication Skills: Communication skills are essential in powerful leadership. Let employees know they can come to you when facing challenges. Do your part by providing feedback and praise.
• Promote a Work-Life Balance: Employees are more likely to stay with a company that offers a healthy work-life balance. Ensure they have time for breaks, exercise, and relaxation. A remote or hybrid work environment can support this lifestyle.

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