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Tech Talent Retention in Milwaukee, Wisconsin

Whether they’re competing with trendy start-ups or long-standing tech commodities, a company that wants to attract and retain tech-talent must first consider the revised value system of today’s working class. Many companies focus foremost on their bottom line, with the philosophy that financial success and high demands directly correlate with employee retention. In the modern age of hiring, however, it takes more than a paycheck and solid reputation to engage and retain top-tech prospects.

The city of Milwaukee currently seems to be in a tech talent deficiency, and not because these savvy individuals are demographically extinct. Here, we will address how Milwaukee companies can start to draw in the city’s engineers, programmers, and other techy prospects, and ultimately foster an environment that maintains employee interest and investment.

Progressive Mentality

Corporate environments in Milwaukee are statistically less progressive than in other hub cities. Because curiosity and innovation unanimously drive top-tech performers, it’s natural for them to gravitate to cities/companies where such characteristics are dominant and encouraged. Companies whose software programs can’t meet the demands of an interconnected industry are falling behind their forward-thinking competitors. It is estimated that 75% of Milwaukee companies do not employ a mobile device application, an asset that could stand out to potential customers and hires.

Similar to the millennial mentality, the incoming group of tech talent has different job expectations and values than previous generations. The drive to stay with a company until retirement has gradually diminished, along with the 40-60 hour work week. Modern tech workers see growth and possibility in acquiring different jobs over time, and their retention requires an enhanced sense of value and contribution from both employers and coworkers.

Adopting to modern technologies and the changing needs of incoming tech workers can seem like a daunting obstacle. However, the multiple CEOs in Milwaukee who have reoriented their business model and embraced new technologies or practices are currently reaping the benefits. As more companies onboard with similar strategies, they will harvest job opportunities that attract and keep tech talent in Milwaukee.

When finding a job, financial compensation is always noteworthy to prospective employees. Today, however, workers prize a work-life balance just as much as a paycheck. Flexibility, transparency, and company culture are three key indicators that not only entice new tech talent but can incentivize existing talent. A slew of advisement opportunities are available for business owners and executives who want to refocus or adapt company strategies and increase employee job love and retention.

Flexibility

There is no uniform way of creating a flexible job environment. Some industries give their employees environmental flexibility by providing remote, group, and offsite workspaces. Other have pulled away from regiment scheduling, and trust employees to work, take breaks, and eat lunch on their own time.

While some flexibility techniques receive an appraisal, others are scrutinized, proving that what is best-fit will vary between organizations and employees. Regardless of the chosen tactic, giving today’s employees an outlet for independence can drastically increase morale and productivity.

Transparency

Communication between tech workers and executives not only keeps everyone on the same page regarding technological developments and problems but can also help retain tech talent. While voicing expectations and creating annual reviews might have been perceived as communication in the past, executives today should aim to provide feedback and acknowledge their employee’s contributions consistently.

Exchanging ideas, team tagging problems, and listening to workers are valuable qualities in an employer that can improve morale, increase retention and help a company evolve.

Company Culture

Company culture is also immensely important to prospective employees. A positive company culture recognizes that employee contributions are integral to overall success, and will consistently review employee morale. By empowering employees, encouraging them to meet internal/external goals, and offering them nontraditional benefits, a company can enhance their culture.

Educational opportunities and career pathway counseling are especially valuable to tech workers; both ensure that their skills will grow in coincidence with new technology. Enriching a work environment is mutually beneficial — workers will want to remain an asset to a company that keeps them engaged, happy, and continually learning.

Conclusion

Recognizing employee contributions and value systems are critical to their job satisfaction performance, and retention. Investing in areas such as flexibility, transparency, and company culture can attract top talent and put an organization ahead of its competitors. Progressive business starts with progressive actions; invest in new technology and pay attention to employee needs. In any field, stimulating, educating, and learning from employees is quintessential to create a healthy, happy work environment.

Overcoming the traditional dynamic of the corporate sphere requires change. All facets of a company, from CEO to middle management to recent hires, must be willing to learn and adapt to achieve success. Even though the strategies above focus on retaining tech talent, their implementation can rejuvenate the entirety of a company, and make it the captain in a competitive market.

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