Today’s IT industry is placed in a critical juncture; it has seen its fair share of ebbs and flows since the economic meltdown in 2008. It has always been a dynamic industry and going by market trends it is going to stay that way for 2012. So here’s a look at the roadblocks ahead for the IT staffing industry in the New Year.
CIO’s and IT leaders will tell you that this one of the major issues plaguing the industry. A majority of them feel, due to understaffing, there is always a delay in implementing an innovative idea or an emerging technology. Close on the heels of the recession, lot of the workforce was let go and hiring post such a scenario has been very cautious. The important thing to do would be to find the right balance between being understaffed and overstaffed.
Gearing up for Growth
It may seem easy to say that everybody’s prepared for growth and development; it’s easier said than done. It may require the entire staff to come out of their cozy comfort zones. Growth always partners risk, when risk is involved, people are rather cautious than being optimistic. To bring the kind of motivation and positive energy to the staff, it is important to be open and straight forward with regards to projects and have a healthy work environ.
Managing Employee Workloads
The whole business of IT depends upon Productivity. The resource of every company is the workforce that provides that. Assignment of projects and managing employee workloads is crucial part of the process. It’s the balance you strike, between getting the maximum out of your employee and not burdening them.
Training and Development
The ‘dynamic’ tag associated with the IT industry is because of the vast subject matter that it consists of. Nobody wants a static employee; it’s paramount that employees are consistently engaged in training and development of skills required for their jobs and beyond.
This is and age old problem that finds its way to this list every year. The fear of losing top performers is on the mind of every IT leader. Corporate companies often lure IT professionals with a higher pay and better growth opportunities, and add that to young professionals constantly switching jobs lasting no more than a year or two. Retention is possible only through employee satisfaction and making an employee feel, they are a part of something big and at the end of the day their work matters.