Happy New Year!

As we begin 2025, there’s a strong consensus that AI will continue to be an area of growth along with data and security.  Increasing emphasis on running efficient, often lean organizations is also likely.  It’s hard to predict what the global economy will look like, what possible tariffs will bring, business leaders will be challenged to stay nimble, strategic and quick to execute.  For employees, as always but perhaps more so, staying current, continuously improving your skills, networking, and flexibility/adaptability will be key to marketability.

Will 2025 be a Year of Attrition?

 

We’ve been thinking about this for some time and apparently many others are as well.  A number of factors may play into more attrition this year than in the past.

Downsizing and restructuring impacted hundreds of thousands of tech workers in 2024.  With bills to pay, many people accepted the first job offer they had, sometimes compromising on level, on location, salary, or industry.  

Others who were not laid off were still impacted by the downsizing, it’s brutal to see your co-workers exiting.  It can be even more brutal to do the work of 2 or more people post restructuring.  Those remaining employees often lose confidence in the company and almost always feel less positive about the brand they are working for.  Many of these employees are ready for a new employer.

Some employers became a bit callous, overly confident that ‘so many’ were looking for work, often over-indexing on ‘efficiency’, making ridiculous cuts to ‘benefits’ like removing free coffee from breakrooms, or simply didn’t invest in people.  

2024 actually closed out with a low tech unemployment rate around 2.6%, about half of what it spiked at earlier in the year with the national unemployment rate at 4.1% according to CompTIA, the nonprofit association for the tech industry and workforce.  Many technology jobs were created in 2024 outside of the tech industry, with AI and Cyber Security being among the fastest growing sectors.  

One of the main reasons our candidates are looking to change jobs is career growth.  The best employees want to grow their careers, learn, stretch, be mentored, network.  While that can be time consuming and may cost a bit of money in the form of conference attendance or classes, investing in employee development is relatively simple for the experienced manager.

Flexibility is also a top priority for many workers, continuing to provide that in some form whether that’s the hours or days you are in office will become an increasingly big perk. And as we always advocate, companies should market their benefits including flexibility even if it’s just one work from home day a week or coming into the office outside of commute hours. Companies who require onsite attendance are in the majority, Indeed recently reported just 10% of job postings are now fully remote.

 

Creating a culture of loyalty starts with investing in people– being a great place to work includes nice space, good salary and benefits, professional growth opportunities and working with good people.  A company that demonstrates they care about their employees, listen and accept feedback, coach and provide opportunities to upskill, trust and empower them, as well as invest in them, typically retain their employees.

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Interviewing isn’t something most people do frequently, and it’s hard to be good at it.  

Work is often a series of projects, you scope them out, think about the strategy and rapidly execute.  Often, we talk about completion, ie, we shipped the product!, but not necessarily how we stepped through the thought process or the actual business results, which is what interviewers often want to hear.  

If you aren’t getting callbacks and moving forward in the interview process, chances are you need work on your narrative–a great description of what you are all about, how you tackle your work, what your results are. And perhaps work on delivering that narrative, too many people are not succinct, don’t project energy and enthusiasm, and miss the basics like interrupting the interviewer and misreading their audience.

Every single interaction matters from texts to the Zoom session, to onsites and thank you’s.  Small mistakes, low energy, unfocused behavior typically means you are disqualified.  If you feel frank and candid coaching could make you more marketable, book a session with us. Book Here

 

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