finding 3
Flexibility and Career Security Retains Employees

To retain staff, CIOs should focus on career development and work/life balance. IT executives say the main reasons IT staff and managers leave is to take jobs that offer better pay and benefits, let them learn new skills and allow them to reduce their commute, work at home or set their own hours. So what convinces them to stay? Furnishing a good work/life balance is important; companies providing that are much more likely to have relatively low turnover. The benefits that boost retention must provide long-term financial and career security: training in new technical, business and leadership skills, and retirement approaches they can bank on. Bonuses and pay matter too, of course, but not more than these other incentives.

3. 1 How do you rate your company at providing a work/life balance to your IT staff and
managers?

N=233

total

I T turnover rate is above median

IT turnover rate is at or below median

Excellent ^{Our company is sought out by IT profes-} sionals who need flexible work schedules or ^{10% 7% 13%} wish to work from home. Good Many employees are able to telecommute 47 37 53 or adjust hours. Fair Our company offers some flexibility for 34 44 29 certain positions, but could provide more. Poor Provides little or no flexibility. ^{9 13 5}

3. 2 Which of the following incentives does your company provide to recruit and retain your
IT workforce?

N=234

total

Tuition reimbursement for college credits _{or certificates 65%} Flexible work schedule 63

Retirement benefits 54

Bonuses 51 In-house technical training and leadership _{rograms 41} Telecommuting 41 Membership fee reimbursement for _{professional associations 33} Dual technical/management career track 26

Mentoring programs 23

Salaries above industry average 21 Social and community volunteer activities _{for IT staff 18} Signing bonuses 16

Programs/social activities for minorities 9 Program/social activities for new college _{hires 8} Programs/social activities for women 8

Job-sharing 7

On-premises daycare 7 Programs for women re-entering the workforce ³

incentives and benefits are effective at retention

69%

incentives and benefits are not effective at retention

56%

70

63

56

47

33

40

51

18

43

35

36

25

33

26

26

10

17

10

21

13

16

8

17

10

7

10

Few companies provide incentives or programs that specifically target minorities or women.

7

7

8

8

7

4

3

3