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Submission: On May 11 via api from CH — Scanned from DE
Form analysis 2 forms found in the DOM
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<li>
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<li>
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<a href="javascript:void(0)" data-value="BELARUS">Belarus</a>
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<a href="javascript:void(0)" data-value="BELGIUM">Belgium</a>
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<li>
<a href="javascript:void(0)" data-value="BELIZE">Belize</a>
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<li>
<a href="javascript:void(0)" data-value="BENIN">Benin</a>
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<a href="javascript:void(0)" data-value="BRITISH INDIAN OCEAN TERRITORY">British Indian Ocean Territory</a>
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<a href="javascript:void(0)" data-value="CONGO">Congo</a>
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<a href="javascript:void(0)" data-value="CONGO, THE DEMOCRATIC REPUBLIC OF THE">Congo, The Democratic Republic of the</a>
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<a href="javascript:void(0)" data-value="COOK ISLANDS">Cook Islands</a>
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<a href="javascript:void(0)" data-value="COSTA RICA">Costa Rica</a>
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<a href="javascript:void(0)" data-value="CÔTE D'IVOIRE">Côte D'Ivoire</a>
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<a href="javascript:void(0)" data-value="FRANCE">France</a>
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<li>
<a href="javascript:void(0)" data-value="FRENCH POLYNESIA">French Polynesia</a>
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<li>
<a href="javascript:void(0)" data-value="FRENCH SOUTHERN TERRITORIES">French Southern Territories</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GABON">Gabon</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GAMBIA">Gambia</a>
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<li>
<a href="javascript:void(0)" data-value="GEORGIA">Georgia</a>
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<li>
<a href="javascript:void(0)" data-value="GERMANY">Germany</a>
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<li>
<a href="javascript:void(0)" data-value="GHANA">Ghana</a>
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<li>
<a href="javascript:void(0)" data-value="GIBRALTAR">Gibraltar</a>
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<li>
<a href="javascript:void(0)" data-value="GREECE">Greece</a>
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<li>
<a href="javascript:void(0)" data-value="GREENLAND">Greenland</a>
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<li>
<a href="javascript:void(0)" data-value="GRENADA">Grenada</a>
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<li>
<a href="javascript:void(0)" data-value="GUADELOUPE">Guadeloupe</a>
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<li>
<a href="javascript:void(0)" data-value="GUAM">Guam</a>
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<li>
<a href="javascript:void(0)" data-value="GUATEMALA">Guatemala</a>
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<li>
<a href="javascript:void(0)" data-value="GUERNSEY">Guernsey</a>
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<li>
<a href="javascript:void(0)" data-value="GUINEA">Guinea</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GUINEA-BISSAU">Guinea-Bissau</a>
</li>
<li>
<a href="javascript:void(0)" data-value="GUYANA">Guyana</a>
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<li>
<a href="javascript:void(0)" data-value="HAITI">Haiti</a>
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<li>
<a href="javascript:void(0)" data-value="HEARD/MCDONALD ISLS.">Heard/McDonald Isls.</a>
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<li>
<a href="javascript:void(0)" data-value="HONDURAS">Honduras</a>
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<li>
<a href="javascript:void(0)" data-value="HONG KONG">Hong Kong</a>
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<li>
<a href="javascript:void(0)" data-value="HUNGARY">Hungary</a>
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<li>
<a href="javascript:void(0)" data-value="ICELAND">Iceland</a>
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<li>
<a href="javascript:void(0)" data-value="INDONESIA">Indonesia</a>
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<li>
<a href="javascript:void(0)" data-value="IRAN, ISLAMIC REPUBLIC OF">Iran, Islamic Republic of</a>
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<li>
<a href="javascript:void(0)" data-value="IRAQ">Iraq</a>
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<a href="javascript:void(0)" data-value="IRELAND">Ireland</a>
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<a href="javascript:void(0)" data-value="ISLE OF MAN">Isle of Man</a>
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<a href="javascript:void(0)" data-value="ISRAEL">Israel</a>
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<li>
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<li>
<a href="javascript:void(0)" data-value="JAMAICA">Jamaica</a>
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<li>
<a href="javascript:void(0)" data-value="JAPAN">Japan</a>
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<li>
<a href="javascript:void(0)" data-value="JERSEY">Jersey</a>
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<li>
<a href="javascript:void(0)" data-value="JORDAN">Jordan</a>
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<li>
<a href="javascript:void(0)" data-value="KAZAKHSTAN">Kazakhstan</a>
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<li>
<a href="javascript:void(0)" data-value="KENYA">Kenya</a>
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<li>
<a href="javascript:void(0)" data-value="KIRIBATI">Kiribati</a>
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<li>
<a href="javascript:void(0)" data-value="KOREA, DEMOCRATIC PEOPLE'S REPUBLIC OF">Korea, Democratic People's Republic of</a>
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<a href="javascript:void(0)" data-value="KOREA, REPUBLIC OF">Korea, Republic of</a>
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<a href="javascript:void(0)" data-value="LAO PEOPLE'S DEMOCRATIC REPUBLIC">Lao People's Democratic Republic</a>
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<li>
<a href="javascript:void(0)" data-value="LATVIA">Latvia</a>
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<li>
<a href="javascript:void(0)" data-value="LEBANON">Lebanon</a>
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<li>
<a href="javascript:void(0)" data-value="LESOTHO">Lesotho</a>
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<li>
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<a href="javascript:void(0)" data-value="LIECHTENSTEIN">Liechtenstein</a>
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<li>
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<li>
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<li>
<a href="javascript:void(0)" data-value="MACEDONIA, THE FORMER YUGOSLAV REPUBLIC OF">Macedonia, The Former Yugoslav Republic of</a>
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<li>
<a href="javascript:void(0)" data-value="MADAGASCAR">Madagascar</a>
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<li>
<a href="javascript:void(0)" data-value="MALAWI">Malawi</a>
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<li>
<a href="javascript:void(0)" data-value="MALAYSIA">Malaysia</a>
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<li>
<a href="javascript:void(0)" data-value="MALDIVES">Maldives</a>
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<li>
<a href="javascript:void(0)" data-value="MALI">Mali</a>
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<li>
<a href="javascript:void(0)" data-value="MALTA">Malta</a>
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<li>
<a href="javascript:void(0)" data-value="MARSHALL ISLANDS">Marshall Islands</a>
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<li>
<a href="javascript:void(0)" data-value="MARTINIQUE">Martinique</a>
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<li>
<a href="javascript:void(0)" data-value="MAURITANIA">Mauritania</a>
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<li>
<a href="javascript:void(0)" data-value="MAURITIUS">Mauritius</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MAYOTTE">Mayotte</a>
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<li>
<a href="javascript:void(0)" data-value="MEXICO">Mexico</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MICRONESIA, FEDERATED STATES OF">Micronesia, Federated States of</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MOLDOVA, REPUBLIC OF">Moldova, Republic of</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MONACO">Monaco</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MONGOLIA">Mongolia</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MONTENEGRO">Montenegro</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MONTSERRAT">Montserrat</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MOROCCO">Morocco</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MOZAMBIQUE">Mozambique</a>
</li>
<li>
<a href="javascript:void(0)" data-value="MYANMAR">Myanmar</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NAMIBIA">Namibia</a>
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<li>
<a href="javascript:void(0)" data-value="NAURU">Nauru</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NEPAL">Nepal</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NETHERLANDS">Netherlands</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NETHERLANDS ANTILLES">Netherlands Antilles</a>
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<li>
<a href="javascript:void(0)" data-value="NEW CALEDONIA">New Caledonia</a>
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<li>
<a href="javascript:void(0)" data-value="NEW ZEALAND">New Zealand</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NICARAGUA">Nicaragua</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NIGER">Niger</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NIGERIA">Nigeria</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NIUE">Niue</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NORFOLK ISLAND">Norfolk Island</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NORTHERN MARIANA ISLANDS">Northern Mariana Islands</a>
</li>
<li>
<a href="javascript:void(0)" data-value="NORWAY">Norway</a>
</li>
<li>
<a href="javascript:void(0)" data-value="OMAN">Oman</a>
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INSIGHTS / INFORMATION TECHNOLOGY / ARTICLE
3 WAYS TO ATTRACT AND RETAIN TALENT IN I&O
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April 15, 2022
Contributor: Katie Costello
IT employees, including those in infrastructure and operations (I&O), are more
likely to be job hunting than non-IT staff. Don’t fall victim to this trend.
In short:
* Gartner data shows that IT employees, including those in I&O, are more likely
to be job hunting and are less satisfied than non-IT staff.
* The transforming and disruptive nature of the modern I&O work environment is
causing unique challenges for leaders in the field.
* To attract and retain IT talent, prioritize the values these employees hold
dear, reinvent employee value propositions and embrace new work models.
The Great Resignation impacts all organizations and business units, but there’s
a particular dynamic at play when it comes to IT employees, including those on
infrastructure and operations (I&O) teams. As organizations seemingly cram a
decade’s worth of digital transformation and tech adoption into a couple of
years, the IT talent shortage is becoming more acute every day.
On average, Gartner data shows, IT staff have a higher intent to leave compared
with non-IT staff. The share of the IT workforce actively looking for jobs in
4Q21 increased to 32.1%, and their overall job satisfaction is a lackluster
25%.
“Digital talent is scarce, and workers expect more value from their employment,”
says Mark Margevicius, VP Analyst at Gartner. “There is a clear need for I&O
leaders to proactively assess the underlying needs of their personnel as a
continual management practice to avoid early and frequent turnover.”
We anticipate through 2026, I&O organizations that fail to meet the nonmonetary
needs of employees will experience attrition rates 30% to 40% higher than in
2020-2021.
With that in mind, follow these three recommendations to create a holistic
employment strategy that attracts candidates and retains employees.
PRIORITIZE EMPLOYMENT ATTRIBUTES THAT I&O TALENT VALUES
Among prospective IT candidates, fair compensation, work-life balance and
organization and job stability are the top three attraction drivers when looking
for a new role.
This are especially true within I&O. Insights from I&O job posting reviews
carried out by Gartner analysts demonstrate a propensity to focus on the
technical aspects of the role — technical skills requirements, vendor knowledge,
specific technologies in use — to the detriment of the attraction drivers
candidates value more highly.
When it comes to attrition, compensation, manager quality and work-life balance
were among the top factors that caused IT employees to be dissatisfied with
their previous organization. You can optimize talent strategies by recognizing
both the requirements that attract employees and those that cause them to leave.
Download now: The 2021-2023 Emerging Technology Roadmap for I&O Leaders
Educate, captivate and excite prospective candidates about the opportunities
that exist within your I&O organization. Showcase a multifaceted perspective on
the group's attractiveness — for instance, how I&O team members are encouraged
and rewarded, or the variety of technology currently in production and testing.
Focus on employee growth and satisfaction when strategizing how to retain I&O
talent. Craft a plan that addresses the individual needs of employees and
embraces flexibility and creativity relative to their values. This might
include:
* Allowing an I&O engineer to choose which DevOps initiatives align to their
interests
* Allocating time for training on new or different I&O tools and platforms not
currently being used
* Encouraging I&O team members to set a work schedule that fits their needs
Read more: How Lack of Skills Threatens Digital Transformation
CREATE AN IT EMPLOYEE VALUE PROPOSITION TO COMPETE FOR TOP I&O TALENT
Given that the nature of I&O work requires support for systems and processes
that run 24/7, it is particularly difficult to create a positive employee
experience that emphasizes a well-rounded and balanced work life. However, your
employee value proposition (EVP) is a good place to start.
Gartner expects 75% of companies to have an EVP tailored for attracting and
retaining technology talent across geographical borders by 2023.
When applied properly, the EVP addresses employees' personal needs and elicits
an emotional response to the set of attributes people perceive as the value they
gain in their life from working at the organization. This leads to deeper
connections between the employer and employee, flexibility in how people work,
and increased personal growth and well-being. It also enables the employee to
embrace the organization’s shared.
Download eBook: The Top 3 Strategic Priorities for I&O Leaders
Employees in organizations that offer these types of growth opportunities are
more likely to stay and perform better, so consider encouraging your teams to:
* Learn skills such as cloud operations, automation and agile tooling that will
be useful in the employee’s current job
* Gain exposure to things like edge computing and site reliability engineering
(SRE) that will make them more employable outside the organization
* Pursue personal interests (such as volunteering) or nontraditional (i.e., in
the business) career paths
IT TAKES A VILLAGE: PARTNER WITH PEERS TO ATTRACT AND RETAIN TALENT
The nature of today’s I&O work is no longer siloed, based exclusively on
technical domains. The use of hybrid, product and fusion teams has demonstrated
real value that has been recognized both inside and outside of IT. To support
this cross-organization work style, I&O professionals are required to expand the
nature of their work and expertise across the organization.
Collaborating with other departments will enable you to recognize and balance
diversity of need among groups, teams and employees, and adjust accordingly.
This way, you can collectively create EVPs that resonate with hybrid teams and
employees alike, allowing teams to work harmoniously, as required by hybrid
work.
Read More: The Top 6 Trends Impacting Infrastructure and Operations for 2022
Associated actions can include I&O, application development and security leaders
meeting quarterly to share personnel and management principles, and
cross-pollinating team members from outside groups to gather external
perspectives on team dynamics and culture.
The HR department is also an important partner, and you can work with them to
codify things like:
* Expanding hiring criteria to include skills adjacencies. For example, for
in-demand skills like infrastructure as code (IaC), look for candidates who
possess not only the desired skill but also adjacent skills such as
continuous delivery (e.g., CI/CD or DevOps) or containerization (e.g.,
Kubernetes or Docker).
* Being flexible on salaries for I&O associates who relocate to lower-cost
geographies.
* Having more empathetic conversations with employees regarding their mental
and emotional well-being, especially with those responsible for supporting
mission-critical systems and infrastructure.
EXPERIENCE INFORMATION TECHNOLOGY CONFERENCES
Join your peers for the unveiling of the latest insights at Gartner conferences.
View Conferences
Recommended resources for Gartner clients*:
Recommendations for the I&O Leader’s Most Immediate Challenge: Attracting and
Retaining Talent
Infographic: Bridge 3 I&O Talent Gaps With Key Competencies
Benchmark Your I&O Talent Plans With These 4 Job Market Insights
*Note that some documents may not be available to all Gartner clients.
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TOP 3 STRATEGIC PRIORITIES FOR INFRASTRUCTURE AND OPERATIONS
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IGNITION GUIDE TO CREATING A WORKFORCE DEVELOPMENT PLAN FOR I&O
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