2023-12-22 01:53:43
Drawing up productivity strategies without neglecting the performance and commitment of employees in order to retain talent is another of the tasks, even concerns, that an IT leader has.
In this phase it is not only about measuring the results and the achievement of objectives, we must also try to have an environment suitable for the constant development of the skills of the team members.
The estimated cost of employee separation and turnover ranges from $228 million to $355 million for a mid-sized Standard & Poor’s 500 company. according to McKinsey.
In the seventh season of the IT Masters Update podcast from Netmedia—publishing house of this publication—five leaders from the technological areas shared their recommendations for developing successful teams through the IT Masters Insight section.
1. People, the decisive element of success or failure
Carlos Ivan Garcia, CIO of Envases Universales, highlighted the importance of people regardless of the team to which they belong. Given that among those who make up the project teams, the users who will adopt the proposed system or those who are hired for the implementation, there will be the promoters and detractors of the initiatives.
“At least to this day, the one who designs, programs, implements and operates the systems is still the human being,” which is why he suggested always monitoring the mood of the collaborators, approaching them to learn more about their concerns and their needs. fears, knowing what challenges they are facing.
He highlighted the importance of investing time in people to be all on the right page and thus ensure that technological projects are successful.
2. Promote diversity and inclusion
Karla Fernandez ChaveroIT director for Americas Chapters, OCIO and HUB at Danone, believes that diverse teams tend to be more creative, innovative and effective in solving problems because inclusion is the key to unlocking the potential of all collaborators regardless of their gender. , race, sexual orientation, ethnic origin or any other characteristic.
Inclusion allows us to access diverse talent, global perspectives and more equitable and sustainable solutions.
3. Promote the commitment of IT teams
Carlos Rodriguez, leader of Transformation and Processes at Deacero, said that constant rotation in teams and consulting groups increasingly affects projects and operations. Sometimes you have to rethink your time and scope.
To keep them united and motivated, Rodríguez suggested involving teams in projects that help them develop new skills, both soft and hard, so that they grow professionally and create a feeling of belonging.
4. Use different methodologies
Gabriel OlguinCIO of PPG Industries, recommended a couple of methodologies that have helped his IT teams become responsible and self-directed in pursuit of achieving business objectives.
The first is The Must-Win Battle. Here people are divided into two teams; They ask the first to think about a wonderful future and the second to think about a disastrous future. Then they meet, share their results to define what they would have to do from different perspectives to have the desired future.
The second methodology is called The Mission Leadership. In this they have to develop different missions, considering both IT scenarios and different areas to achieve the company’s objectives.
5. Promote the development of high-performance teams
Jose Luis Cisneros, CISO and global deputy director of Infrastructure at Deacero, believes that aligning people with the strategy helps develop high-performance teams. Encouraging soft skills, such as trust, underpins the commitment and responsibility of executives, factors that represent a competitive advantage to sustainably accelerate business results and people development at the same time.
Talent retention occupies a part of the daily lives of IT leaders, who we thank for sharing opinions and strategies with us every week in the IT Masters Update.
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