In today’s fast-paced world of constant change, the ability to think quickly on your feet and adapt to changing circumstances separates the winners from the losers in many cases. And nowhere is that more apparent than in the high-tech world, where software releases can be the difference between life and death – or at least success and failure. Software development companies rely on early-stage talent to get these new products into the hands of consumers as quickly as possible – but early-stage talent often feels neglected by their employers, particularly when it comes to their professional advancement opportunities.
There has been plenty of buzz about attrition at almost 25% annually meaning millions switching jobs in technology companies. Also, Wipro sacked its 300 employees. Happiest Minds, a leading IT Company also fired a few of its employees due to moonlighting. But what is the root cause of this heightened churn apart from the market high during 2021? According to sources, only 20-30% of early-stage employees are engaged with the company and are still active with the company after 6-12 months. What is the reason behind such a high attrition rate? Why aren’t they committing more than that? Why large digital workforce organizations are not going in enough to understand the needs of entry-level talent. And are there ways to increase their engagement? This article will attempt to shed some light on it by analyzing the top reasons that prevent early-stage talents from achieving their full potential. It will also propose ways to help them overcome those obstacles and perform better on the job to help organizations make more value out of early-stage talents and grow faster in the market.
This article explains why early-stage talent in tech organizations contributes only 20-30% and what can be done to improve the situation.
The definition of early-stage talent
Early-stage talent is any individual in the initial stage (0-3 years) of their career. In other words, early-stage talent is individuals who are just finishing college or just starting their career. These individuals have a lot of potentials, but they need mentorship and opportunities for growth. They want to be challenged; they want to work on cool projects that are not something they could do on their own. They want help understanding the bigger picture when it comes to the organization’s mission and vision. Organizations that recognize this will benefit from them as time goes on – both from their skill set and from the relationships that can be built with these individuals as mentors/guides.
The Reason behind the Early -stage behind early stage talent contributes less to tech Organizations
The problem with early-stage talent in tech organizations is that they contribute only 20-30%. That number is shockingly low and it needs to change. Let’s find out the reason behind the current state of affairs.
Assembly line Deployment during Project Assignment
The process of assigning projects to early-stage talent in tech organizations is often referred to as an assembly line deployment. This involves taking a large number of employees with the same skills and experience and assigning them to a project that requires those same skills.
This approach has a number of advantages. It helps to maintain consistent quality of work and reduces the need for additional training and onboarding. However, it can also lead to burnout and low engagement among employees.
When a team is assigned a project, it can be difficult for them to see the big picture of the project. As a result, they may focus on individual tasks instead of the larger objectives of the project. This can lead to employees becoming disengaged or frustrated with their work and leads to low productivity.
It’s also important to note that early-stage talent in tech organizations are often asked to learn new skills and technologies quickly, which can be challenging if they don’t have the necessary support. Without a supportive environment and resources, these employees may struggle to stay motivated and may not contribute to their fullest potential.
Therefore, it’s important for tech organizations to think carefully about how they assign projects to early-stage talent. By providing more personalized training and support, companies can help employees become more engaged and productive. Additionally, allowing employees to take ownership of their projects can increase their motivation and help them achieve more significant results.
Factory Model of Hiring in Tech Orgs
When it comes to hiring and recruiting new talent, tech organizations often follow a factory model. This model is based on the idea that if you hire large numbers of people from a wide variety of backgrounds, some of them will be successful in their roles. However, this approach tends to overlook the fact that many of these early-stage hires may not actually contribute much or at all to the organization.
The reason for this is that when you hire large amounts of people with limited experience or expertise, you can expect that only a small percentage of them will perform well and contribute to the overall success of the organization. Many tech companies focus too heavily on quantity