The expert named the main factors for retaining IT specialists in the company.

Salary remains a weighty argument when choosing an employer, but in the IT industry it has long ceased to be a decisive criterion. Anna Bekish, Director of Compensation and Benefits at T1 IT Holding, told Izvestia on April 2 about what really keeps specialists in the company.

According to her, first of all, it is important for an employee to understand what he is working for. When a person sees the goals of the company and his department, knows why a particular task is set and what role he plays in the overall strategy, his involvement increases. Without this, even a promising and interesting project risks becoming a mechanical routine.

"The second most important factor is the ability to solve non—trivial tasks. Similar operations and process support quickly get boring, and often specialists leave for competitors precisely for the sake of new projects, and not at all because of salary increases. Career tracks that allow you to grow from a novice developer to a senior engineer also play an important role here," the expert noted.

Special attention should be paid to the corporate culture, added Bekish. If the values of the company are close to the employee, he gets a sense of belonging to the common cause. In such an environment, people are less likely to think about changing jobs, and their productivity increases markedly. The atmosphere built on trust and open dialogue also attracts external candidates: the employer's reputation in the IT community spreads quickly.

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How will this affect salaries and who else are companies willing to compete for?

Speaking about non-standard motivational approaches, the specialist gave several examples. The first is internal rotation between projects, roles, and even departments, which allows an employee to work in new areas and fields of activity. The second is joint corporate events and children's days in the office. Such events bring colleagues closer together and help to combine family life with work.

"The days of silence proved to be good, when an employee is not invited to meetings and video calls so that he can concentrate. Separately, the speaker highlighted internal entrepreneurship programs where everyone can propose a business idea, get management support and become a co—founder of a new project," said Bekish.

Microshifting, a format in which the working day is divided into short periods of 45-90 minutes with breaks for personal matters, sports or recreation, is also gaining popularity. This approach allows you to focus on the task as much as possible in the allotted time and reduces the risk of burnout.

At the same time, the expert emphasized that recognition of merit is one of the most underestimated retention tools. When the manager explains exactly what he is thanking for, the employee feels a sense of his own contribution to the overall result. Together with him, initiative and the desire to stay in the team increase.

"When a manager doesn't just say "thank you," but gives detailed feedback, it changes attitudes and builds long—term loyalty," Bekish concluded.

On January 20, Lidiya Inshina, a clinical psychologist, specialist in manipulation and extreme communication, told how to deal with stress during work. She noted that one small object on the desktop is enough to remind you of your goals or life. It serves as a visual trigger that helps you quickly get out of a state of anxiety and restore inner balance.

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