If you want to remain competitive in today’s data-driven landscape, holding onto top talent is essential.
But with exciting new data opportunities constantly emerging, reducing turnover is tougher than ever.
While competitive salaries and benefits are attractive, the best way to improve retention is to focus on fostering a positive and engaging work environment.
One where data professionals feel empowered to pursue their own aspirations, and excited to support the company’s success.
In short, to build a team data professionals want to be a part of.
If you want to cultivate a workplace where data professionals feel valued, motivated, and able to thrive, here are 5 key principles to follow.
1. Take them on the journey
One of the best ways to strengthen your company culture and build a team that’s with you for the long run is to invite them on the journey with you.
Take the time up front to clearly articulate your team’s vision, overarching goals, and the “why” behind the work.
Data professionals are passionate people. They want to feel connected to an opportunity that allows them to make a wider impact.
So invest the time in sharing your vision with them – starting from the interview stage, and continuing throughout the various phases of progression.
When you take your team on the journey with you, and infuse every interaction with genuine enthusiasm, your hiring process goes beyond just filling a role, and becomes an invitation to be part of something.
And that’s a much more attractive opportunity.
2. Be transparent
Data experts are detail-oriented and astute. So they appreciate a straight answer far more than a “politician’s answer” – even if it’s bad news.
Say for example your data team is delivering to the high standards you set for them, but the wider company still isn’t hitting the right commercial targets. A change in approach is therefore required to achieve the right outcome for the business.
By being transparent here, you can let your data people know that this change is not down to them or the quality of their work, which is much better for morale.
Being vague or evasive will only create frustration and erode trust. So if you want to keep your data team engaged, committed, and less likely to jump ship when things get tough, treat them like adults and give it to them straight.
3. Be human
Data might be driven by numbers, but the engine is powered by people.
Building genuine personal connections and cultivating relationships within your data team is key to keeping retention up, and turnover down.
So take the time to get to know your data team on a personal level, and offer support when they face challenges – both personally and professionally.
This isn’t about compromising on professionalism, but more creating a culture of openness and approachability. One where team members feel comfortable sharing ideas, asking questions, and learning from each other.
When data colleagues form strong bonds, they are more likely to support each other through intense periods, react positively when their peers are promoted, and go the extra mile when it’s needed most.
And that all starts with fostering a culture of openness within the team – a data team that feels valued and connected is a team that thrives.
4. Celebrate success often
Data teams also thrive on feelings of accomplishment, and shared celebration.
Sadly, their successes can be easily overlooked by the wider organisation.
Firstly, the technical nature of their job often means their biggest wins are just as hard to articulate as they are to achieve.
Second, their work happens “behind the scenes”, making it innately less visible than the customer-facing aspects of the solution being delivered.
This is why celebrating those ‘building block’ wins within your data team is so important. It helps everyone feel acknowledged, keeps morale high, and reinforces the “we’re in this together” mentality.
Create a culture that celebrates success throughout the journey, and you tap into a powerful motivator – the desire to learn, grow, and achieve together.
This keeps your data team engaged and enthusiastic about tackling the next challenge, rather than waiting for a reason to leave.
5. Tailor development plans to individuals
The traditional career ladder doesn’t always fit the diverse aspirations of data professionals.
They often have very individual goals – and they crave opportunities to grow towards them.
But the beauty of data is that career paths can be as unique and varied as the individuals themselves.
While some may want to move “up” into a data leadership role, others may prefer to specialise in a specific technical area, or even transition from a technical role into something delivery-focused.
Empowering team members to chart their own course gives them a sense of ownership of their own professional development.
Ultimately, supporting personalised growth benefits everyone.
Your data experts feel more invested in their own trajectory, which boosts employee engagement, job satisfaction, and retention.
And in turn, your data team becomes a powerhouse of diverse skills and expertise, well-equipped to handle the ever-evolving data landscape.
Want help putting these hiring principles into practice?
Contact our team today for an initial consultation, or follow us on LinkedIn for more insights into data hiring.