Retaining IT Talent: How to Reduce Employee Turnover

Employee turnover in the IT industry is nothing new. But recent numbers are raising concerns. According to a 2024 report by Osiguranik, nearly 40% of IT professionals in Serbia are planning to switch jobs within the next year.

In a market where skilled tech workers are already in short supply, this is more than just a trend. It’s a serious challenge for companies. Why are people leaving, and what can be done to keep them?

1. Perks vs. Real Value: Is a Ping Pong Table Still Enough?

Today’s IT professionals are looking for meaningful benefits, not surface-level perks. A ping pong table in the break room, bean bags, or the occasional team retreat no longer have the same impact.

What really matters includes:

• Flexible working hours and remote work options

• Mental health support and well-being programs

• Opportunities for learning and career advancement

• Clear and open communication about salaries and promotions

When companies prioritize these areas, they create trust. And trust is what helps teams stay strong over time.

2. Remote and Hybrid Work: Flexibility Is Now Expected

Remote work is no longer seen as a nice bonus. For many, it has become a basic requirement. Employees who are used to the flexibility of working from home are not willing to give it up. Some even say they would quit if remote work were no longer an option.

Hybrid models, where people combine office and remote work, are becoming a popular solution. What matters most is giving employees the ability to choose what works best for them.

You can read more about this in our blog: Remote Work in Serbia: Can IT Companies Keep Up with Employee Demands?

3. Well-Being and a Sense of Belonging Are Essential

More than 60% of IT workers say their productivity has dropped due to mental health struggles. This shows how important it is for companies to support well-being in a real and practical way.

That support might include:

• Access to mental health resources

• Encouraging breaks that are actually taken

• Creating a culture where employees feel safe saying they need time

When people feel cared for and understood, they are more likely to stay loyal and motivated.

4. Transparency Helps People Stay

Lack of clarity around promotions, salaries, or responsibilities can quickly lead to frustration. When employees don’t know what to expect or how they can grow, they start looking elsewhere.

Companies that provide open and honest communication about pay structures, career paths, and role expectations build a culture of trust. That kind of clarity gives people reasons to stay.

Conclusion: People Leave When They Stop Seeing a Reason to Stay

The goal is not just to reduce resignations. It’s about creating a workplace that people want to be part of. Companies that listen to their teams, adapt to their needs, and communicate with transparency don’t just retain employees, they earn their loyalty.

Employee satisfaction doesn’t happen by accident. It’s the result of long-term commitment and genuine care.