28. May 2025.
High turnover is shaking up the tech world. Learn how IT companies can respond with meaningful benefits, flexibility, and honest communication.
Last updated
28. May 2025.
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?
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.
When companies prioritize these areas, they create trust. And trust is what helps teams stay strong over time.
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?
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.
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.
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.
If your software is critical to revenue, operations, or customer experience, choosing a partner is not a question of “who is cheaper,” but “who takes responsibility once it goes into production.”
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