According to PWC’s Global Workforce Hope and Fears Survey 2024 more employees say they are likely to change employer in the coming year than during the ‘great resignation’ of 2022.

In addition, HR Executive report that the tech industry experiences some of the highest employee turnover rates across all sectors. So how can you improve retention and keep your top tech talent engaged?

This guide covers the key areas your business should focus on:

1. Flexible & Hybrid Working
According to FlexJobs’ State of the Workforce Report, 81% of workers ranked remote work as the most important factor in a job. This now outranks salary at (77%), highlighting a fundamental shift in employee priorities, with flexibility no longer being seen as just a perk but an expectation.

If your company isn’t offering at least some level of flexibility, you risk losing valuable talent to businesses that do. To stay competitive and attract top professionals, consider implementing these flexible working strategies:

Offer Remote or Hybrid Options – Provide employees with the ability to work remotely, either full-time or in a hybrid capacity, to improve work-life balance.
Emphasise Outcome-Based Performance – Shift the focus from hours worked to results achieved, allowing employees to work at times when they’re most productive.
Provide Flexible Hours – Introduce core working hours with flexibility outside of them, enabling employees to better manage personal commitments.
Leverage Technology – Utilise collaboration tools like Slack, Zoom, and project management platforms to maintain productivity and connectivity across teams.
Create a Supportive Culture – Ensure leaders champion flexible working and foster an inclusive environment where employees feel trusted and empowered.

By prioritising flexibility, you’ll enhance employee satisfaction, reduce turnover, and make your business a more attractive proposition to top talent.

2. Competitive Salary & Regular Pay Reviews
While flexible working has overtaken salary as the top priority for many employees, pay remains a key driver of job changes.

A recent survey conducted by Empresaria found that 73% of responders ranked salary as the main factor when deciding to join a new organisation.

This is especially true in tech, where skill shortages push salaries higher. Without regular pay reviews, your employees may be tempted by external offers—especially when a job move typically brings a 10-15% salary increase.

Losing a skilled employee can be far more expensive than retaining them. The impact of lost productivity, recruitment fees, and knowledge gaps often outweighs the cost of regular salary adjustments.

Investing in competitive pay now could save you significantly in the long run.

3. Career Development & Continuous Learning
In the fast-moving world of tech, employees must continuously upskill to stay competitive. If your company doesn’t offer learning opportunities and clear career growth paths, employees will move to one that does.

This is especially true for younger workers. A recent study by Robert Walters found that 91% of Millennial professionals rank career progression as a top priority when considering a new job.

To foster a culture of continuous learning and career development, consider:

Dedicated learning time – Set aside hours for structured upskilling, like “Learning Fridays.”
Professional development support – Fund certifications, conference attendance, or online course reimbursements.
Hands-on learning – Organise internal hackathons, R&D projects, or innovation challenges.
Exploration of new technologies – Encourage developers to experiment with emerging tools in real projects.
Career development plans – Help employees assess their skills, strengths, and aspirations against defined goals and growth strategies.

By making career development a priority, you don’t just future-proof your workforce—you boost retention, engagement, and drive innovation. A skilled and motivated team is your biggest competitive advantage.

4. Employee Recognition & Appreciation
Employees who feel valued and appreciated are far more likely to stay with their company. Recognition isn’t just a nice-to-have—it’s a strategic tool for retention.

A Gallup study found that workplace recognition boosts motivation, reinforces company culture, and enhances loyalty, all of which contribute to higher employee retention. Despite this, many companies overlook its impact, leading to disengagement and higher turnover.

Why Recognition Matters:

Boosts engagement – Employees who receive frequent recognition are more invested in their work and team.
Improves retention – Feeling valued strengthens loyalty, reducing the risk of employees looking elsewhere.
Enhances performance – A culture of appreciation encourages higher productivity and innovation.
Strengthens company culture – Recognition reinforces positive behaviours and core values, creating a supportive work environment.

How to Build a Culture of Appreciation:

Peer-to-peer recognition – Encourage teams to celebrate each other’s achievements through shoutouts or rewards.
Manager-led appreciation – Train leaders to offer timely and meaningful recognition beyond just annual reviews.
Tangible rewards – Bonuses, gift cards, and extra time off can reinforce verbal praise.
Personalised recognition – Tailor appreciation to individual preferences, whether public acknowledgment or a private thank-you.

By prioritising employee recognition, businesses foster a motivated, engaged, and loyal workforce, ultimately driving long-term success.

5. Work-Life Balance & Well-Being
New research from Deloitte reveals that poor mental health costs UK employers £51 billion per year, with 63% of employees reporting at least one symptom of burnout—up from 51% in 2021.

Burnout is a key driver of turnover, with employees who feel overworked and unsupported in their well-being are far more likely to leave.

How to Support Work-Life Balance & Well-Being:

Encourage reasonable workloads – Regularly assess workloads to prevent burnout and redistribute tasks when necessary.
Promote mental health support – Offer access to Employee Assistance Programs (EAPs), wellness stipends, or meditation apps.
Respect boundaries – Encourage employees to disconnect outside work hours and model this behaviour at the leadership level.
Implement flexible schedules – Beyond hybrid working, offering compressed workweeks or asynchronous hours can help employees manage personal responsibilities.
Offer wellness perks – Gym memberships, mental health days, or wellness challenges create a healthier, happier workforce.

To support employees, businesses should manage workloads effectively, provide mental health resources, and encourage clear work-life boundaries. Flexible schedules, such as compressed workweeks or asynchronous hours, can help employees balance personal and professional responsibilities. Additionally, wellness perks like gym memberships and mental health days contribute to a healthier, more engaged workforce.

Final Thoughts
Retaining top tech talent requires more than just offering competitive salaries—it’s about creating an environment where employees feel valued, supported, and empowered to grow. By prioritising flexibility, fair compensation, career development, recognition, well-being, and clear advancement opportunities, you’ll build a culture where employees are engaged and committed for the long term.

In today’s highly competitive tech market, businesses that invest in their people will stand out—not just as great places to work, but as employers of choice for the industry’s best talent.

If you’re looking for expert support in attracting and retaining top tech professionals, Avanti Recruitment can help.

Get in touch with our team to discuss how we can connect you with the right talent for your business.