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How can you develop and retain IT operations talent in a dynamic market?

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IT operations management (ITOM) is the process of planning, organizing, and controlling the delivery of IT services and infrastructure. It is a critical function that supports the business objectives and ensures the availability, performance, and security of IT systems. However, ITOM faces many challenges in a dynamic market, such as rapid technological changes, evolving customer expectations, and fierce competition for talent. How can you develop and retain IT operations talent in a dynamic market? Here are some tips to help you.

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CA Raunak Dhoot

Associate Director specializing in Power & Energy, Media, Technology, EV Business, Manufacturing Sector Consulting
David Olumide Babalola

Change Manager @ The Scottish Government | IT Change Management
Fernando Cruz

IT Governance Manager

1 Identify your ITOM needs and goals

Before you can recruit, train, and retain IT operations talent, you need to have a clear vision of what your ITOM needs and goals are. What are the current and future demands of your IT services and infrastructure? What are the skills, competencies, and roles required to meet those demands? How do you measure and evaluate your ITOM performance and outcomes? By defining your ITOM needs and goals, you can align your talent strategy with your business strategy and create a roadmap for your ITOM workforce development.

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Mohammed Zubair

Ex MIS Manager of ZFP
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One way to develop and retain IT operations talent in a dynamic market is by offering continuous learning opportunities and career growth paths. Providing training programs, mentorship, and challenging projects can help keep employees engaged and motivated. Additionally, offering competitive compensation and benefits can help attract and retain top talent.

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2 Attract and hire the right ITOM talent

Once you have identified your ITOM needs and goals, you need to attract and hire the right ITOM talent. This means you need to have a strong employer brand, a competitive compensation and benefits package, and a streamlined and transparent hiring process. You also need to look for candidates who have not only the technical skills and experience, but also the soft skills and cultural fit for your ITOM team. You can use various channels and methods to source and screen ITOM talent, such as referrals, social media, online platforms, assessments, and interviews.

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3 Train and upskill your ITOM talent

After you have hired the right ITOM talent, you need to train and upskill them to ensure they can deliver high-quality ITOM services and adapt to changing ITOM needs and goals. You can provide your ITOM talent with various learning and development opportunities, such as onboarding programs, mentoring, coaching, feedback, certifications, courses, webinars, workshops, and conferences. You can also encourage your ITOM talent to pursue self-directed learning and cross-functional collaboration to enhance their ITOM knowledge and skills.

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Fernando Cruz

IT Governance Manager
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According to a 2022 Gartner survey, Globally, only 29.1% of the world's IT workers intend to stay in their current jobs. Another survey shows that few companies are concerned with the continuous formation of teams, with the retention of professionals only seeking financial compensation. I believe that one of the differentiators for retaining professionals is a structured professional development plan, which uses data to plan a career vision. Many see it as a taboo, afraid of investing time and money and ultimately losing the professional to a competitor. However, I see the relevance of developing hard and soft skills and a great difference in retaining the best professionals.

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4 Engage and motivate your ITOM talent

To retain your ITOM talent, you need to engage and motivate them to stay loyal and committed to your ITOM team and organization. You can do this by creating a positive and supportive ITOM culture, where your ITOM talent feel valued, respected, and empowered. You can also offer your ITOM talent recognition, rewards, incentives, and career growth opportunities to acknowledge their ITOM contributions and achievements and inspire them to pursue their ITOM aspirations. Additionally, you can foster your ITOM talent's well-being, work-life balance, and satisfaction by providing them with flexible work arrangements, feedback, support, and resources.

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5 Innovate and improve your ITOM practices

Finally, you need to innovate and improve your ITOM practices to keep up with the dynamic market and enhance your ITOM performance and outcomes. You can do this by adopting agile, lean, and DevOps methodologies, tools, and frameworks to streamline your ITOM processes, increase your ITOM efficiency and effectiveness, and deliver value to your ITOM customers and stakeholders. You can also leverage emerging technologies, such as cloud, artificial intelligence, automation, and analytics, to optimize your ITOM services and infrastructure and create competitive advantages for your ITOM team and organization.

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CA Raunak Dhoot

Associate Director specializing in Power & Energy, Media, Technology, EV Business, Manufacturing Sector Consulting
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AI-Powered Automation: AI and machine learning are revolutionizing ITOM by automating routine tasks, predicting issues before they occur, and optimizing resource allocation. Hybrid Cloud Management: Advanced ITOM solutions offer unified management, monitoring, and optimization across on-premises and cloud resources. Zero Trust Security: Incorporating Zero Trust principles. This approach ensures continuous verification of all users and devices, enhancing overall security posture. Data Analytics for Performance Optimization: Leveraging big data analytics, ITOM practices are gaining insights into system performance and cost reduction.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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David Olumide Babalola

Change Manager @ The Scottish Government | IT Change Management
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The level of empowerment given to an ITOM plays a significant role in their ability to deliver on the role. Beyond the expertise, experience, skills and persona of the ITOM, other stakeholder roles within the organization must be able to identify the ITOM as a significant role within the organization. As long as the right talent has been hired for the job, they should have the ability to take relevant decisions touching on vendor management, Business Relationship Management, Change, as well as IT personnel decisions. The appropriate support from management underscores the relevance of the role and contributes a measure of validity to the decisions and requests from the ITOM.

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How can you develop and retain IT operations talent in a dynamic market?

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3

4

5

6

1 Identify your ITOM needs and goals

2 Attract and hire the right ITOM talent

3 Train and upskill your ITOM talent

4 Engage and motivate your ITOM talent

5 Innovate and improve your ITOM practices

6 Here’s what else to consider

IT Operations Management

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How can you develop and retain IT operations talent in a dynamic market?

1

2

3

4

5

6

1 Identify your ITOM needs and goals

2 Attract and hire the right ITOM talent

3 Train and upskill your ITOM talent

4 Engage and motivate your ITOM talent

5 Innovate and improve your ITOM practices

6 Here’s what else to consider

IT Operations Management

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