Retain your Data Engineers, the unsung heroes of Data Science
Jamie Little
Helping Data & AI Leaders Hire Smarter: Executive Search & Fractional TA Solutions
Have you ever experienced a significant loss from your team?
A high performer is headhunted because they’re that good at their job, they’re in demand, and your competition hired a highly skilled Headhunter to woo them with an attractive offer to advance their career and make a big impact.
The loss of a good employee puts a leader’s ability to retain top people under the spotlight.
It increases the flight risk of other people in the team – their teammate they looked up to and learned from has just resigned for a great opportunity they couldn’t refuse. Who will be their unofficial mentor now? Who will pick up the slack and increased workload? I wonder if I could advance my career too.
This creates heavy pressure for any leader, and they need to replace the person as quickly as possible while keeping morale in the team high and meeting deadlines. Not to mention the two vacancies you need to fill to meet your hiring goals.
It’s easier and more cost effective to retain good employees than to replace them.
Waiting for them to resign before making things right is a bad idea. If it gets to the stage when you need to make a counteroffer, it’s usually too late.
One piece of the retention puzzle is recognition.
Often Data Engineers aren’t given the recognition they deserve. Data Scientists are on the main stage. They take well-deserved credit, which is often highlighted. However, behind the scenes, a Data Engineer is creating complex data pipelines which empower Data Science. Without recognition, a good Data Engineer can feel like they’re not making such an impact, which is one of the reasons they may look at other opportunities. Data Scientists, on the other hand, will look at other opportunities if there’s inadequate support from a good Data Engineer, which is why it’s so important to recognise accomplishments and retain talent.
Have you shown your Data Engineers the appreciation they deserve recently?
Now, let’s focus on the other two vacancies in your team.
Jamie Little – The Big Data Recruiter – Recruiting first-class data talent in Europe.
00441908 88 88 83 | [email protected]
Director, Business Relationship Mgmt and Digital Solutions at B. Braun Medical Inc. (US)
5 年Appreciation and Recognition trumps money. Ensure your team members know how valued they are.?
So important to think about retention continuously.? As a manager I tried hard to understand how people wanted to be recognized.? Some prefer private, some public, some never want the spotlight at all and a simple thanks is what they desire, many of my highest performers wanted a path to their next role and me to help them get there.? Take the time to learn this from your team and you will do not only retain people for your team but for you organization too.? Unless of course, that recruiter woos them away with 10 out of 10 on their desires and you are constrained to only 8 out of 10.??
Executive Recruiter / Hispanic Advertising Recruiter / Multicultural Advertising Recruiter/ Executive Coaching / Diversity Recruiter / Principal
5 年Recognition is a Must to keep your talent feeling appreciated. Show them you value what they are bringing to the table. It's not always about money. A lunch, a public thank you, a card, a gift that shows you know what they value and enjoy... these things go a long way.
Helping Recruiters + Search Firm Owners Recession-Proof Their Agencies | Want A Complete Build-Out Of Your Sales & Marketing System in 30-Days, With A Guaranteed ROI? => realdsp.me/build
5 年Its not just about $$$...recognition goes a long way