Employee Engagement and Experience for Information Technology and Software
Communication, recognition and the conditions people actually work in.
What this looks like in information technology and software
The parts of employee engagement and experience that are specific to this sector, rather than general.
Engagement in Knowledge Work
Where the best people have options and know it.
What this coversHide
Engagement in Knowledge Work
Where the best people have options and know it.
What this coversHideEngagement in software has a specific shape: people leave for interesting work and poor managers, and rarely cite either in an exit interview.
- Manager capability, which predicts attrition more than any other factor
- Clarity about what the work is for, not just what it is
- Technical progression that does not require becoming a manager
- Meeting load and interruption protection as a real engagement issue
- Visible decision-making rather than decisions appearing fully formed
- Learning time that survives delivery pressure
- Remote and hybrid arrangements stated rather than negotiated case by case
Interruption protection is under-recognised. Engineers consistently report fragmentation as a primary frustration, and it rarely appears in engagement surveys because no standard template asks about it.
The general method — what employee engagement and experience covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the employee engagement and culture page. What is above is the part that differs for information technology and software.
Other HR topics for information technology and software
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for information technology and software, or another industry.