Prem Anand Velumani, Associate Director, Strategic Growth (MEA) at Zoho, emphasises the critical role of company culture in attracting and retaining top IT talent. He highlights how fostering an inclusive, innovative environment with opportunities for growth and exploration can drive employee loyalty and satisfaction, ensuring long-term success in a competitive job market
What strategies can companies implement to attract top IT talent in a competitive job market?
While offering competitive salaries is undoubtedly important for attracting talent, we’ve learned that there will always be companies with deeper pockets, and financial incentives alone are rarely the key to retaining employees. This is where company culture becomes crucial. Employees are more likely to stay when they feel connected to a larger purpose and mission.
At Zoho, we’ve built a culture that empowers employees to explore their strengths—even if that means transitioning between different business functions—provides opportunities for growth and innovation, and encourages experimentation without fear of failure. This approach has been instrumental in keeping our attrition rate in the single digits, one of the lowest in the industry.
How does workplace culture influence the retention of IT professionals?
A positive, inclusive, and innovation-driven culture fosters loyalty and long-term commitment among IT professionals. Organizations that prioritise employee well-being, encourage learning, and avoid unnecessary bureaucracy create an environment where employees thrive. At Zoho, we have created a culture of building core capabilities through R&D efforts, which often take decades to bear fruits.
We have over 100 people who have been with the company for over 20 years and over a 1000 people who have been with the company for 10+ years. Many people who wrote codes for some of our earlier products are still with the company, working on different projects, and their cumulative experience helps us keep innovating.
What role does offering professional development and training opportunities play in retaining IT talent?
Continuous learning, certifications, and career growth opportunities keep IT employees engaged and motivated. Encouraging employees to experiment, take ownership of projects, and contribute to meaningful work enhances their satisfaction and career longevity.
How can organisations ensure a good work-life balance for IT employees to reduce burnout?
Implementing flexible schedules, reasonable workloads, and mental health support reduces burnout and improves retention. Providing a distraction-free work environment, promoting mindful breaks, and encouraging time for personal growth helps IT professionals stay productive and happy.
Another factor that contributes to workplace stress is long commutes and being away from family and friends, which happens because most of the talent migrates away from their home to metros in search of job opportunities. Organisations that are choosing to open offices in smaller towns, tapping into the local talent, will see stronger retention; it would also benefit the local communities by preventing the talent from leaving causing an effect akin to top-soil erosion.
What impact does competitive compensation and benefits have on attracting skilled IT workers?
Beyond monetary compensation, offering long-term financial security, positive work environment, and a culture that rewards good work, and gives freedom to innovate and experiment, are more important for talent retention.
How can businesses leverage remote and hybrid work models to attract IT professionals?
Collaboration tools have helped in asynchronous communication, essential for a geographically distributed workforce. Every business and industry has their own unique needs, and different work models are suitable for different scenarios. Offering remote and hybrid options enhances work-life balance and attracts IT professionals seeking flexibility.
What are the common challenges organizations face in retaining IT talent, and how can they address them?
High turnover, burnout, and lack of growth can be tackled with strong leadership, engagement programs, and career progression plans. A company that invests in its employees’ well-being, promotes from within, and discourages short-term hiring practices fosters long-term loyalty.
How does fostering diversity and inclusion impact the appeal of an IT workplace?
A diverse and inclusive IT workplace attracts top talent, fosters innovation, and enhances team collaboration. Encouraging merit-based hiring, supporting local talent, and creating a culture of mutual respect leads to a strong and motivated workforce.
What role does leadership play in motivating and retaining IT professionals?
Supportive and transparent leadership boosts morale, trust, and employee satisfaction in IT teams. Leaders who prioritize employee well-being, minimize micromanagement, and focus on long-term sustainability create an environment where professionals want to stay.
How can feedback and employee engagement initiatives improve retention rates in the IT sector?
Regular feedback, recognition programs, and open communication strengthen employee loyalty and reduce turnover. A company that actively listens to employees, values their contributions, and promotes a sense of purpose fosters a workplace where IT professionals feel valued and motivated.
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