Great Place to Work in ICT

How does an IT company create a workplace culture that makes it a great place to work?

Tim Kollmeier: Working in the IT sector is very demanding due to constantly changing projects, time pressure and frequent travel. Experience has shown that employees cope better with these demands when there is a strong sense of togetherness.

Every IT employer should strive to create a friendly, collegial environment and also act as a role model themselves. This ranges from an exchange with employees that is characterized by trust, honesty and openness, to regular company and team meetings and joint celebrations with family members.

What makes for successful HR work?

Thomas Herbst: The most important pillars include needs-based further training opportunities in order to keep pace with the extremely short innovation cycles in IT. Regular internal knowledge transfer should also be on the agenda of every IT service provider, as this has advantages for both sides.

While employers with more highly qualified employees improve their performance and competitiveness, employees are given the opportunity to climb the career ladder more quickly.

Kollmeier: The further development of employees is a second important HR topic: employers should define clear development paths for both management and specialist careers and specifically evaluate which employee is suitable for which career path.

In addition, performance-related remuneration is of central importance. At Apsolut, a variable salary component has proven its worth for employees below partner level, which is based solely on individual performance and not on the achievement of general company targets.

As we don't pay out this portion all at once at the end of the year, but monthly in advance, employees can calculate with it much more easily.

What measures are needed to achieve a work-life balance?

Fall: Here, the spatial and temporal flexibilization of the working world is forward-looking. This means that companies are giving employees the opportunity to work from home and on trust.

Of course, it must be ensured that an employee is available to the customer at all times if required. In the age of the Internet and smartphones, this is certainly no longer a problem.

A good HR policy should also take into account the different private requirements of employees. In our company, for example, a colleague returned to her team leader position after the birth of her child, but then realized that the framework conditions no longer suited her changed private situation.

We have therefore enabled her to switch to an area that requires little or no travel.

How can an IT service provider attract and retain suitable candidates in the face of an increasing skills shortage?

Kollmeier: More than ever, recruitment should be based on personal contacts. This can be done via managers' networks, but also via special "employees recruit employees" programs in which colleagues recommend suitable applicants from their private environment and are rewarded with a bonus if they are successfully hired.

Fall: To ensure that new employees quickly feel at home, they should have ample opportunity to get to know the company and network with colleagues and managers. Targeted introductory events and team meetings are ideal for this.

To ensure sustainable integration, we provide each newcomer with a mentor who supports them in word and deed during their first year, including, of course, when problems arise.