Hey there, guys! We’re excited to share some valuable insights we gained from our recent interview with Mike Scott, a seasoned leader and co-founder of two successful ventures in the tech space.

Retaining Top Tech Talent: The Power of One-on-One Meetings

During the conversation, we delved into the pressing issue of retaining top talent in the tech industry. As our research revealed, over 60% of top tech talent is considering leaving their current roles within the next year. This is a staggering statistic that highlights the critical importance of effective leadership in keeping these valuable individuals engaged and motivated.

When we asked Mike what he believes is the single most important thing a leader can do to motivate and retain top talent, his answer was clear: Invest heavily in one-on-one meetings, and content with all direct reports.

The Power of Structured One-on-Ones

Mike explained that these one-on-one meetings should not be mere informal catch-ups, but rather a structured process that provides a predictable experience for everyone in the organisation, regardless of their roll. He shared a simple, yet impactful, framework:

1. Accountability

Start by addressing any action items from the previous meeting. Did the individual complete what they said they would do? If not, what took priority, and why?

2. Progress and Clarity

Spend the bulk of the meeting discussing the individual’s progress on their key initiatives and objectives. Ensure there is clear alignment on what is expected, how they are being measured, and that they have influence over those metrics.

3. Commitment

Conclude the meeting by having the individual commit to specific action items to be completed before the next one-on-one.

Mike emphasised that this structured approach helps create a culture of accountability, clarity, and commitment – crucial elements for retaining top talent. When people have a predictable experience and feel that their work is meaningful, they are more likely to remain engaged and motivated.

Overcoming Invisible Barriers

During the discussion, Mike also highlighted two significant barriers that often go unnoticed by leaders, which can prevent teams from reaching their full potential:

1. Lead by Example:

As Jim Collins said, “Show me a dysfunction in a team, and I’ll show you dysfunction in the leadership.” Leaders must model the behaviour they expect from their team members. Anything less will be a culture killer and a surefire way to lose great talent.

2. Embrace Constructive Criticism:

Leaders need to actively seek out criticism and create a space where people feel comfortable calling them out. This requires humility and a genuine willingness to improve. When leaders respond positively to this feedback, it builds trust and psychological safety within the team.

Closing Thoughts

We’re grateful to Mike for sharing his wealth of experience and insights on this critical topic. As he mentioned, retaining top tech talent is a complex challenge, but by focusing on the power of structured one-on-one meetings and being mindful of the invisible barriers, leaders can make significant strides in creating a high-performing, engaged, and loyal team.

Be sure to check out Mike’s podcast, where he delves deeper into these topics and many more. We’ll include the link below. Until next time, keep leading with excellence!

You can find Mike’s Podcast on Spotify here. Interested in leadership coaching? Connect with Mike here.