Poland’s fintech and wider tech scene is on fire, yet many engineers and analysts are already eyeing the exit. Korn Ferry’s 2024 pulse survey found that 70% of tech workers plan to look for a new role within the next 12 months. Korn Ferry notes that replacing even a mid‑level developer costs 50–100% of that employee’s annual salary. Keeping people past the two‑year mark isn’t something to treat as a nice‑to‑have, but critical to budgeting and project continuity.
Below is a simple, field‑tested game plan to retain tech employees. Each move below is ‘battle-tested’ by Verita HR and bolstered with fresh data from independent research bodies and academic surveys.
1 | Nail Day 1—and Sketch Day 730
Early quits rarely come down to pay. They come from broken promises in the first 90 days. Give every hire a 24‑month roadmap with clear checkpoints at months 6, 12, 18, and 24. Pair them with a peer mentor from another team to help them feel interconnected with wider company goals. Studies show that short, precision micro‑learning beats day‑long induction marathons and can lift knowledge retention by around 50%. Verita HR has used bootcamps and other ‘sprint’ type methodologies to better onboard team members.
2 | Reskill Before They Shop Around
The World Economic Forum’s Future of Jobs Report 2023 lists data science, cybersecurity, and AI governance among the globe’s scarcest—and fastest‑growing—skill sets. Instead of watching staff chase those credentials elsewhere, bring the courses in‑house. Try to show employees that developing their skills with you will set them up for life. Instead of looking to replace employees, protect the person and not the role by building “future‑ready” paths. Co-funding certificates can also go a long way to keeping employees on the roster.
3 | Turn Managers Into Stay Factors
In Gallup’s State of the American Manager study, it seems that individual leaders account for roughly 70 percent of the variance in team engagement levels. Therefore, it’s critical to train first‑line managers to build robust, rewarding teams. This is so that employees are willing to talk through potential resignation plans. Reward managers not just for delivery, but for team‑stability scores. This can help as it rewards them for keeping employees on board.
4 | Design Rewards to fight against Burnout
A 2024 UKG study reports that 83% of Gen Z employees are experiencing burnout. Additionally, 75% of employees overall suffer from burnout, citing it as a top reason for considering a job change. That’s a staggering number and shows how much businesses are failing to keep positions manageable for their employees. One solution comes from a 2025 Pew Research Center study. It shows how 60 percent of workers whose roles can be done remotely would choose flexibility over higher pay. So, make hybrid the default where possible and lock in “core hours” to allow for socialization and team collaboration. We also recommend well‑being stipends for therapy apps or gym passes.
5 | Connect Daily Tasks to a Bigger Story
Harvard Business Review Analytic Services found that 45 percent of employees would leave a company if they felt it lacked a clear sense of purpose. It’s important for employees to feel like their work does something for the company, maybe even the world. Consider different ways you can connect your employees to seeing the bigger picture of what their work accomplishes.
6 | Listen in Real Time
Yearly engagement surveys are a bit mundane, but do help to get an ear to the ground. You can consider doing more focused monthly asks and an always‑open suggestion channel to help gauge things in closer to real time. You can also cross-reference this with turnover data – who left, from which team, and at what tenure—to spot patterns and see what would help the most. At Verita HR we adhere to Investors in People standards when we run our annual surveys. We use an external psychologist to advise our employees how to best understand the results.
7 | Lean on the Ecosystem
Verita HR’s seat at ASPIRE lets us benchmark pay and churn across 200+ Polish tech employers. That gives us strong insight into the general sense of hiring, skills, and turnover in different areas of the industry. Talent can move quickly, and so your best bet is to retain and train up the talent you already have. But if you are looking, we can help point you in the right direction in the overall tech landscape.
The Retention Loop
Keeping people isn’t a one-time fix. It’s about the whole culture and sense of a job in a company. The following is a simplified way to look at how to keep retention numbers up:
- Discover – spot at‑risk groups with robust analytics.
- Co-Plan – work on 24‑month development plans with your employees.
- Test – pilot new rewards or work‑flex options, listening to feedback.
- Iterate – refine using regular feedback and exit data.
Firms that master this loop can cut employee retention costs and build strong, more resilient overall teams. More importantly, they can break past the dreaded two-year mark with their employees, creating a greater sense of culture and mission in the company.
Need help wiring the loop into your business? Verita HR already partners with Poland’s leading banks, fintech start‑ups, and global tech giants to keep talent growing—and staying— many of them well beyond 24 months.
Author: Mark Ollterton
#Talent #Retention #Employees #Tech #Strategy #VeritaHR #Poland
See Also:
How to Develop a Recruitment Marketing Strategy – Verita HR
What are the Recruitment Trends you need to watch in 2025? – Verita HR
Why Verita HR joined the ASPIRE ecosystem in Krakow – Verita HR
