
SECTOR: TECHNOLOGY
If only we had gotten there in time…
You find the perfect candidate, spend months onboarding them, and before the two-year mark, they leave. It’s not an isolated case. In tech, turnover is constant, and it always feels like you’re playing catch-up. By the time someone resigns, the cause has been there for months already, but there were no clear warning signs.
Remote work and distributed teams make the issue worse. Disconnection from company culture, lack of hands-on leadership, and difficulty detecting early demotivation cause talent to disappear without warning.
You try to respond with ad hoc measures but still feel like you’re only reacting when the problem is already inevitable.
How do you keep your best people from leaving before it’s too late?
Main Pain Points
Turnover
- Higher than in other sectors, ranging between 20% and 30%.
- Replacing someone can cost between 50% and 250% of their salary.
- It’s not just about salary. 72% mention lack of professional development, and 50% link it to poor leadership.

Managers, not leaders
- 70% of engagement depends on the manager.
- 80%+ of tech managers were promoted due to their technical, not soft skills.
- Nearly 60% of tech employees have considered leaving due to poor managerial practices.

Team disconnection
- 67% of remote employees feel “disconnected.”
- They have 35% fewer internal growth opportunities.
- 70% of employees in companies with distributed teams say communication with their managers is insufficient.

