Staff retention a big worry for ME IT

Brocade lays out the three Ps of staff retention for ME IT

Tags: Brocade Communications Systems Incorporation
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Staff retention a big worry for ME IT Khaled Kamel, territory channel manager, MENA at Brocade Communications.
By  Khaled Kamel Published  December 18, 2012

The IT market in the Middle East and Africa is booming and research firm Gartner predicts that IT spending in the region could actually top $244 billion by the end of 2012. At a time when most major technology solutions providers complain of declining sales in Europe and to a lesser extent North America, the consistent performance of the IT sector in the Middle East makes it a prime market for growth. A number of Western channel players are now looking at extending their capabilities to the Middle East given the massive potential.

Khaled Kamel, territory channel manager, MENA at Brocade Communications, comments that as competition in the channel increases, staff retention, which has already been cited as a major pain point by channel organisations in the region is set to become even more of a concern. In order to succeed, a channel organisation must not only train, but more importantly retain, its skilled staff. And while a healthy job market may make this seem like a challenge, the key to employees' contentment and overall job satisfaction can be found in the three Ps: People, Projects and Pay. Employees must have at least two of the three Ps in order to be satisfied at work and if it can provide all three, then the channel organisation will be well on its path to complete employee satisfaction.

People

Let’s face it, no company can survive without people. It is the people who help innovate, design, build, market, sell, distribute and support whatever product the company has to offer – and this has a positive impact on financial business outcomes. In a nutshell, a company’s workforce needs to have the right balance of skills, knowledge, capabilities, and attitude in order to successfully perform their jobs. Channel organisations need to realise that only by investing in their employees can they arm them with these skill sets.

In addition to the tangibles, such as being in the right role/position/job level to leverage their strengths and skills, there are a number of intangibles, like team dynamics and co-worker camaraderie. Studies have shown that when people work with people they like or respect, they tend to report higher levels of job satisfaction, which in turn increases productivity and collaboration. Channel organisations need to create an environment where people actually want to come to work every day and HR plays a major role in this, from the initial recruiting process to the review process and beyond.

674 days ago
Vinod Mehra

People; Pay and Projects is a half baked cake recipe unless you add two more pillars to give it a flavors and that is
- Organisation vision aligned with emloyees growth
- Organisation Culture

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