I still think that much of what *didn't* happen with Y2K *will* happen
in 2029-2030 thanks to the extremely lazy "remediation" that was used
back in 1999. The idea of it all falling apart due to a combination of
that and significant numbers of people who just won't put up with
bullshit any more makes me smile.

It also makes me "happy" to see that the perception I came to have in
my last several years of employment was hardly specific to me.

<https://www.zdnet.com/article/tech-workers-warned-they-were-going-to-quit-now-the-problem-is-spiralling-out-of-control/>

Tech workers warned they were going to quit. Now, the problem is
spiralling out of control

Tech workers complain of toxic work environments, unrealistic demands
from employers, and a lack of career progression. Research suggests
that they may have reached their limit.

Owen Hughes
By Owen Hughes | October 22, 2021 | Topic: Productivity

Tech and IT workers' resignations risk "spiralling out of control" as
chronic burnout, limited career progression, and unrealistic demands
from employers prompt technology industry employees to jump ship.

New research by training platform TalentLMS and Workable, a provider
of recruiting software, suggests that tech and IT workers are likely
to be planning an exit soon. In a survey of 1,200 tech and IT workers
in the US, nearly three-quarters (72%) said they intended to quit
within the next year.

Data from the Bureau of Labor Statistics shows that the quit rate in
the US hit a record high of 4.3 million in August 2021, while data
from Bankrate the same month suggests that approximately half of the
US workforce plans to leave their job within the next 12 months.

Burnout, stress, and feelings amongst tech workers that their efforts
have not been recognised are commonly-cited reasons for employees
looking to quit. A survey of 600 data engineers conducted by Wakefield
Research found that 97% reported feeling burned out, with many citing
relentless demands from employers, repeated interruptions and
disruptions to their work-life balance, ill-defined projects, and "a
steady stream of half-baked requests from stakeholders."

So pervasive were the feelings of burnout amongst data engineers that
78% said they wished their job came with a therapist to help them
manage stress, while 79% of those surveyed said they were thinking
about leaving the data engineering field altogether.

The survey was commissioned by data catalogue platform provider
data.world and DataOps company DataKitchen.The researchers warned that
the issue of burnout amongst data professionals had become so severe
that it needed to be considered "every organization's top priority" to
keep them in the workforce.

The survey was commissioned by data catalogue platform provider
data.world and DataOps company DataKitchen.The researchers warned that
the issue of burnout amongst data professionals had become so severe
that it needed to be considered "every organization's top priority" to
keep them in the workforce.

Employee development is an afterthought

Respondents also reported feeling like an afterthought when it came to
their development: 75% said their company was focusing more on
attracting new employees than investing in existing staff.

Keith MacKenzie, content strategy manager at Workable, said businesses
needed to focus not just on improving their ability to attract talent,
but continuing to invest in tech workers' development once they were
onboard. "There's a huge path to get there: find and hire those top
prospects, and develop them when they're with you," said MacKenzie.

"There is a lot of nascent talent out there -- it's about finding them
and working with them to realize their fullest potential with you.
That's a powerful attractor -- and retainer -- for your employee base
in these new times."

Keeping tech workers motivated and engaged presents another challenge,
particularly after months of pandemic lockdown restrictions and
limited opportunities for progression thanks to pay freezes and
cost-saving exercises.

Yet organizations that do invest in employees' professional
development are likely to be far more successful at retaining staff:
62% of respondents to TalentLMS and Workable's survey said more
training and learning made them more motivated to work, as did
flexibility in working hours and location (50%) and upskilling/
reskilling opportunities (45%).

Readily addressable issues

A separate TalentLMS survey of 1,000 remote workers in January 2021
also found that learning and development were "a driving force both
for employee confidence and productivity." Anthony Klotz, associate
professor at Texas A&M University's Mays Business School, said while
the number of tech workers thinking about quitting was high, most of
the reasons for them wanting to leave were "readily addressable."

"Providing workers with more opportunities for development and career
advancement, giving them more flexibility in how they structure their
workdays, increasing salaries, and providing benefits that employees
want are all quickly actionable," Klotz said.

"There is an opportunity here for companies to talk to their employees
about these issues in the wake of the pandemic, and then trial or
implement potential solutions."