04.02.25

Why businesses are losing Top Data Talent... And what you're doing about it...

Why Businesses Are Losing Top Data Talent – And What You Can Do About It

As the demand for data professionals continues to soar, companies are facing an increasing challenge: attracting and, more importantly, retaining top talent. The talent pool is highly competitive, and data professionals are becoming more selective about where they work.
So, what’s behind this trend? Why are so many data professionals looking elsewhere in 2025? After speaking to numerous Data Engineers, Data Scientists, BI professionals, and others within the sector, these are the common reasons driving the shift. 

1. Lack of Growth Opportunities
This isn’t specific to Data and definitely isn’t something new but a lot of professionals are driven by progression. Whether it’s moving into a more senior role, switching to a new specialism, or taking on more responsibility, career growth is a key motivator.
However, in many organisations, growth opportunities for data professionals are limited. Without a clear progression path, employees may begin to feel stagnant. In an industry that thrives on innovation, the last thing you want is for your top talent to feel as though they’re not advancing.

What can you do?
Invest in training, mentorship, and clear development paths. Give employees the chance to expand their skillsets, take on new challenges, and progress into more senior roles. Regular check-ins and career development plans can go a long way in making your team feel valued and motivated.

2. Compensation Gaps
The market for data professionals is red hot right now, and salaries are following suit. Companies that haven’t adjusted their pay scales to remain competitive risk losing their best people to organisations offering more attractive packages.
It's not just about base salary; benefits, bonuses, equity, and other perks are playing a bigger role in the decision-making process.
 

What can you do?
Conduct regular salary benchmarking to ensure your offers remain competitive, ask the team at Dcoded for support on this if needed – we’re happy to share market information with you! Keep in mind that top talent might value flexibility, professional development opportunities, and a great company culture, in addition to salary. Be transparent about the total rewards package.

3. Leadership & Culture
A great manager can make all the difference in the world. Conversely, poor leadership is one of the biggest reasons professionals leave their roles. Data teams are often complex, requiring collaboration across different functions, and a lack of strong leadership can lead to frustration, miscommunication, and burnout.
But leadership isn’t just about the people managing the data teams t’s also about the wider company culture. A culture that doesn’t foster innovation, teamwork, or respect can turn great employees into former ones.
 

What can you do?
Focus on leadership development within your organisation. Make sure your managers have the tools to support their teams effectively. Create a culture that values open communication, transparency, and collaboration.

4. Flexibility & Autonomy
All professionals in today’s work force typically want flexibility. The last few years (and before) proved that remote work works, and now it’s a priority for many professionals. But it’s not just about working from home; it’s about trust and autonomy.
Top talent wants the freedom to set their own hours, work in the way that best suits them, and have a say in the direction of the projects they work on. People just want to be treated like adults and have some level of flexibility. 
There’s a consensus that if they have to be in an office, there should be a solid reason as to why. 
 

What can you do?
Consider offering remote or hybrid working options. Create an environment that allows employees to take ownership of their work and offers flexibility in how they approach it. Trust your team to deliver results rather than micromanage how they do it.

If you want to attract and retain top-tier talent in 2025, it's time to act. With growth opportunities, competitive compensation, strong leadership, and flexibility becoming more important than ever, you need to be proactive in addressing these concerns.
Investing in your team’s development, creating a healthy and flexible work environment, and offering competitive pay are just a few of the steps that can help you hold onto your top performers. If you can keep your talent happy and engaged, you’ll be one step ahead in an increasingly competitive market.

If you want to discuss your hiring strategy and plans for 2025, don’t hesitate to contact the team at dcoded. We’re here to offer you up-to-date market insights and be a consultative partner.