David Boast, the General Manager – UAE & KSA at Endava, says you can’t delegate culture to HR—it lives or dies with the leadership team
What strategies can companies implement to attract top IT talent in a competitive job market?
In today’s market, attracting and retaining IT talent isn’t just about offering more—it’s about offering better. The best people are drawn to organisations that provide meaning, momentum, and a sense of belonging. It starts with being clear on purpose and direction. Top talent wants to know they’re solving real problems, not just writing code or completing a task. And increasingly, they’re looking for environments where technology is treated as a value driver, not a cost centre.
How does workplace culture influence the retention of IT professionals?
Culture is everything. People don’t leave companies—they leave behaviours. If the day-to-day experience doesn’t match the story on the careers page, they won’t stick around. That’s where leadership matters. Not just inspirational speeches, but consistent, human leadership that builds trust, creates clarity, and gives people space to grow. You can’t delegate culture to HR—it lives or dies with the leadership team.
How can businesses leverage remote and hybrid work models to attract IT professionals?
While remote and hybrid models have expanded access to global talent, they’re not a replacement for human connection. In-person collaboration remains a critical ingredient for creativity, innovation, and team cohesion. There’s real value in shared spaces where ideas spark more naturally and relationships deepen over time. At the same time, modern technologies have made it easier than ever to connect and contribute from anywhere—so flexibility still has a role to play. The key is being intentional: creating a rhythm that brings people together often enough to build culture and momentum, while using digital tools to keep remote team members fully included and engaged. There is nothing worse than coming to the office and completing tasks you can easily do remotely
What are the common challenges organisations face in retaining IT talent, and how can they address them?
Retention challenges usually trace back to one thing: lack of connection. Whether it’s to the mission, to their team, or to their own development. That’s why listening matters. Not just in the formal sense, but through genuine, ongoing engagement—understanding what people need to thrive and acting on it.
What role does leadership play in motivating and retaining IT professionals?
At Endava, we’ve learned that investing in people doesn’t mean over-engineering the employee experience. It means getting the fundamentals right—authentic leadership, meaningful work, growth opportunities, and a culture that supports balance and belonging. That’s what earns loyalty—and in a competitive market, loyalty is your biggest differentiator.
How can feedback and employee engagement initiatives improve retention rates in the IT sector?
Feedback isn’t just a box to tick—it’s a cultural signal. In high-performing teams, it’s not limited to annual reviews or engagement surveys. It’s continuous, human, and two-way. When people feel heard—and see real outcomes from what they share—it builds trust. And trust is what keeps people.
At Endava, we treat feedback as a core part of how we operate—not something separate from delivery or culture. Leaders are expected to engage regularly and meaningfully, not just measure sentiment. Engagement initiatives work best when they’re designed around people’s lived experiences, not policy. That might be local listening groups, mentorship schemes, or cross-functional collaboration spaces that give people voice and visibility. Ultimately, if your people are telling you what they need to thrive—and you’re listening, acting, and evolving with them—then retention becomes a result, not a goal.
