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Poor senior leadership causes 22% of tech professionals to consider leaving their jobs. While only 4% of professionals say the senior leadership team is their top priority when considering a new role, poor leadership is a common reason employees choose to leave. Modern tech managers need to be strategic, empathetic and adaptable, not just technical.
To manage well:
The 2025 Talent Trends – Spotlight on Technology survey reveals some eye-opening statistics about leadership at the senior level in the tech sector, including that 22% of tech talent are considering leaving their roles due to dissatisfaction with decisions made by senior leadership. Even more concerning, only 41% fully trust their company’s leadership to balance business priorities with employee wellbeing.
This is where the technology manager plays a critical role.
You may not be making decisions at the top, but you are the person your team looks to for clarity, stability and support. The way you communicate and lead directly affects how your team experiences broader company decisions, especially when those decisions feel disconnected from day-to-day reality.
Leadership rarely tops the list of priorities during the job search. Just 4% of professionals say it is their number one concern when considering a new role. But once they are in the role, poor leadership quickly becomes a leading reason people leave. This gap between what talent expects and what they experience is a direct driver of attrition.
For employers, this is more than a cultural issue. It is a business risk. High turnover and disengagement hurt productivity and weaken team stability.
On the other hand, companies that invest in strong, people-focused leadership see clear benefits. They retain talent more effectively, build higher-performing teams, and create stronger organisations.
Leadership is not just a soft skill. It is a strategic lever. Its impact on team performance and business outcomes is too important to overlook.
The role of a tech manager looks very different from just a few years ago. As technology hasn’t stopped evolving and hybrid work has become the norm, the expectations around management in tech have shifted. Today’s tech manager is not just overseeing tasks or systems. They combine strategic thinking, technical expertise, and people leadership, all while staying adaptable. It’s a role that demands strong people skills, business awareness, and the ability to lead teams through constant change.
Today’s tech manager is expected to:
In short, tech managers today play many roles, and mastering this balance is essential for success. To address one of the key issues identified in the introduction, it is critical to reduce the gap between senior leadership and their teams by communicating clearly, avoiding surprises, and providing a sense of safety during times of crisis.
Being a manager is one thing, but leading a tech team requires a deeper understanding. The tech workforce is highly skilled, goal-driven, and selective. They will not hesitate to move on if their needs are not met. This means tech leaders face unique challenges in keeping their teams engaged and motivated. Below are 7 qualities that can help you earn the trust and loyalty of a high-performing tech team.
According to our Talent Trends Spotlight on Technology survey, 30% of tech professionals say unclear goals slow them down. Successful leaders don’t leave their teams guessing. They clearly communicate the mission and the steps needed to achieve it.
Trust is fragile right now. Only 41% of tech talent believe company leadership strikes the right balance between employee wellbeing and business needs. The best leaders lead with empathy, build trust, and create a safe space where people feel heard.
Tech experts aren’t just looking for autonomy. They’re also looking for a place to grow. Great leaders take the time to mentor, recognise potential, and help their teams level up in their careers.
There is often a gap between how managers and leaders handle recognition and employees feel it. Effective leaders do not wait for annual reviews. They acknowledge good work and give helpful feedback in the moment.
Burnout is real and it's causing some employees in tech to think about moving on. Our research found that 16% said they did not have enough wellbeing support and 18% pointed to rigid schedules as reasons for looking elsewhere. This shows why leaders need to prioritise mental health and flexible working to help their teams really thrive.
Nearly 29% of tech employees say siloed work hurts productivity. The best leaders make sure teams communicate, align across departments, and avoid duplicate efforts or confusion.
This matters, but it’s not the whole package. Tech talent values leaders who understand the work without trying to micromanage. Leaders earn credibility through trust, not just technical knowledge, and they should use that to support their team, not control them.
Strong leadership is about more than just experience or technical skills. The right managers are crucial for keeping top talent and driving team success, but they do not develop by chance. It takes smart hiring and ongoing support to build them.
At the same time, not everyone wants to step into a leadership role and that is completely fine. Many tech professionals prefer to focus on deepening their expertise instead of managing others. Recognising and supporting both paths is key to creating balanced teams where everyone can thrive.
If you want to learn more about how these changes will shape the future, take a look at our Talent Trends 2025 report for deeper insights. Do you have any recruitment needs? Contact us so, we can help you recruit the best tech talent.
Discover how effective tech management and support for diverse career paths help retain talent, boost performance, and build balanced, thriving teams.
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