Retaining Great Data Centre Talent Is Not Just About Pay

One of the biggest mistakes an employer can make is to assume that if someone’s well paid, they’ll stay. But in the data centre world, that’s not quite how it works. 

Our 2025 Data Centre Salary Survey tells a different story: a third of people who received a pay rise in the last year are still planning to leave their company in the next twelve months. 

So, while salaries matter, they’re not the full picture. In fact, they might just be the starting point. The reality is that people don’t just want more money, they want more meaning, more growth, and to feel genuinely supported where they work. 

Let’s be clear: people aren’t turning down pay rises. But our data shows that even generous salary increases aren’t enough to keep people in-role if other core needs aren’t being met. 

Across the board: 

• 1 in 3 professionals who got a raise last year still plan to move on 
• Around 40% of all respondents in permanent roles are planning to leave their current company in the next 12 months 

The figures vary from region to region. In Europe: 

• 37.6% of those who received a pay rise are planning to leave 
• 66% got a pay increase – but half of those were modest (0–4%) 
• A quarter saw an increase of between 4% and 6% 
• 75% received a bonus 

In the USA: 

• 30.8% of those who received a raise still expect to leave 
• 59% got a salary increase, with 30% receiving an increase of 4–6% 
• 87% received a bonus 

So yes, most people are receiving some sort of financial boost. But in many cases, it’s not enough to shift their mindset, or their long-term plans. 

What makes people leave? 

When we look beyond the payslip, several recurring themes emerge. Many professionals report a lack of career progression, limited recognition for their work, and increasing levels of burnout linked to growing workloads. Others feel disconnected from leadership and company culture, or frustrated by the poor visibility of promotion pathways. In other words, while they may feel financially rewarded, they don’t always feel genuinely valued… and that distinction matters.

Mark Schofield, Founder and Managing Director at MindAlpha, said, “This finding that over 40% of data centre professionals are planning to change jobs in the next year mirrors what we uncovered in our own analysis.

In our own survey, around 55% of people were flagged as high or extremely high attrition risk, and we found that this group often feels stretched to their limits. While many enjoy the challenge, it comes with real stress, and a lack of confidence in whether they have the skills or support to keep up. Those most at risk did not feel that the organisations they work for give them enough support in terms of job and career training.

We also saw a red flag around psychological safety; the highest-risk individuals didn’t feel they could speak up about their concerns, so they’re quietly disengaging, and preparing to leave. When you see these patterns repeating across different datasets like this, it’s a clear warning sign for employers in the sector.”

What can employers do?

The key takeaway is simple: you can’t pay your way out of a retention problem.

Pay still matters, of course. But once it’s perceived as fair, other things can become much more important. People want purpose. Progress. Recognition. A sense that they’re moving forward, not standing still.

Here’s where to focus:

1. Look beyond pay

Salary is only one part of the story. If nearly 2 in 5 people across the whole sector are planning to leave, it’s time to review culture, workload, and progression too. Ask: what’s it really like to work here day-to-day?

2. Pair financial rewards with genuine recognition

Bonuses and pay rises are helpful, but they go further when paired with development opportunities. Training, clear progression, and visible appreciation help people feel they’re not just being paid more, but growing more too.

3. Ask what’s missing

Internal surveys are a great place to start. What are people really thinking – and why? It could be anything from unclear promotion routes to burnout or lack of feedback. Knowing the ‘why’ helps you act in ways that really land.

A third of professionals who received a pay rise in the last year are still planning to leave. That tells us everything we need to know. It’s not just about how much you pay someone, it’s about how you support them, how you recognise them, and how you help them grow. And in a sector where skilled people are in high demand and quick to move, the companies who get this right will be the ones that thrive. 

Download the full 2025 Data Centre Salary Survey results to explore more insights on what’s driving retention, mobility, and satisfaction in the industry.