November 6th, 2015
Keeping morale up is part of every manager’s job. The office environment can be stressful, and it’s easy for employees to feel unappreciated. Here are five ways to let your staff know you appreciate the job they do:
- Pay them fairly. Money isn’t the only thing that makes employees happy at work, but it definitely helps! Your staff salaries need to compare favorably to market rates. Make sure you pay people doing equivalent work equivalent salaries.
- Treat employees with respect. Your employees are adults. Don’t micromanage their time; within true business needs, allow them the flexibility to make their own schedule or work from home.
- Treat employees as people. Make an effort to get to know your staff beyond their technical abilities. Everybody has a life outside the office, and hobbies and people that are important to them. If you relate to your employees as if they’re people, not just workers, they feel more cared for.
- Celebrate success. When there’s a team victory, celebrate it. This doesn’t have to be a fancy shindig; even a team pizza party lets people come together and share good feelings. If there’s no budget, at least celebrate success by announcing it at departmental meetings and publicly thanking the people who made particular contributions. Be specific—”thank you for your hard work” isn’t as meaningful as a thank you that names exactly what they did.
- Provide opportunities to grow. Show you care about your employees by encouraging them to develop and grow. Prompt your team to take training, and assign them “stretch” assignments to let them extend their abilities. Find out the career path they want to pursue and work with them to make it happen.
When you have an office environment that values employees, your team wants to stay with you, and job candidates feel the positive atmosphere and want to join you. If you’re looking to add to your team, contact InReach IT Solutions to find out how we can help you hire your next valuable employee.
August 7th, 2015
It’s natural to want to find the “perfect hire” to fill an open position. Finding someone who can handle all the job’s responsibilities expertly on day one, without needing any training, is the ultimate dream for many managers. The costs of an imperfect employee can seem scary: training them, supervising them, and potentially terminating them if it doesn’t work out in the end. It’s easy to hold out for the perfect hire without recognizing the costs of an unfilled position: delayed projects and missed deadlines mean lost revenue, plus additional stress and lost morale on the other employees. Instead of holding out for the perfect hire, employers should look for good-enough candidates who have the potential to grow into excellent workers.
In technical projects, managers often want to hire candidates who have expertise in multiple technologies, including specific open source or vendor products. It’s unlikely many interviewees will have familiarity with every component the company uses. It’s also not really necessary. Technical employees who have a strong understanding of the underlying principles of a technical area will be able to quickly pick up details of vendor implementations. Unless the position requires working only with a single product which has specific issues that need to be resolved, developers who’ve worked with other products in the same technical domain are likely to be good enough for the job.
When companies work with recruiters, they often specify a minimum level of education and training, including certification in numerous technologies. Over-reliance on this criterion can lead to missing good candidates. There are multiple certifying organizations in many technical areas, so providing a full list of acceptable certifications can be difficult. It’s also common that candidates who have real-world experience don’t bother getting certified, assuming their experience will speak for itself, while those who are certified have book knowledge but no actual experience with the technology. Overemphasizing credentials may mean missing out on potential workers with good-enough knowledge to get the job done.
With the economy and work environment the way they are today, companies are unlikely to find workers who will make a long-term commitment to a business. Of course, no candidate is going to state in an interview that they plan to move on quickly. Use the candidate’s work history to gauge their average tenure in a position. If their average length of time with a company is longer than it will take to get your project through its next major deliverable, this may be good enough for their contribution to outweigh the cost of finding a replacement.
InReach IT Solutions can help you find your next employee — maybe even the perfect hire. Contact us today to learn about our hiring solutions.