Are you looking for ways to motivate your talented IT teams and get even more out of their efforts then you already do? If you hired the right people, there’s a strong chance that they’re able and willing to put more energy and innovation into their projects—they just need the right tools and a management structure that allows them to produce their best work. Try the productivity boosting moves below.
1. Get out of the way.
If your employees understand the mission at hand and they can see how their work fits into a larger project, then trust them to keep the mission in mind and ease back on the micromanaging. If they don’t understand the larger mission, trust them to say so. When they do, stop everything. Listen. And answer their questions.
2. Clear away the clutter.
Get rid of two serious obstacles that may be holding your employees back: unnecessary tasks and unnecessary meetings. Flooding their inboxes with constant approvals, updates, memos, notifications, reports that have nothing to do with their projects, and—worst of all—irrelevant requests can make an obstacle course out of an otherwise straight track. Each time your IT employees receive ten new notifications they have to read before deleting, the company experiences a drain, or leak, in IT energy and brainpower. Meetings work the same way. Before each meeting, make sure a meeting is the best way to accomplish your given goal. Then keep the meeting short and on track.
3. Facilitate team cohesion and workflow.
If your teams need help dividing up and delegating a multi-part project, step in. But if they don’t, back away and let them work it out. Here’s how to identify the difference: Listen and pay attention. Keep your door and you ears open and dial in to the hints that suggest problems with work sharing and team communication.
4. Provide feedback—and not just once a year.
When employees want to know how they’re doing, tell them. Be generous and vocal with your praise. Keep criticism actionable, meaningful, and rare. Most important: tell you employees what they need to know in order to care about their jobs and do them well. That’s all feedback really means.
5. Invest in their careers.
If you expect them to invest in your company, invest in their futures. Coach, cultivate, and provide the opportunities they’re looking for over the long-term. Do this even if their long term goals will carry them to a place outside of this organization.
If you are looking for technical recruiters in Salem, contact our team today.