Skip to content
Tiatra, LLCTiatra, LLC
Tiatra, LLC
Information Technology Solutions for Washington, DC Government Agencies
  • Home
  • About Us
  • Services
    • IT Engineering and Support
    • Software Development
    • Information Assurance and Testing
    • Project and Program Management
  • Clients & Partners
  • Careers
  • News
  • Contact
 
  • Home
  • About Us
  • Services
    • IT Engineering and Support
    • Software Development
    • Information Assurance and Testing
    • Project and Program Management
  • Clients & Partners
  • Careers
  • News
  • Contact

Hard-earned advice for nurturing high-performing IT teams

We talk a lot in the IT press about maximizing the benefits of software, hardware, and emerging technologies to create business value. What we don’t spend enough time on is discussing how we can maximize the value of our most precious resource: our people.

The care and retention of IT staff should be viewed as the most pressing job of IT management. AI may someday eliminate the IT department, but as Mark Twain once quipped, “The reports of my death are greatly exaggerated.” There will always be a need for technologists to sort through and address the continuing need of companies to use the best technology available to achieve the best strategic results.

The key to maintaining high-performing IT teams is to motivate them through challenging and interesting work — and, at the same time, assure they are rewarded and recognized for their achievements. The same can be said of any department’s people, but IT presents unique challenges when it comes to motivation and recognition.

What makes the IT pro tick

We IT professionals typically like to work alone on projects, free of “helicopter” management — i.e., bosses that hover over us as we work. We also aren’t fans of delegation, believing instead that we can do it faster and better ourselves. We tend to be very logical and precise and often view the world in black-and-white terms — the bit is either on or off. Corporate politics is abhorred and nuance can be lost. “Spell it out” is a common criticism running through our heads. We often have a reputation for not being the best communicators.

And yet, we want to be recognized for our work and achievements. We want to embark on new challenges. Just because we may be the only ones who understand a certain technology doesn’t mean we want to be left in the same spot for years. We want trustworthy managers who know what it’s like to harness technology to create new solutions. And when it comes to technology, we love the new. 

Getting the most out of us means assuring we are fulfilled by our jobs, that we learn new things and feel a sense of progression. At the same time, some of us must be developed to step into management roles oftentimes outside our comfort zone. 

Here are some ideas to help IT leaders ensure they get the most from — and give the most to — their staff.

Flexible policies, up-to-date tech

IT departments should endorse and implement full flexibilty as to where IT staff can choose to work. Our job is very detailed and is chiefly done on a computer. While there is a need for some collaboration, IT staff should be able to leverage technology to achieve this requirement, whether it is videoconference meetings, virtual whiteboards, or online collaboration tools up to and including virtual reality (VR), which will continue to get better and more user friendly. We should also be able to use monitoring technology to ensure that staff are working effectively without being intrusive. This also enables us to hire people worldwide based on the skills needed.

Recognition

Today’s IT is a business-critical organization that develops systems to facilitate the corporate strategic plan. And yet too often IT is viewed as a support function whose staff remain unknown to the majority of the company. When I was a CIO, our company had awards dinners for the sales staff, the distribution staff, and the merchandising staff. So I implemented an awards dinner for our senior IT staff and invited all the corporate officers to the event to present the awards. Awards included  “Best Use of New Technology,” “Best System Developed Within Budget,” and “System That Saved the Most Money.” Your IT awards could be anything, but the important thing is that your company officers should be the ones recognizing the contributions of IT personnel.

Advancement

Promotion and raises are the primary way we reward the work of our IT staff. But in this technical field, it is very important to differentiate between the two. We should give monetary awards to people that do a good job. This could take the form of an annual raise or bonus for exceptional work. We should never reward work well done with a promotion unless it is a skill-level promotion, such as from systems analyst to senior systems analyst, in which the job itself is unchanged.

A promotion should be given only when a person has been able to change the job itself. 

Meaningful reviews

For most companies, even when a performance review process is in place, it leaves something to be desired. At my company, this was also the case. We offered performance reviews, but only conducted them through the employee’s direct supervisor. To help benefit career growth, we implemented a new program that required two levels of review. The initial review was still given by the direct supervisor but then another was scheduled with the boss’s boss. This second discussion was aimed at future career paths inside or outside IT and served to expose the employee to additional management levels.

Connection

Another practice that I followed when I led IT was to recognize birthdays of staff members. I had more than 200 people in my IT department, and I made my best effort to send an email to everyone on their birthday. I would try to personalize the message to comment about a project that the person was working on. The idea was that it is very easy to get lost from the human element of work, and touching base with employees in this way is important to recognizing them as humans and colleagues. It was amazing the reaction I would get. Many could not believe that the VP would take the time to do this little thing. When they would see me after the message, they would say thanks.

It doesn’t have to be a birthday note, but making an effort to be present in IT staff’s lives is important.

Ongoing training

Training for IT personnel is the lifeblood of the department. Whether it’s classroom sessions, self-study, or attendance at industry events, training is a great motivator and can be particularly noteworthy when you signal to your staff that you care about their careers and are willing to pay for the experience. When I was a CIO, I put in a twist. Whenever we paid for anyone to go to a conference, I expected a report on the sessions attended and what was learned. When appropriate, I would share some of this intelligence with our officer group to spotlight the staff member’s learning experience. 

Training sessions help upskill your staff on the latest technologies. In addition to stimulating their minds and advancing their skill sets, doing so can also set you up to replace any consultants you might have tapped to get the new tech rolling. If, after that, consultants are still needed, you can assign them the old stuff. Remember, they will do anything.

And please don’t say that training will encourage your staff to leave. If you don’t train, the poor performers may stay but the good ones will get away.

Delegation

Finally, as mentioned earlier, delegation is usually not a strong suit in IT. We like to do things ourselves. But once you get into a supervisory job, you must begin to delegate. So how do you know if you are delegating properly? It’s actually easy to measure. If the questions that you are getting from a subordinate are easy for you to answer, then it either means the employee is not confident in their decision-making skills or you are not delegating enough. You should be getting only tough questions that require further thought or a change in policy. This is one of the reasons that managing is tough because your plate should only be full of tough tasks. After all, that is one of the reasons they invented single malts! And remember, trusting an employee to make decisions is a great way to motivate and recognize even if they sometimes make a mistake.

Management is a tough job especially when we are working with highly skilled IT people who are hard to find and even harder to keep. In my book, The 9 1/2 Secrets of a Great IT Department, I wrote primarily about working with other departments. But a successful IT department must motivate and recognize its own people like crazy if it is ever going to be truly great.

IT Leadership, Staff Management
Read More from This Article: Hard-earned advice for nurturing high-performing IT teams
Source: News

Category: NewsJuly 18, 2023
Tags: art

Post navigation

PreviousPrevious post:How Nvidia became a trillion-dollar companyNextNext post:A Disturbing Trend in Ransomware Attacks: Legitimate Software Abuse

Related posts

Barb Wixom and MIT CISR on managing data like a product
May 30, 2025
Avery Dennison takes culture-first approach to AI transformation
May 30, 2025
The agentic AI assist Stanford University cancer care staff needed
May 30, 2025
Los desafíos de la era de la ‘IA en todas partes’, a fondo en Data & AI Summit 2025
May 30, 2025
“AI 비서가 팀 단위로 지원하는 효과”···퍼플렉시티, AI 프로젝트 10분 완성 도구 ‘랩스’ 출시
May 30, 2025
“ROI는 어디에?” AI 도입을 재고하게 만드는 실패 사례
May 30, 2025
Recent Posts
  • Barb Wixom and MIT CISR on managing data like a product
  • Avery Dennison takes culture-first approach to AI transformation
  • The agentic AI assist Stanford University cancer care staff needed
  • Los desafíos de la era de la ‘IA en todas partes’, a fondo en Data & AI Summit 2025
  • “AI 비서가 팀 단위로 지원하는 효과”···퍼플렉시티, AI 프로젝트 10분 완성 도구 ‘랩스’ 출시
Recent Comments
    Archives
    • May 2025
    • April 2025
    • March 2025
    • February 2025
    • January 2025
    • December 2024
    • November 2024
    • October 2024
    • September 2024
    • August 2024
    • July 2024
    • June 2024
    • May 2024
    • April 2024
    • March 2024
    • February 2024
    • January 2024
    • December 2023
    • November 2023
    • October 2023
    • September 2023
    • August 2023
    • July 2023
    • June 2023
    • May 2023
    • April 2023
    • March 2023
    • February 2023
    • January 2023
    • December 2022
    • November 2022
    • October 2022
    • September 2022
    • August 2022
    • July 2022
    • June 2022
    • May 2022
    • April 2022
    • March 2022
    • February 2022
    • January 2022
    • December 2021
    • November 2021
    • October 2021
    • September 2021
    • August 2021
    • July 2021
    • June 2021
    • May 2021
    • April 2021
    • March 2021
    • February 2021
    • January 2021
    • December 2020
    • November 2020
    • October 2020
    • September 2020
    • August 2020
    • July 2020
    • June 2020
    • May 2020
    • April 2020
    • January 2020
    • December 2019
    • November 2019
    • October 2019
    • September 2019
    • August 2019
    • July 2019
    • June 2019
    • May 2019
    • April 2019
    • March 2019
    • February 2019
    • January 2019
    • December 2018
    • November 2018
    • October 2018
    • September 2018
    • August 2018
    • July 2018
    • June 2018
    • May 2018
    • April 2018
    • March 2018
    • February 2018
    • January 2018
    • December 2017
    • November 2017
    • October 2017
    • September 2017
    • August 2017
    • July 2017
    • June 2017
    • May 2017
    • April 2017
    • March 2017
    • February 2017
    • January 2017
    Categories
    • News
    Meta
    • Log in
    • Entries feed
    • Comments feed
    • WordPress.org
    Tiatra LLC.

    Tiatra, LLC, based in the Washington, DC metropolitan area, proudly serves federal government agencies, organizations that work with the government and other commercial businesses and organizations. Tiatra specializes in a broad range of information technology (IT) development and management services incorporating solid engineering, attention to client needs, and meeting or exceeding any security parameters required. Our small yet innovative company is structured with a full complement of the necessary technical experts, working with hands-on management, to provide a high level of service and competitive pricing for your systems and engineering requirements.

    Find us on:

    FacebookTwitterLinkedin

    Submitclear

    Tiatra, LLC
    Copyright 2016. All rights reserved.