IT Employment

Ask something
Discussion Locked

Managing your IT team

0 helpful
6 replies

by idm

Closed to new repliesThis discussion is closed. It stays readable, but it takes no new replies.

Even with the advanced functionality available in todays Hardware and software, it still comes down to the human factor that is the biggest influence on how effective the technology is put to use in your environment. These people are your staff. They are the ones you will select, implement, configure, monitor and manage the technology. The technology products in your environment behaved in fairly predictable manner but people don't. Managing a staff is an art, not a science. Become good at it, and it becomes your most valuable skill, and your staff becomes the most valued part of IT in your organization. Fail to master it, and you'll see every one of your department's goals and objectives become an uphill battle.

When managing your I. T. team it is very important to:
1. keep your employees focused on the right tasks;
2. avoid burnout;
3. knowing when your employees need training;
4. know how to conduct meaningful and effective performance reviews;
5. To have an effective I T. strategy
6. To keep your IT. department central to the company's operation.

In your company how do you as I T. manager manage the above six items?

6 replies

by shanghai sam

What a wonderful question for a perfect world.

How you are measured determines your success.

If your organization measures short term performance, then long term (IT) team building may well be sacrificed, but you will be rated as successfulif you meet your requirements.

In short, there is no right way to manage your IT team without knowing the expectations of your company of you as the IT Manager. What is probably then most important is to allow your IT Team members to be aware of their part in the overall plan of where you are going, and what you are trying to achieve. Then they can make informed decisions about what is in store for them, whether they want to be part of that, or choose to pursue other challenges. Your job is then to make sure that those who want to be part of what you are going to do are keeping up to scratch with your 6 points.

After that, one of the most important skills is Time Management. Given that you won’t be faced with a ‘perfect world’, you then need to continually re-adjust your priorities to deal with situations as they occur, thus the Time Management emphasis.

Good Luck.

by dlw6

Your question invites a "cut and paste" from the latest management book. But, since I don't read those, I will have to talk from my 10 years of experience.

1. Priorities. Know the priorities of the organization and your boss, derive priorities for your team that directly support those of your boss, and communicate those to your team. If they are changing every day, someone (you or your boss) is not doing it right. If your boss can't set well-reasons priorities, don't allow him to confuse"urgent and unimportant" with "urgent and important," or "not urgent and important." Giving your team well-reasoned priorities keeps them productive, and tying them to your boss' priorities makes your team effective.

2. Capabilities. Talk to each of your people at least once a day, and listen to what they have to say (unless it's office gossip, but that's another post). This will identify whether they think they are meeting their priorities, and if not whether they lack resources, training, or motivation. It will also bring out innovative ideas that can make your team more valuable to the organization.

3. Records. Every time one of your people does something unusually good or unusually bad, write it down. This will help you identify performers and problems, and write meaningful reviews. It will also give you leverage to get rid of poor performers who aren't able or willing to improve.

4. Communication. Make sure your boss knows about the success of your team, and try to arrange appropriate recognition once in a while. Note I said "team" not "you." If you make your people look good, they will have incentive to do well which makes you look good.

Don

by #aix!

1. This critically dependent to number 5. You have an effective IT strategy. You must hire quality people. Finally, you must give them a career opportunity not a job. No one can remain focused for endless years for a job. IT pros need a career.

2. Encourage IT staff to use their time off. Time off means no pagers, no cell phones, no blackberries. Offer flexible schedules. Offer the option of cross training. Provide Techie-toys (budget a little extra once in a while to provide your staff an opportunity to use and learn about new technologies.) Provide time EVERY day for "keeping up" i.e. reading, attending webinars, etc. Provide time EVERY week for "skunk-works" projects (and a modest budget). Provide continued education.

3. If you follow 1 and 2 correctly they will let you know if there is an area in which they need or want more training. (And you will be able to count on what they tell you they want or need will benefit the organization.)

4. Offer informal feedback routinely (not continuosly) and a formal review annually or semi-annually.

5. Develop your IT strategy around your organizations business strategy. Include your client departments and your staff in the development process. Rely on your staff. If you hiredcorrectly, you can not possibly know as much as each of them in their given area of expertise. That is why you are managing instead of doing their job. Manage the department, but rely on your staff.

6. Again, dependent on 5. If you develop a sound IT plan and provide your staff with the tools they need to execute the plan correctly, your client departments will come to trust and depend on you.

This discussion is closed to new replies.