CSS Technical Services hosted a Consultant Appreciation Night at the Philadelphia Phillies Game last Thursday. Although the Phillies lost to the Colorado Rockies, a great time was had by the 40 consultants and CSS Tech employees in attendance.

For more info on how you can become part of the CSS Technical Services team, please visit our Job Board!

CSS Technical Services goes to the Phillies!

If you want to improve your technical employee retention rates and ensure that your company will continue attracting the best talent, it is necessary to manage this department appropriately. While many management techniques are similar, technical people tend to think differently from the average person and it is necessary to manage them a little differently.

Although each person is unique, there are several techniques that you can use to help keep your technical staff happy and productive.

1. Award achievements with tangible recognition. Whether it’s through certificates for achievement, or other tangible rewards, it is vital to let each technical employee know that they are valued, and that the work they do for your company is recognized.

2. Allow them their independence. By and large, this personality type is very capable and used to working alone. Avoid micromanaging your technical employees. Show them what you want them to do and let them take the lead.

3. Ask for their opinions. It is a common complaint among technical employees that management doesn’t care about them, and doesn’t recognize their unique talents. Hold regular meetings and ask for their opinions. If they are good, implement them.

4. Find other motivating factors. Unlike other employees, money is not the main motivator for this personality type. Instead, offer them the ability to attend advanced training and improve their skills.

5. Observe how the department runs. It’s all too common to let IT manage itself and there may be serious problems that may be overlooked and it may be affecting how your employees do their jobs. Take the time to observe the operations in the department and make sure it is running smoothly.

6. Create individual plans for employees. Self motivated people still need clear direction. Take the time to map out expectations and create a game plan for each member on your technical staff.

7. Use a milestone system. Technically minded people tend to work best in an environment where there are clear goals and milestones that must be met. You’ll get more out of your team if they know what they need to work towards.

Managers who are not used to dealing with technical employees may find that this breed is a bit different from the standard employee. Those who excel in technical fields tend to be analytical people by nature and as such, they have different motivators and must be managed differently.

By developing an understanding of how to deal with technical employees, managers can learn how to motivate their employees and develop a stronger bond with them. This in turn leads to better employee retention rates and a happier work force.

Finding the Right Motivators

Unlike those in sales professions, technical employees are typically not motivated by monetary awards. Failing to offer the right motivating factors can lead to a lack of productivity as well as employee dissatisfaction.

By and large, technical employees are motivated by opportunities that will allow them advancement, such as more training, or by feeling as though they are an integral part of the organization and that they have a voice.

You can implement these motivating factors by creating opportunities for employees to attend additional training seminars or by offering to pay for advanced certifications if employees meet certain goals. Another motivating method would be to hold regular brain storming sessions with your technical employees to encourage them to have their say in company operations – and by implementing the best suggestions.

Typical Employee Issues

Some issues are quite common to those in a technical field and managers need to understand their employee’s thought processes to avoid these issues. It is very common for technical employees to feel as though they are not appreciated by their company. This leads to lack-luster performance and general discontent among the workforce.

They may also be fiercely protective of their role within their organization. Remove them from the decision making process on a project, or change their role in a project and you may end up with a very disgruntled employee.

Once again, the best way to handle these issues is by being sensitive to your employees wants and needs, and by making sure that they do feel as though they matter within your organization.