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.