Despite the fact that many IT teams have delivered results with little disruption in the last 18 months, the pandemic has brought the necessity of soft skills in technology leadership to the forefront. In the last weeks of 2021 and beyond, this is where firms should focus their efforts.
Technical knowledge has always been expected in IT jobs, but the ability to encourage employees, help them develop their talents, and care for their emotional well-being necessitates a completely different set of skills. Any IT leader’s ultimate challenge is to successfully mix the two aspects.
Here are some significant areas where IT teams should concentrate their efforts in the future.
Employees should be trusted
Businesses will thrive if they show their employees that they believe in their abilities and offer them the freedom to express themselves and expand their responsibilities. People can accomplish their jobs well without being physically present, as evidenced by widespread remote working; thus it’s critical to retain this trust between leaders and employees.
This entails allowing employees to make mistakes in a safe setting where an honest mistake is met with helpful criticism rather than a dismissive reprimand. Negative feedback almost never has a beneficial result. Businesses should accurately communicate opportunities for improvement, and always relate feedback to the individual’s function within the team. Even if a team member doesn’t get everything perfect the first time, initiative and individual ideas should always be praised.
Demonstrate to others that they are not alone
Many people have found remote working to be productive, yet isolation has its drawbacks as well. This is especially true for junior employees, who have often begun their careers without the benefit of face-to-face engagement with coworkers.
It’s critical to let team members know they are not alone, whether they are still working remotely or in the office. This entails being present when they require professional or emotional assistance, as well as leveraging project and technology stack experience to help them get through difficult moments. It’s important about striking a balance: businesses should be there to help, but don’t control their every action.
Businesses should build an efficient communication plan to maintain a high degree of trust with their employees. If necessary, team members should know how and when to contact them.
Make plans for in-person activities
Everyone can benefit from some face-to-face interaction now and then, especially because Zoom fatigue can make it difficult to focus in online meetings. Resuming social event planning is a terrific method for people to get to know one another better, share their experiences, and gain a better understanding of their roles.
Structured workshops that focus on improving specific abilities are also extremely beneficial. These should include topics such as time management, project planning, and how to maintain mental well-being in the job, in addition to the more traditional technical abilities. When it comes to honing these disciplines, face-to-face contact can be really beneficial.
People should be promoted as soon as they are ready
When the most promising team members perform well, businesses shouldn’t delay the accolades. Giving credit where credit is due is critical for increasing employee loyalty and motivating employees to reach new heights.
This is especially true when a team member exhibits a crucial combination of technical and soft abilities. After 18 months of isolation and uncertainty, telling team members that businesses value their work and believe in them can go a long way toward making the organization more productive and happy.