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The opinions expressed by the entrepreneur's contributors are their own.
An IT company is only as good as its employees. The US had a million free IT jobs last year, but employers are facing talent shortages in areas such as programming, blockchain, artificial intelligence, robotics, and engineering.
Employees must have relevant technical knowledge and soft skills in order to have a positive influence on product and service quality. Therefore, entrepreneurs should seek job candidates who will take responsibility for their responsibilities and potentially grow into a leadership role.
I recently sat down with Omer Khawaja, co-founder and former CTO of ITBoost – a ConnectWise Acquired (SaaS) company – to hear his views on employee attributes that are critical to growing a technology company.
1. Find the best talent
According to a SHRM survey a few years ago, entry-level employers want the following traits: reliability and dependability (97 percent), integrity (87 percent), respect (84 percent), and teamwork (83 percent). A technology entrepreneur who recently successfully left the company thinks it is best to hire promising candidates who have the above qualities.
"When companies focus on talent, the experience they have with their team is their copyright asset," says Khawaja. “Your team can work wonders when leaders encourage trust, personal responsibility and empathy. Entrepreneurs should therefore always motivate, excite, remove obstacles and work for them. Combine passion and talent in one room and your company will do ten times better. Add compassion and ideas and you will beat the competition. "
Related: Six Ways To Find And Recruit Talent
The pandemic has forced millions of professionals to work from home (WFH) and use collaborative apps like Zoom and Webex. WFH provides a great opportunity for knowledge workers to develop digital marketing skills, learn artificial intelligence, or acquire expertise in a new coding language. It's about acquiring skills that add value for an end user or end customer. A 2020 PwC survey found that 74 percent of CEOs are concerned about the availability of key skills. Upskilling enables companies to improve innovation, digital transformation and opportunity finding three times over. These improvements can then come back to the employees after the company continues to grow in the form of increases or more opportunities for growth.
“When it comes to acquiring skills, a team has to be open and ready to learn and unlearn from the new normal,” says Khawaja. "Companies that are adaptable will survive. That only comes with a steep and aggressive learning ecosystem."
Learning-oriented companies stay ahead in product development and are acquired faster, says Khawaja. "Team skills are bankable, and companies should constantly improve the skills of their employees."
2. Find people of character and urgency
As the SHRM survey shows, HR managers view integrity as the second most important trait in new, younger employees. Character is often described as the right thing when no one is looking. It promotes trust and high morale within an organization. When an employee does the right thing, they gain a reputation for being trustworthy. This allows him to take on more responsibility and make greater contributions to an IT company. For employees with customer contact, this increased trust can also create more business for the company, which will help everyone in the long term.
It is difficult for an entrepreneur or manager to delegate to someone who is not always telling the truth and / or to someone who violates the company's interests in favor of a selfish agenda. Second, a sense of urgency is important in today's highly competitive marketplace, where businesses strive to deliver goods and services as quickly as they want. Employees must prioritize tasks that are both urgent and important to the accomplishment of the mission. Many urgent activities like email, phone notifications, and some meetings are just distractions. Acting on purpose means reaching important milestones efficiently and not turning the wheels. This is a critical factor in any growing and successful business and we can all do more.
3. Contributors need to align with your vision
Global consulting firm Accenture tracks job seekers who have a strong interest in technology, are familiar with the unknown, and are proactive. A tech company's vision and mission can be understood by its employees, but there will be plenty of unknowns, roadblocks, and asymmetrical data to make it difficult to get there. Having a clear vision that is constantly communicated helps everyone in the office focus on the strategies and tactics to get there. Employees thrive on knowing where things are going and doing their jobs better with big goals. If not, inspiring your employees can be difficult.
"Develop the ability to inspire people," says Khawaja. "When you have a loyal workforce by your side, share the vision and align your team because they will help you achieve them."
Related: 3 Steps to Align Your Organization Goals
However, Khawaja also warns managers against micromanaging employees and concludes, “If you want to kill a company, start micromanaging it. It's suicide. Your job as a founder or C-level manager should only be to facilitate and give instructions. "
In other words, let them do the job you hired them to do, thereby giving them more buy-in and fulfillment, and increasing the happiness of your team over time.