RennerBrown https://www.rennerbrown.com/ your link to success Wed, 23 Mar 2016 18:58:16 +0000 en-US hourly 1 https://www.rennerbrown.com/wp-content/uploads/2020/07/RB_Letters.png RennerBrown https://www.rennerbrown.com/ 32 32 89030172 How Much Money Does it Cost to Work with RennerBrown? https://www.rennerbrown.com/2016/04/22/boston-working-with-tech-recruiter/ https://www.rennerbrown.com/2016/04/22/boston-working-with-tech-recruiter/#respond Fri, 22 Apr 2016 10:38:34 +0000 http://www.rennerbrown.com/?p=761 It costs nothing for job seekers to work with RennerBrown. Nothing at the beginning; nothing at the end; and nothing at any point during the process. We make money from employers by successfully connecting them with talent like you. That means you’re the best asset we have, and we’re eager to offer our job placement... Read more »

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It costs nothing for job seekers to work with RennerBrown. Nothing at the beginning; nothing at the end; and nothing at any point during the process. We make money from employers by successfully connecting them with talent like you. That means you’re the best asset we have, and we’re eager to offer our job placement and career coaching services free of charge. If that is not reason enough, consider a few other benefits of working with RennerBrown:

  • Industry Connections – We specialize in IT employment. If you are a technical professional, we have the inside track into some of the most exciting and prestigious companies in industries across IT.
  • Less Competition – When we decide to recommend someone like you for a job, you’re part of a very small list of qualified candidates that we submit. You are automatically entered into the most exclusive pool of candidates and have a lot less competition to face.
  • Job Coaching – Your resume, cover letter, and interview performance are essential components of your job search. We will work closely with you to make sure that each aspect is carefully polished and designed to make you stand out.
  • Exclusive Jobs – Many of the companies we work with contact us before they publicly post a job vacancy. You have access to opportunities that none of your peers are able to find.
  • Discreet Search – If you currently have a job but would like to find something new, there are potential penalties if your current employer finds out. We can help you conduct a discreet job search and handle a lot of the heavy lifting while you’re still working 40+ hours a week.
  • Employer Preference – Our track record speaks for itself, which is why we are in such good standing with our clients. When we make a recommendation, it carries a lot of weight. You improve your professional standing simply by affiliating yourself with us.
  • Scheduling Options – We have opportunities available for contract, part- and full-time work. If you are interested in moving from one type of opportunity to another, we make it easy to explore new avenues.
  • Professional Development – Your credentials may not be adequate for where you want to be in your career now or in the future. We can provide you with expert guidance so you focus your professional development efforts in the right direction.
  • Salary Negotiations – Our team serves as your advocate during the salary negotiation process. You can feel confident you’re getting the best compensation offer available.

Are you ready to pay nothing and start working with RennerBrown? If so, contact our IT recruiting team today!

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Managing Millennial Talent https://www.rennerbrown.com/2016/04/15/new-jersey-managing-tech-millennials/ https://www.rennerbrown.com/2016/04/15/new-jersey-managing-tech-millennials/#respond Fri, 15 Apr 2016 11:38:28 +0000 http://www.rennerbrown.com/?p=763 There has been a lot of thought and ink spent trying to define the millennial generation. And while a consensus has yet to be reached, one thing is certain – millennials in the workforce are different than every generation that preceded them. As a result, they require a different style of management if you hope... Read more »

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There has been a lot of thought and ink spent trying to define the millennial generation. And while a consensus has yet to be reached, one thing is certain – millennials in the workforce are different than every generation that preceded them. As a result, they require a different style of management if you hope to make the most of their talents and retain them over the long term. Work these strategies into your management style as your workforce continues to fill up with millennials:

Provide Positive Feedback

Traditionally, managers have stepped in to provide corrections and criticisms and otherwise kept feedback to a minimum. Millennials tend to want and even require a regular stream of positive feedback in order to stay on course. This does not have to be extravagant, but a simple acknowledgment of a job well done goes a long way. Whenever you’re critiquing your millennial staff, don’t pass up the opportunity to praise.

Make Yourself and Your Office Flexible

Millennials are an independent and free-thinking group by nature. Many do not respond to highly rigid office environments. Being flexible in your methods and policies creates a level of freedom that helps to engage millennials. Consider offering more leeway in scheduling and relaxing your dress code. Small concessions like these go a long way to boost retention.

Offer Ownership

Members of this generation are used to being recognized for their accomplishments. In the same way you offer praise, give out credit where credit is due. Millennials will not be content to see their good work lumped into a general category of team or company accomplishment.

Make Yourself Clear

This may be an independent generation, but millennials still desire direction and instruction. If you are vague, unclear, or too open-ended when assigning responsibilities, you may be met with more confusion and frustration than you expect. Make it clear what you want, when you want it, and by what standards it will be judged.

Acknowledge the Individuals

There is a risk in adopting a one-size-fits-all management style. Millennials may share many traits, but like any generation, each person is an individual. What works with one of your millennial employees may not work with another. With that in mind, resist the urge to lump all your young employees in as a group. You’ll get far better results by adapting your management approach to each member.

Keep in mind that every generation is different, and when you entered the workforce similar changes were afoot. Millennials are not any less capable, and in many cases they have the skills and experiences you require to stay competitive. Be willing to adapt the way you do things if it means getting more from your staff. Learn more about recruiting, retaining, and managing millennials by working with the IT staffing professionals at RennerBrown.

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The Negative Impact of Micromanagement in the IT Industry https://www.rennerbrown.com/2016/04/08/new-york-city-tech-micromanagement/ https://www.rennerbrown.com/2016/04/08/new-york-city-tech-micromanagement/#respond Fri, 08 Apr 2016 10:10:46 +0000 http://www.rennerbrown.com/?p=764 Whether consciously or not, you’ve developed a management style you believe empowers your team to be productive, efficient, collaborative, and innovative. But what if instead of furthering those goals your management style was actually holding all of them back? It’s a troubling thought, but if you are known as a micromanager, it’s likely a reality.... Read more »

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Whether consciously or not, you’ve developed a management style you believe empowers your team to be productive, efficient, collaborative, and innovative. But what if instead of furthering those goals your management style was actually holding all of them back? It’s a troubling thought, but if you are known as a micromanager, it’s likely a reality. Just consider the negative impact this management style has on IT teams:

You Fail to Manage Fully

Micromanagement is all about control, and by its very nature it takes a lot of time. If you’re spending most of your day looking over people’s shoulders and sweating over irrelevant details, it means you’re neglecting your other responsibilities as manager – leading, motivating, planning, strategizing, etc. That does a huge disservice to your IT team because it means they have a babysitter rather than a manager invested in doing the best for everyone.

You Lose the Trust of Your Employees

The more you micromanage your employees, the less they will trust and respect you. That has far-reaching consequences, from loss of productivity to increases in turnover. The simple fact is that if you don’t trust your team, they won’t trust you back. Instead of hovering, delegate responsibilities, and have faith that your team will turn in quality work that reflects your instructions.

You Make Your Employees Dependent

In many ways, micromanagement is a self-perpetuating phenomenon. The more closely you monitor and control your IT team, the more closely they will need to be monitored and controlled in order to complete assignments. That simply wastes your team’s skills and talents because you’re essentially making every single decision for them. Over time, the quality of the team as a whole will decline and morale will plummet as a feeling of incapability sets in.

You Burnout

Keep in mind that micromanagement is as hard on you as it is on your team, possibly even harder. You spend all day closely monitoring everyone, closely scrutinizing every detail, and closely tracking performance. That is on top of whatever other responsibilities you have. As the work and stress mount, it can easily lead to burnout. As a result, you either become even less effective as a manager, or leave your team without a manager entirely.

You Constantly Struggle With Turnover

There are very, very few people who appreciate or enjoy being micromanaged. As people sour on your overbearing style, they will feel a strong temptation to quit, often without warning. Sudden turnover like that throws your entire team into turmoil and adds recruitment to your long list of things to do.

Clearly, micromanaging is bad for your team. But so is an entirely hands-off approach. Your team needs a manager, just not one that breathes down their necks. Learn more about building and managing great IT teams by having a conversation with the NYC IT staffing professionals at RennerBrown.

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What to Listen for in an IT Candidate’s Elevator Pitch https://www.rennerbrown.com/2016/04/01/boston-tech-candidate-elevator-pitch/ https://www.rennerbrown.com/2016/04/01/boston-tech-candidate-elevator-pitch/#respond Fri, 01 Apr 2016 15:38:30 +0000 http://www.rennerbrown.com/?p=762 These days, a lot of the most productive IT recruiting happens outside of traditional recruiting channels. Specialized events like hackathons, coding competitions, robotics meets, and industry conferences are great places to learn about and engage with the most promising talent out there. Since these settings are informal, however, you end up getting brief elevator pitches... Read more »

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These days, a lot of the most productive IT recruiting happens outside of traditional recruiting channels. Specialized events like hackathons, coding competitions, robotics meets, and industry conferences are great places to learn about and engage with the most promising talent out there. Since these settings are informal, however, you end up getting brief elevator pitches rather than in-depth interviews. Here’s what to listen for in an elevator pitch to tell if an IT candidate is worth pursuing.

Poise and Presentation

Just because an elevator pitch is brief and delivered on the fly doesn’t mean that it has to sound hasty. Notice how the candidate carries himself and how he speaks. Many of the same judgments that apply to job interviews apply here. You are looking for candidates who seem confident, knowledgeable, and genuinely excited about the opportunities you have to offer. Take note of the technical language they use, and judge how succinctly they make their pitch. Watch out, too, for signs of arrogance and bragging. There is such a thing as being too confident.

Focus and Fit

A good elevator pitch is as informative as it is enticing. Pay attention to what the candidate is actually telling you about his credentials and his fit for the job. Try to see past the sales pitch aspect in order to examine the candidate’s actual aptitude. If they are smart, the focus of the pitch is not their overall skill but rather their actual fit for your job and your company. Have they convinced you they can make a meaningful impact?

Personal Goals and Professional Ambitions

Part of the pitch should tell you why you want the candidate. Another part should tell you why the candidate wants you. Try to get a sense for the candidate’s goals now and in the future, and judge those against what your company is able to offer. It can be hard to determine culture fit based on a three minute conversation, but you will pick up on clues. Can you see this person thriving at your company?

Gut Feeling

At the end of the pitch, what does your gut tell you? Has this person left you curious? Are you eager to learn more, and do you find yourself thinking back over the positions you have available? Conversely, did the candidate raise any red flags? Do they seem like a smart person but a bad fit for your company? Don’t hesitate to listen to your instincts.

If you’re on the talent hunt, you don’t have to wait to hear the perfect elevator pitch. Let the Boston IT staffing team at RennerBrown help you make your next great hire.

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The RennerBrown Vision https://www.rennerbrown.com/2016/03/28/boston-values-vision/ https://www.rennerbrown.com/2016/03/28/boston-values-vision/#respond Mon, 28 Mar 2016 19:40:19 +0000 http://www.rennerbrown.com/?p=754 RennerBrown recently celebrated its 20th anniversary of providing IT staffing and consulting services. In that time, we have grown from a small, relatively anonymous firm into one of the most active and well respected in the industry and Northeast region. We credit a lot of things with that success, but nothing more so than our... Read more »

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RennerBrown recently celebrated its 20th anniversary of providing IT staffing and consulting services. In that time, we have grown from a small, relatively anonymous firm into one of the most active and well respected in the industry and Northeast region. We credit a lot of things with that success, but nothing more so than our singular RennerBrown vision. Everything we do displays a commitment to three core principles, each designed to serve our clients and partners better. Here’s how those principles work in action.

People

People are what determine success or failure in IT. It doesn’t matter if you have a limitless budget and all the latest technologies, if your IT team lacks the requisite skills and experience, your business is going to suffer. Our commitment to people is two-fold. First, we locate the best IT talent out there and connect them with opportunities where they are poised to thrive personally and professionally. Second, we work closely with our partners to learn their business, goals, and culture. Then we use that knowledge to introduce them to candidates who can make a big impact fast. We work with people, not employees and employers.

Process

IT requires a systematic approach. Without clear goals and a precise plan of action in place, initiatives quickly run over budgets, past deadlines, and below expectations. That is why expertise in the process of IT is so important. RennerBrown works with a team of expert IT consultants who have a perfect understanding of IT lifecycle management. Our team can help you plan, implement, and manage your project from start to finish, seizing opportunities as they present themselves and side-stepping the inevitable pitfalls and setbacks. Our approach makes it easy to turn an idea into an asset.

Technology

Considering how mission critical IT is to today’s enterprises, no one can afford to rely on technologies that overpromise and underperform. It is far too easy to overpay for hardware and software that does less than you expected and works poorly at best. In the same way that you need to have the right team at your disposal, you need to put the right tools in their hands. At RennerBrown, we work closely with vendors across the IT spectrum. Thanks to those partnerships, we can ensure that you get the right technology at the best possible price. Turn your IT budget into a surefire investment.

These are more than just buzzwords. We remain committed to the RennerBrown vision because we’ve seen the kind of impact it has in practice. Job seekers, hiring managers, and IT leaders all benefit from the wealth of resources we have to offer. Count on the RennerBrown vision to help you do everything better. Contact us today.

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What Can You Learn From an Exit Interview? https://www.rennerbrown.com/2016/03/21/nyc-exit-interview/ https://www.rennerbrown.com/2016/03/21/nyc-exit-interview/#respond Mon, 21 Mar 2016 09:35:41 +0000 http://www.rennerbrown.com/?p=752 An employee’s tenure at your company should start and end with the same feature – an interview. You use the initial interview to determine if they’re a good fit for the job. You use the exit interview to find out why they’re leaving. It is tempting to dismiss the exit interview, especially as it adds... Read more »

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An employee’s tenure at your company should start and end with the same feature – an interview. You use the initial interview to determine if they’re a good fit for the job. You use the exit interview to find out why they’re leaving. It is tempting to dismiss the exit interview, especially as it adds to your HR burden, but it’s actually a very important and informative exercise. Discover what you can learn and how that benefits you moving forward.

The Quality of Your Teams and Culture

It’s always hard to criticize yourself accurately, especially in professional settings. Sitting down with a departing employee allows you to get direct feedback about the quality of the positions you offer, the culture in your office, and your overall aptitude as an employer. You might presume to understand these qualities perfectly, but a second opinion is always worthwhile. Plus, departing employees tend to be more honest than current ones, helping you to get real, unvarnished assessments. If there is a problem you were oblivious to, you can make plans to fix it.

The Effectiveness of Your Recruiting and Retention Strategy

You hired this person expecting them to thrive over the long term, but clearly something sent went south. Exit interviews reveal a lot about the way you search for talent, invite them into your ranks, and then encourage them to stay. The employee might be moving on because she felt misled, under- or overqualified, stuck in place, or received a better offer elsewhere. In every case, you can use this info to revise and improve the way you engage with talent in the future.

The Factors that Impact Your Growth and Prosperity

An exit interview is also a great setting to get opinions, impressions, feedback, and ideas about your company as a whole. We mentioned earlier that departing employees tend to be more honest. They also tend to be surprisingly convivial due to the fact they are moving on to a place they would rather be. You can take advantage of this unique atmosphere to get invaluable information about the way you do business. Some of this will be praise and much will be criticism, but all of it will be insightful. Avoid the instinct to contend or contradict and focus instead on digesting as much actionable information as possible. It could lead to your next great idea.

If you’re in the position of conducting an exit interview, it means you’re also in the position of making a new hire. Find resources to help you throughout the recruiting process by working with the team at RennerBrown.

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“What if a Job Isn’t Right for Me?” https://www.rennerbrown.com/2016/03/14/new-jersey-job-isnt-right-for-me/ https://www.rennerbrown.com/2016/03/14/new-jersey-job-isnt-right-for-me/#respond Mon, 14 Mar 2016 10:40:37 +0000 http://www.rennerbrown.com/?p=753 After searching long and hard for a job, and making it through a rigorous recruiting process, there is a well-deserved feeling of elation and satisfaction that comes from getting hired. Once that feeling wears off, however, it might become clear that this is not the right job for you. That puts you in a difficult... Read more »

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After searching long and hard for a job, and making it through a rigorous recruiting process, there is a well-deserved feeling of elation and satisfaction that comes from getting hired. Once that feeling wears off, however, it might become clear that this is not the right job for you. That puts you in a difficult position – do you stick it out even if you’re miserable or struggling, or make a break and commit to the uncertainty of unemployment once again? Only you can decide for sure, but look out for these signs that it’s time to move on.

  • You’re on the Wrong Path – You know where you want to be in a year, five years, and ten years. If your goals are out of step with what your current employer is able to offer, you’re only going to grow more discontent in your job.
  • You’re a Bad Culture Fit – You can be perfectly qualified for a job, but simply a bad fit for a company. If you feel like you can’t be yourself at work, or that the work you’re doing conflicts with your personal beliefs and values, you will never feel fully comfortable in the office.
  • You’re Feeling Misled – You applied for this job feeling like you were interested in the work being offered and capable of being successful at it. But then you showed up and found that your daily responsibilities were far different than the ones described in the job description. Feeling like your employer has tricked you only leads to bitterness and resentment.
  • You’re at Odds With the Boss – You want to make a good impression and turn in a good performance, but you and your boss can’t seem to get on the same page. Whether the fault is yours or his, your relationship is simply toxic. This situation will get worse before it gets better.
  • You’re Bored and Tired – You don’t expect a day at work to be a picnic in the park, but it shouldn’t be an experience you dread either. If you find yourself constantly watching the clock, coming in late or calling in sick, and leaving every day feeling depressed and drained, you’re giving too much of yourself to your job.

At RennerBrown, we strive to find job seekers the right job, not just the available job. If for some reason one of our professional partners feels like a placement is not working out, we immediately get to work finding alternatives. Once the right opportunity presents itself, both the employee and the new employer get more out of the relationship. If you feel it’s time to move on, let RennerBrown help you find the right new path.

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Is Contract Staffing Right for Your Company? https://www.rennerbrown.com/2016/03/07/new-jersey-contract-staffing/ https://www.rennerbrown.com/2016/03/07/new-jersey-contract-staffing/#respond Mon, 07 Mar 2016 10:05:02 +0000 http://www.rennerbrown.com/?p=741 Do you have a gap in your workforce? Are you anticipating a period of growth in the near future? Do you need to replace an ineffective team member? If you answered yes to any of these questions, contract staffing could be a more viable option than bringing on full- or part-time staff. Ask yourself the... Read more »

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Do you have a gap in your workforce? Are you anticipating a period of growth in the near future? Do you need to replace an ineffective team member? If you answered yes to any of these questions, contract staffing could be a more viable option than bringing on full- or part-time staff. Ask yourself the following questions to determine if contract staffing is right for your company:

  • Do You Have Seasonal Hiring Needs?

Most businesses have busy and slow seasons. During the busy times you wish you had more staff, but when business slows back down you don’t want to have deadweight on your payroll. Contract staffing allows you to bring in the talent you need for just as long as you need them, then part ways in an amicable way. The busy season doesn’t have to be the stressful season.

  • Are You Having Problems With Retention?

Most retention problems stem from a lack of employee morale. Contract staffing allows you to keep your team spirit high in two ways. First, bringing in extra help when needed helps take some of the load off your permanent staff and eliminate the kind of overworking that leads to burnout. Second, since contract staffing works on a temporary basis, when the staff leaves it doesn’t create the same environment of suspicion and uncertainty that layoffs do.

  • Are Your Hiring Needs Uncertain?

Predicting your workforce needs over both the short and long term can be a difficult, even impossible process. If you’re uncertain just what kind of staff you need moving forward, why not start by hiring contract staff and observing the impact? The cost/risk is a lot less than making a permanent hire, but you have the means to make the position permanent if and when it becomes necessary.

  • Have You Suffered from a Bad Hire?

Making a bad hire is at best expensive and disruptive and at worst a catastrophe for your company. Contract staffing offers you the unique opportunity to “try before you buy.” A candidate can serve in a contract capacity for a period of a few months and give you a clear look at their on-the-job performance. If you’re impressed, you can offer them more. If you’re not, you can part ways and start your search over with relatively few consequences.

Remember that adding contract staff is the lowest cost and least consequential option on the table. So why not make it a part of your recruitment strategy? Explore this option further by contacting RennerBrown.

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LANDESK Announces Launch of LANDESK Management Suite 2016 https://www.rennerbrown.com/2016/02/16/landesk-management-suite-2016/ https://www.rennerbrown.com/2016/02/16/landesk-management-suite-2016/#respond Tue, 16 Feb 2016 10:28:09 +0000 http://www.rennerbrown.com/?p=749 LANDESK Management Suite is getting a long-awaited overhaul with LDMS 2016. The suite includes the latest release of Workspaces, which includes End User, IT Analyst, Asset Manager and Security Workspaces, and the newly introduced Workspaces for Security Admin. This is the latest upgrade in LANDESK’s technologies that help businesses manage, protect and service the devices... Read more »

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LANDESK Management Suite is getting a long-awaited overhaul with LDMS 2016. The suite includes the latest release of Workspaces, which includes End User, IT Analyst, Asset Manager and Security Workspaces, and the newly introduced Workspaces for Security Admin. This is the latest upgrade in LANDESK’s technologies that help businesses manage, protect and service the devices on their networks. Here’s an overview of some key upgraded features:

Unified Endpoint Management

Provides unified endpoint management that enables users to seamlessly gather device-related data, assess status in network environments and deliver appropriate software to each platform.

Expanded Workspaces

Streamlines device management without impacting end users. This version improves and expands functionality of the Workspaces platform and offers a clean, simple user interface.

LANDESK Workspaces for Security Admin

Security Suite 2016 introduces LANDESK Workspaces for the Security Admin. It simplifies security and IT operations interconnectivity by providing a view into the security of devices on the network. It helps to prioritize remediation needs and allows admins to identify vulnerabilities or see where patches may be required.

Automated Rollout Projects

Automates the rollout process of software projects of any size including new deployments, upgrades and patching.

Secure Mobile Email, Application Wrapping, Secure Mobile Browser

Delivers advanced mobile technologies, including secure mobile email, which allows users to securely access corporate email including attachments from personal mobile devices.

For more about these new and enhanced offerings, please visit the LANDESK website.

To learn what this release means for your business, contact the experts at RennerBrown. We provide the resources and support businesses need to remain competitive in an ever-evolving technical environment.

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Prevent Burnout on Your Team https://www.rennerbrown.com/2016/02/15/boston-prevent-tech-team-burnout/ https://www.rennerbrown.com/2016/02/15/boston-prevent-tech-team-burnout/#respond Mon, 15 Feb 2016 11:10:36 +0000 http://www.rennerbrown.com/?p=740 There is a big difference between having a bad day at work and getting burned out. When you have a bad day, the solution is usually to eat a good meal, relax, and get a full night of sleep. When you’re burned out, the solution is usually to quit the company quickly and compulsively and... Read more »

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There is a big difference between having a bad day at work and getting burned out. When you have a bad day, the solution is usually to eat a good meal, relax, and get a full night of sleep. When you’re burned out, the solution is usually to quit the company quickly and compulsively and rethink the career path you’ve chosen. For that reason, any manager who wants to avoid workforce disruptions and keep quality talent in the loop needs to be proactive about preventing burnout. Here are a few tips that work:

  • Encourage Downtime – Some IT pros go months or even years without taking time off. Their commitment is admirable but unsustainable. Watch out for employees who spend too much time in the office and shoo them out when necessary.
  • Be Realistic – Do you really know how much work your team is putting in? If you have set expectations too high or made deadlines too short, you’ve created a lot of stress for your team and made a frustrating failure a lot more likely.
  • Eliminate Obstacles – You may be creating obstacles for your team without even realizing it. This only makes their job harder and creates an antagonistic relationship between you and your staff.
  • Staff Differently – When you are understaffed, your team is unavoidably overworked. You may need to add permanent staff, but another option is working with contract employees. They can quickly fill a role, pick up the slack, and then exit your organization without hurting employee morale.
  • Act With Empathy – The issues that lead to burnout can come from both inside and outside the office. Rather than being quick to scold and reprimand, remember that your team is made up of real people with complex lives. A little bit of empathy can be a huge comfort to someone going through a difficult time.
  • Get Flexible – Does your whole team really need to spend 40+ hours a week inside the office? Offering flex scheduling and work-from-home opportunities empowers team members to create a better balance between work and life.
  • Communicate Clearly – Your team looks to you to provide information and offer guidance. If you are unavailable, confusing, unclear, or erratic, you’re only doing your team a disservice. Problems with burnout are often the direct consequence of an ineffective management style.
  • Offer a Reprieve – Going to the office doesn’t have to be only about work. Make a real effort to inject some fun into the workplace and shake up the traditional workday. A meal, outing, or happy hour can do a lot to reinvigorate an overworked team.

Regardless of whether the issues with burnout get better or worse one thing is clear – you need to change the way you build and manage your workforce. Find the resources you need to do things better by working with RennerBrown.

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