Are you leaving it to HR and once a year performance reviews as your primary way to recognize good performance? Or are you seeking formal and informal ways to let your key employees know they are a good job.
Recognition can come in many forms. For example, it’s been a great couple of weeks for me on receiving recognition. Enterprise Mobility Exchange listed me as their top digital transformation expert on Twitter along with Sarbjeet Johal, Evan Kirstel, and Tamara McCleary. Earlier in the week, Thinkers360 listed me in their top 20 global thought leaders in big data along with experts Sandeep Raut, Daniel Newman, Tripp Braden, and others.
But what about your employees that are coding their way to the newest application, pounding away at ci/cd pipelines, pulling their hair out trying to find insights in the newest data sets, or experimenting with the latest AI, blockchain, and IoT technologies?
We say, “Celebrate the wins” but are you?
Earlier this week, I moderated the #IdgTechTalk (most Thursdays at 12pm ET) on “Building an Expert Data Analytics Team” sponsored by PureStorage and asked the following question:
Q4: What should organizations do differently to attract data analytics and BI professionals? #idgtechtalk pic.twitter.com/Z4YQAhRFcT— Isaac Sacolick (@nyike) December 6, 2018
And here was my answer
A4) Care. Analysts are not “quants:, statisticians, or number crunchers. Demonstrate an #agile process working with analysts and how analytics insights are used to make business impact #IDGTECHtalk— Isaac Sacolick (@nyike) December 6, 2018
Simple ways to reward top IT performers
So here is my list of suggestions on rewarding employees
- Get away from stereotyped names and titles
- Financial compensation and other benefits are very important, but not sufficient
- Top performers want a reasonably defined working process (aka agile) and thrive on self-organization
- Say thank you over and over again
- Take an interest in what they are doing. Learn from them
- Ask genuine questions of interest. And pay attention to the answers
- Communicate! Let them know how their work is impacting business and customers
- Encourage them to attend and speak at conferences
- Announce a peer suggested, “Engineer of the week”
- Find simple ways to celebrate every release
a4: standard items, financial rewards, interesting/exciting work, supportive culture #idgtechtalk— Ed Featherston (@efeatherston) December 6, 2018
A4) to attract data analytics professionals, organizations must provide
– Information on data openness and transparency initiatives
– be socially active in business community about importance of analytics (industry level) #ThoughtLeadership
– Developer friendliness #idgtechtalk https://t.co/NHC3eq30DE— Sarbjeet Johal (@sarbjeetjohal) December 6, 2018
A4 Write realistic job descriptions, rather than a 5 page list of required programming languages and metaphysical nonsense #IdgTechTalk 🤣— Phil Siarri (@philsiarri) December 6, 2018
A4 financially rewarding these positions is a great way to start getting more interested candidates #IDGTechTalk— Debra Ruh (@debraruh) December 6, 2018
A4) Lots of things: Dedicated $$$ to a plan, strategy & infrastructure. Build a data analytics culture across the biz. Invest in vendor/cloud/internal training for staff. Contribute back 2 the data analytics community to show your leadership.#IDGTECHtalk— Will Kelly (@willkelly) December 6, 2018
A4 (more) In essence, invest the time, resources,and creativity to attract a wide spectrum of candidates from degreed data scientists to #citizen data scientist you want solving your org’s data challenges. #IDGTECHtalk— Will Kelly (@willkelly) December 6, 2018
A4 Support the continuous development of their skills. Make sure they are integrated into diverse teams where others can fill in their knowledge blind spots. #idgtechtalk— Antonio Vieira Santos 🙋🏽♂️ #Journey2022 (@akwyz) December 6, 2018
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