A healthy work environment is built on a foundation of trust. Nothing derails work environments and relationships faster than unanswered questions and skepticism. Unfortunately, in the IT staffing industry, these are common problems. We regularly see individuals who have been abused by the system. They feel their wellbeing comes second to a companies need. Instead of taking the time to understand the need of both consultant and company, staffing firms often choose speed. That’s how you lose trust and that’s how you lose good people. It just doesn’t make good business sense. Here are a few of the best practices we’ve identified for building a healthy and trustworthy IT work environment…

· Take the time to understand an individuals strengths. It will help you place them in the right situation that benefits everyone – consultant, client and yourself.

· Show appreciation through action. Kind words are great but backing them up with necessary support and benefits is key.

· Provide resources for professional development that help individuals continue to advance their career.

· Be transparent in company announcements. Communicate with employees and consultants directly as situations arise.

· Once placed, don’t leave a consultant hanging. That’s the most important time to continue communication with both client and consultant to make sure each is thriving.

To continue this discussion, and leave a comment, visit the INT forum.

Building employee loyalty is the most important thing a company can do. It obviously fosters a healthy work environment but having loyal employees makes everyone look good and ultimately increases your bottom line. But building employee loyalty is a process, especially in the IT industry where so many have been abused over the years. Just hiring someone doesn’t mean they’ll trust you and buy in to what you’re selling. Here are three things to ask as an employer or an employee that will lead to immediate satisfaction and long-term loyalty:

1.) Support begins once the hire is made – Everyone feels good in a new hire situation but those feelings can quickly disappear if you’re not supporting your new hire. Show that you’re there for them, back them up, be a resource for questions and concerns and you’ll foster a sense of trust and commitment that will go a long way for both sides.

2.) Make sure payment arrives on time – It seems obvious but no issue looms larger over the IT industry and can be more damaging than not getting paid on time. It should be obvious – you put in the time, you get paid on time. Unfortunately, that’s not always the case. Do whatever you have to do to ensure all of your employees are paid on time. Usually it’s a simple step. Take it, and you’ll be appreciated.

3.) Keep working past the first assignment – When an employee starts an assignment that’s the perfect time to start thinking about the next one. Show them that you’re looking out for their future and you’ll build the kind of credibility and trust that leads to a great reputation.

To continue this discussion, and leave a comment, visit the INT forum.

Corporate Responsibility Officer recently released its list of the 100 best corporate citizens of 2008. Companies are ranked in eight categories including climate change, employee relations, environment, financial, governance, human rights, lobbying and philanthropy. Intel took the top spot and we’re happy to see that three other tech giants were among the top twenty – Eaton Corp., Cisco Systems Inc., and Sun Microsystems Inc.

Check out the full list of winners here

To continue this discussion, and leave a comment, visit the INT forum.

1.) Do they understand my needs? You need to understand if the person you’re dealing with truly has your best interest at heart. Is this just a stopgap for them? Or have they truly assessed your skill set? Ask around, do your homework, and see what people who have dealt with them in the past are saying.

2.) Have you been where I’ve been? It’s important that the company that’s placing you has a true understanding of industry nuances. It seems like it should be obvious but too often employees are taken advantage of and placed where they don’t fit. Ask them about their contacts and make sure they have relationships build where they’re placing you.

3.) What’s your level of support? What happens when you get placed and something goes wrong? Say you’re unable to get your time card signed and you don’t get paid on time. Is there going to be someone there to vouch on your behalf or does the relationship end as soon as you’re placed. Look for a partner, not just a placement.

4.) Do you offer professional development? Part of building a successful partnership is making sure both sides succeed and grow. Do you have the chance for professional development? Is it just a broad stroke approach or can you learn and improve in areas you’re truly interested in. Find out. It will be important in the long run.

5.) Would I recommend them to peers? If the answer is no, then chances are your peers wouldn’t recommend them to you either. Would you work somewhere like that? Probably not. Being comfortable and proud of your surroundings is what will ultimately decide whether you’re happy or not. Above anything else, peace of mind and satisfaction are the most important virtues in the workplace. Make sure they fit this criteria and everything else falls into place.

To continue this discussion, and leave a comment visit the INT forum.

The nervousness that permeates today’s business runs from top to bottom. CEO’s are worried about their businesses ability to survive through the recession and employees are worried about maintaining their jobs, feeding their families, and continuing to make their mortgage. Nervousness breeds skepticism which in turn can make for bad decisions all the way around…..this is where ethical practices can act as a front to stop this cycle.

As times get tough we’re compelled to do one of two things. Duck and cover and look out for ourselves or take stock of what’s truly important and invest in our people and relationships. While taking the first approach might buy you some time, it’s almost a guaranteed lose over the long run. Just ask Bernard Madoff.

I believe the way business persons and company’s respond in these stressful times will demonstrate their true character and define how they are judged for years to come.

Honesty will be paramount as we continue to navigate through the challenges ahead. Even if news is bad, being upfront with our employees and customers builds trust, respect and a sense of partnership that can very well make the difference between success and failure.

We are not alone in our challenges. Those who share them with us are looking for islands of stability and hope in the sea of turmoil. When we demonstrate the characteristics that exemplify good business done with good ethics we become that island. We become that place of hope that they can and will invest in. We become stronger for our efforts and we gain the reputation that will be remembered long past our current challenges.

To continue this discussion and leave a comment, visit the INT forum.

INT are the first three letters in integrity – something that we hold as the most important part of our business. Build your business ethically and success will follow. So, here are our eight ethical musts for building, running and leading a business…

1.) Listen. Too often CEO’s and management get caught up in what they think is important or best for the company. Those of us lucky enough to be in these positions need to remember that our success is based on our employees. Listen to these people. Learn what they truly want and you’ll be better for it.

2.) Support. Your good people require your full support in order to reach maximum productivity. In these times, or in any time, looking after the bottom line while ignoring the impact on your employees and clients will cost you dearly. Providing support to your employees of all levels and helping them through these tough times builds your reputation and trust within your organization and defines you to the rest of the world.

3.) Look long term. Strive for the quick fix and you’ll pay the price down the road. Look to build relationships that serve all parties over the long term and your reputation and bottom line will thrive.

4.) Know your strengths. Don’t just tell people what they want to hear. Tell the truth. In our case, we’re not the fastest. We know that. But, if you want the best person to fit your specific needs, then we’re your best option. We tell the truth and it pays off.

5.) Be available. Just like you’ll be front and center when good things happen, do the same when things don’t go as planned. You’ll fix the problem faster and gain the respect and trust of those around you.

6.) Follow your instinct. If the voice in your head has questions, listen. It’s probably right. Your instincts have carried you this far and you should turn to them first whenever an ethical question arises.
7.) Prioritize. Things like benefits and professional development shouldn’t be luxuries. Treat your employees like you want them to be there and they’ll want to stay and be productive.

8.) Recognize. When people do a good job it shouldn’t just be an expected benefit. Recognize them and it’ll pay dividends for everyone including others who will work to gain the same recognition.

To continue this discussion and leave a comment, visit the INT forum.