Good support techs are hard to find and even harder to keep. It’s a tough and often thankless job. Callers often abuse them, other IT employees take them for granted and the hours can be terrible. More importantly, the combination of being able to understand the technology and work with people is exceptional. There isn’t much a help desk manager can do about those things. What a manger can do is ensure the analysts have everything they need to do their job to the best of their ability.
1. The right tools
No job is easy without the right tools. Whether the job is to repair plumbing, cook a great meal or diagnose a computer problem, having the right tools is essential. For a help desk the right tools are;
a) Schematics on all supported hardware
b) Good remote control tool
c) Documentation on all supported software
d) Admin rights to every supported system
- Appreciation for a job well done
Award ceremonies can be fun but giving out the same plaques every year or month isn’t true appreciation. The way appreciation is properly shown is to personally thank the employee. Managers should occasionally stop by the desk of someone who has done well, maybe even invite that employee out to lunch. While there the manager should thank the employee and be specific about why that employee is appreciated. A follow up email that can be kept for their records is a nice touch but the personal visit will stay with the employee for weeks.
Nothing changes faster than technology and the Help Desk analyst must be at least one step ahead of callers every day. Whether in a classroom, book or computer based. Training for the Help Desk analyst is essential. Of course time and money are always an issue. Anticipate and plan for slow periods by keeping up to date training programs available. Even if only for an hour, taking advantage of low call volume to increase skills is the best possible use of a Help Desk analysts time.
- Help in the trenches
Most Help Desk managers spent quite enough time on the phone, before they were promoted, and have no intention of going back. This is a mistake. While a manager’s time is best spent managing, the occasional foray back to the trenches not only keeps him or her sharp and in the game. More importantly, the extra help on a really busy day will be greatly appreciated by the analysts. It’s always good to know the boss can do the job and not just boss.
Trust can be the toughest thing for any manager to give. For one thing, some employees just don’t deserve it. Most do and they should be left alone to do their job. Whenever possible a manager should deliver the requirements and then let the analysts figure out the best way to deliver. Micromanaging by scripting or insisting information be gathered in specific order are indications of mistrust and make an analysts job, more difficult, not less. New employees or those who aren’t performing need those things. Give the rest the room they need to do their jobs.
- Reasonable Requirements.
Reasonable requirements vary from office to office, depending on what is supported and the sophistication level of the users. It’s impossible for anyone outside to say what is reasonable and what isn’t. Looking at history and working with trusted employees is the only way set the parameters. Once those parameters are set the expectations shouldn’t be raised, without serious reevaluation. In other words, once an employee has reached a productivity level considered excellent, stop raising the bar. Doing so just forces the employee to have a bad month, in order to start all over again.
- Occasional off the phone work
A help desk analyst should spend the vast majority of work time, on the phone. The most important tasks on any help desk are answering the calls and helping the callers. Everything else is secondary. There are some tasks that are not phone related and giving analysts time on those tasks, when call volume permits, is a great way to recharge batteries. Examples are giving training as well as receiving it, documenting procedures and testing new software and hardware.
These seven things are important, doable and make a difference. There is more though. Tell us what you need from your manager and why?
For more great information on how to manage your IT employees check out The Practical IT Manager Gold Series by Mike Sisco. It’s an great resource.