An MSP business would do well to seek the happiness of employees, but here’s the issue: even if you’re doing everything 100% correct, some employees will still be unhappy. That’s just life. What you want to seek, rather than happiness, is fulfillment. You want your personnel to be satisfied with their job and passionate about keeping it. That way, though they’re not always happy, they will always give you their best work, because their occupation fulfills them.
There are a few different schools of thought on facilitating fulfillment among your personnel. Regardless of which school you choose to follow, this isn’t something you can synthetically produce; it’s got to be authentic. Following are a few techniques you might want to consider for such outcomes:
Give Employees a Clear Career Path
The entry-level should never be the ceiling. Even if you’re a startup, the hope is that whatever five or six professionals you work with at the beginning stay with you until the company becomes established. At that point, they’re in upper management.
Well, a company that starts with six employees could quickly expand to 6,000. If there’s career growth for each new hire, they’ll stick around longer, work harder, and try to climb that ladder. If there’s no career path, they’ll just stagnate and do what they can to get by. That’s bad for everybody. Give them a solid career path.
Recognize When Employees Do Well
An MSP business is going to encounter strange situations where the actions of one employee may save a client, or even keep your business from losing valuable data owing to a breach. Whatever the case, be it prevention or expansion, you should recognize employees making solid contributions. This is good for them and for the morale of your overall team.
Build Real Relationships with Personnel
Don’t be some faceless manager or management team. Build real relationships with personnel from their induction to their exit from your business. This is certainly easier to do when your business is smaller, but it’s not impossible as you get larger. Make sure you know all the names of your personnel and you treat them as much as friends and colleagues as you can. Avoid treating anyone like a statistic. That’s asking for dissatisfaction and disgruntlement.
Conduct Interviews and Surveys to Determine Fulfillment Levels
Provide incentives for completing surveys pertaining to employee satisfaction. Conduct exit interviews to figure out what people who quit your MSPs perceived, and why they quit. Figure out existing levels of satisfaction, what you’re doing wrong, what you’re doing right, and how you can improve. Surveys and interviews can be quite essential here.
Employee Fulfillment Leads to Satisfaction and Collateral Happiness
When an MSP business builds relationships, conducts surveys, conducts interviews, recognizes employees who perform well, and provides them a solid career path, that’s going to contribute greatly to personnel fulfillment. Seek ways of providing employees fulfillment and they’ll work better for you.