Understand and manage employee satisfaction: morale and engagement influence productivity, customer satisfaction, employee retention…
Need to measure many aspects of employee satisfaction:
Don’t just measure, improve, and be seen to improve:
How do you measure it ? | Employee surveys |
Consider using a third party to allow confidential feedback Surveys: local or organization wide Formal or unstructured meetings: listen for feedback One-on-one meetings: build relationships to encourage feedback Review sickness and attrition data: look for trends and changes Staff-driven metrics: allow staff to submit morale indicators |
Satisfied employees lead to satisfied customers, consider:
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1. Working to a customer-oriented mindset An approach to sales and customer‐relations in which staff focus on helping customers meet long‐term needs and wants:
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How to create a customer‐oriented strategy:
2. Positive Communications
Routine, repetitive IT work is rapidly moving to automation
Interaction and communication still relies on people: communication is needed with customers, suppliers, colleagues, staff…
All communication: creates opinions of the value of the team, ITSM, and the service provider
Consider how to manage and coordinate communication: small team to communicate about projects, service desk agents to communicate about incidents...
Characteristics | Communication principles | ||
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Communication is a two-way process We are all communicating all the time Timing and frequency matters There is no single method of communication that works for everyone The message is in the medium |
3. Workforce Planning
Purpose: the purpose of the workforce and talent management practice is to enable organization, leaders, and managers to focus on creating an effective and actionable people strategy (analysing the current workforce, determining future workforce needs, identifying the gap between the present and the future, and implementing solutions) so that the organization can achieve its mission, goals, and strategic objectives.
Workforce is arguably the most important asset of most organizations
Identify required roles, and associated knowledge, skills, attitudes...:
Strategies for recruiting, retaining, developing, and managing employees
Understanding how human resources will be used to meet business goals
Numbers of staff as well as skills and competence
At multiple levels, from whole organization to a single project
For ALL capabilities: New and changed services, support, etc.
Workforce and talent management:
People’s competence can be T-shaped, pi-shaped, comb-shaped:
Go back to ITIL 4 Managing Professional Certification Course: Create, Deliver and Support (CDS) to finish this chapter or to the main page ITIL 4 Managing Professional Certification Course.
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