When it comes to managing IT talent, leaders have a lot on their plates. If you utilize tech consultants for specific projects and initiatives, you may not have thought about the way you manage them. However, the right approach to managing a team that includes consultants can mean the difference between a successful engagement and a failed engagement.
IT consultants need to know what is expected of them if you want them to actually deliver results. Without clear goals and expectations, your consultants may not be on the same page as the rest of the team in terms of priorities or workflow. Always sit down with new consultants and go over your goals and expectations for the engagement, and check in regularly to monitor progress.
Build A Relationship
IT leaders don’t have a lot of time to invest in getting to know a consultant on a personal level, but it pays to be friendly and show some level of interest. This is especially true if you find a consultant you’d want to work with again in the future. Consultants want to work places where they feel welcome.
Integrate Them into the Team
If you make consultants feel like second-class citizens compared to your permanent staff, you’re not going to get their best work. Make sure consultants are included on the team email list, that they receive all necessary documentation when they need it and that they are invited to all team meetings. If you treat consultants like members of the team, your employees will do the same. This can go a long way towards improving collaboration and preventing the resentment that can sometimes occur when consultants are added to the mix.
Don’t Micromanage, but Don’t Ignore
Managers often make one of two major mistakes with consultants. They either micromanage every detail of the consultant’s day, or they completely ignore the consultant and provide little support or guidance. Manage your consultants with the same level of attention you give the rest of the team. You brought in the consultants for their skill and talent, so be there to support them, but let them do their jobs the best way they know how.
Your permanent employees have regular performance reviews, but consultants don’t have that benefit. Don’t make them guess how they are doing. Instead, touch base with them each week to provide feedback. This will help consultants adjust their approach and deliver better results.
Offer Performance Incentives
If your permanent tech staff can earn bonuses for overperforming, offer the same to your consultants. It’s only fair they get rewarded like full-time staff for contributions to a successful project. As word spreads that you take care of consultants who exceed your expectations, you’ll attract a higher caliber of candidates for future projects.
Work with an Expert Tech Recruiter
If you are looking for strong IT consultants for your projects, partner with a niche recruiting firm that specializes in short-term technical engagements. PEAK Technical Consulting can help staff your projects with top talent. Contact us to learn more about our recipe for your company’s success.
PEAK Technical Consulting is a leading provider of IT and technical talent, offering contract staffing, contract-to-hire and direct hire solutions throughout the United States. With nearly fifty years of technical recruiting experience, we are committed to delivering real value to our clients by providing the resources, support and solutions they need to succeed.
PEAK consistently delivers top talent for even tough-to-fill positions. See some of the IT jobs we have recently filled for our clients:
- Sr. Android Engineer
- Mobile Applications Business Analyst
- Automation Test Engineer
If you are looking for skilled, experienced IT professionals to help your business grow and prosper, contact the IT recruiting experts at PEAK Technical Staffing today.