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• Your employees will be happier. I’m not perfect, but neither is anyone else. To work for an organization that requires constant perfection can be extremely stressful. Life happens, we’re human, and people make honest mistakes. To work for a company that leaves no room for mistakes can cause employees to worry and doubt every little thing they do. I don’t know about you, but I don’t want to spend a good portion of my day scared that the next thing I say or do will be my last at the company. That’s just a miserable way to go about life and eventually it will wear on them, both inside and outside of the workplace. Their unhappiness may start to reflect in the quality of their work.

• Employees will feel more comfortable about offering ideas and suggestions. If your company was a little more open, a little less stuffy, and a little less strict, your employees may feel more comfortable offering contributing proposals during meetings. Creating an open and welcoming atmosphere can make employees feel better about freely expressing opinions, new ideas, and suggestions. If you don’t create this environment, employees could feel less inclined to speak up and you could potentially miss something of value.

• Individualism can produce original solutions. I think some of the best companies I worked for are the ones that celebrate the individual and encouraged them to produce inventive ideas to demonstrate to the company. Employees loved the fact that they could use their personal experience and knowledge to present these suggestions. They gained a sense of accountability and became more engaged in the company’s well-being. Additionally, they found the company’s willingness to listen, consider, and offer feedback about these ideas to be motivating. They appreciated a company that offered this participative communication structure rather than companies dictating how things would be and expecting employees to follow without question.

• You’ll gain trust from your employees. We aren’t robots, so it’s hard to trust someone who only communicates in an overly-formal, overly-professional, mechanical way. It’s hard to know what truly is going through that person’s mind and it’s hard to understand the meaning behind it all. Communication like that just seems closed and does not engage the other party in a useful way. Think about how you came to the point of trusting your friends, significant others, and family members. I highly doubt it was because of the “stimulating”, calculated conversations. You don’t get to know people from conversations masked with perfection. If you don’t get to know them, you also may not be able to trust them. To have an organization that employees don’t trust really isn’t going to do anyone any good. Try to keep it as real as possible.

• You could reduce turn-over. If senior management is too-tight lipped about the organization, it could create a cause of concern for employees. As an employee, nothing is worse than being kept in the dark or out-of-the-loop…except being kept that way during the recession we’ve been experiencing. With layoffs, terminations, and failing businesses, it’s best to offer some honest information to your employees. This will help employees know where they stand in the company. It will also allow them to know where the company stands in the business world. Additionally, it can ease minds and lower turn-over caused by employees’ mentality of “getting out before it goes under.”

• You’ll pique interest from outsiders. Think of some of the most interesting companies in business: Google, Apple, Zappos, and LinkedIn come to mind. These companies are notorious for their company culture. They celebrate and own their uniqueness and won’t conform to oppressive corporate structures other companies have had in the past. Because of the “realness” they bring to their company, candidates want to work there, employees are rating it the best place to work, and other companies want to adopt their corporate style.

I understand that business is business. I also know certain companies and jobs need to have an extreme level of professionalism. However, sometimes it can be too much and cause companies’ to be hindered rather than grow. Your employees are your biggest assets and you need to treat them as such. As I’ve said before, the companies that will dominate will be the ones that can find a way to keep the workforce working towards a collective goal but still welcome individualism and authenticity. Consider some of these points and even test them out. You may find that employee morale and productivity will increase.

Links:

Why Should Organizations be Authentic?

Companies Mentioned:

Google
Apple
Zappos
LinkedIn

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• Strong organizational, multi-tasking, and time-management skills
• Excellent business acumen and industry acumen

 Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.

 Please email a copy of your resume to: tina.eckardt@accenture.com

Our SI&T consultants can expect to:
• work with cutting edge technology
• deliver high-quality solutions across multiple industries
• work on a variety of projects ranging in both size and scope
• receive continuous training
• gain rapid career progression
Accenture Technology Consulting (ATC) falls within the SI&T organization and provides services aimed at improving the strategic intent, transforming economics and effectiveness, and the overall design, of a company’s information technology capabilities and/or functions. Information technology capabilities include IT planning and management, IT processes and approaches, and IT assets that provide the operational components necessary to run applications.

Accenture’s Next Generation Data Center solutions focus on achieving high performance by transforming all aspects of data center infrastructure and operations by centralizing data center facilities, rationalizing and virtualizing servers, implementing tiered and virtualized storage, and introducing automated provisioning, predictive operations and business service management capabilities-all while taking into account (and benefiting from) service-oriented architectures.

Job Description:
Server Technologies professionals develop and deliver server technology strategies and solutions that enable computers residing on the same or different systems to access and utilize enterprise data.

Key responsibilities may include:
• Planning and managing diagnosis and assessment activities and defining high-level program/action plans
• Identifying opportunities to drive more value from an organization’s IT strategy through technology strategies in targeted areas, including technology infrastructure (overall as well as security, networks, and desktop) and technology architecture (overall as well as mobility, portals, and information management)
• Ensuring technology requirements will allow modeling and address performance and security
• Ensuring high level design supports a robust technology solution, taking into account the user requirements, technical requirements, etc. (e.g., solution architecture)
• Planning and managing technology design activities
• Being recognized as an expert on one or more technology vendors/products/areas
• Leading the technology evaluation and selection effort
• Planning and managing capacity planning activities
• Planning and managing program-wide technology build, test and deployment activities
• Being an expert in troubleshooting and performance tuning one or more technology products
Basic Qualifications:
• Minimum of 5 years of hands on experience with VMware, Citrix Xen, or Hyper-V
• Minimum of 1 year of provisioning tool sets (BMC Blade Logic, HP Business Systems Automation, HP Openview, etc.)
• Minimum of a Bachelor’s Degree
Preferred Skills:
• Some combination of the following skills:
o Application/Database rationalization design/implementation – includes application migration/consolidation and database rationalization
o Storage Technologies (SAN/NAS) including Hardware & Software (EMC/ Network Appliance/ Sun Storagetek/ IBM/ HP EVA or Storageworks)
o Advanced computing and storage technologies – server virtualization and partitioning, storage virtualization
o Datacenter/Server Operational Components (Monitoring, Management, etc.)
o ITIL concepts, in particular for Help Desk, Incident, and Problem Management
o Experience implementing and maintaining methodology
o Asset Management (Experience with tools/process)
o Designing and implementing server solutions
o Designing scalable server architectures for critical business systems
o Experience in project management and detailed technical planning
o Planning future server capacity
o Implementing disaster recovery processes and procedures
o Maintaining problem tracking and resolution at a detailed level for service requests
o Performing file system maintenance and data migration
o Performance tuning of servers and related systems
o Writing scripts for automation of tasks
Professional Skill Requirements:
• Program and Project leadership
• Supervisory experience
• Generating detailed documentation
Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.

Applicants for employment in the U.S. must possess work authorization which does not require sponsorship by the employer for a visa.

Accenture is an Equal Opportunity Employer.

It can be exciting to share in this way, and many business people are using it to share professional information as well.  Unfortunately, the ubiquitousness of status updates makes it hard to be “heard” above the noise – social networking sites are often jammed with people posting what they ate for dinner and rooting for their favorite sports team.  The status updates on LinkedIn, however, don’t compete with these other, random posts, because they are only professional updates.  (I have almost 400 first level connections, but receive less than 10 status updates a day on LinkedIn – so I end of up reading all of them).

At a minimum, you want to update your status on LinkedIn once a week.  If you are actively networking on LinkedIn, though, three to four updates a week are a good number to aim for.  Think about your LinkedIn status update as a mini-press release about your career.  You can share a small piece of information with your network quickly and without much effort.  Here are 9 ideas of what to share in your status update:

1. Tell your network about a professional event you are going to or have just attended (networking event, trade conference, industry convention, Chamber of Commerce meeting).
2. Announce a project that you are starting or have completed for your job.
3. Plug the work of someone in your network.
4. Share a business success you’ve recently had – a happy client or a rave review.
5. Ask your network for a specific connection that you are looking for.
6. Post a link that would be of interest to people in your network.
7. Promote a new product or service that you are offering by telling your network how it can help them.
8. Remind people about the characteristics of an ideal business referral for you, or just ask for referrals.
9. Make a recommendation to your network about a service, product, website, software package, company, book, etc. that has been useful to your business.

Just implementing these ideas alone can keep you busy on LinkedIn for several weeks.  Happy Updating!