Experts Add Value, Amateurs Add Costs – The Value of Hiring Cisco Network Experts

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Many VAR’s, Channel Partners and MSP’s are responsible for allocating the correct technical resource to monitor and manage their client’s IT Networks. Do they hire an external Cisco Network Engineer or allocate an in-house generalist IT Administrator?

IT Experts and Network experts have distinct specialisms and require the application of a significantly unique set of skills. IT Administrators tend to a multitude of IT duties ranging from desktop support to software installation & configuration. Cisco Network Engineers on the other hand are more specialised with typical duties ranging from VPN tunnelling to intricate network designs.

Organisations can be reluctant to hiring external experts as they prefer to assign generalist in-house IT staff to attempt complex networking tasks, often to the detriment to the end client.

Limited Internal Resources

Ask an IT/Systems Administrator for almost any VAR, MSP or Channel Partner what their duties are, and their answer will be “Everything!” They need to monitor & fix, software & hardware, back up data, enhance performance, security, storage and the list goes on. Internal IT & Engineering Departments are generally lacking in specific IT specialist functions. It would sink many businesses to the bottom of the ocean if they had experts in Cisco, Juniper, F5, Microsoft, Dell and Citrix who all need regular work. Not only do you need vendor specialists, you also need to have them situated in every single country where your clients are located.

It is therefore imperative to realise the limitations of the technical resources you have at your disposal in-house. You can hire an external expert in Cisco Networks or you can muddle along with what you have.

The Problem with Muddling Along

Tux, the Linux Mascot trying to put a square peg in a round hole

Round pegs fit into square pegs no problem, but they don’t stay there as the wrong tool has been used for the job. Holding your extremely expensive network together with sticky tape and a few short term fixes may solve an immediate problem, but it will simply add to the magnitude of problems brewing underneath those sub-standard fixes.

Systems administrators or IT generalists may be able to maintain and manage basic network functions, but complex configurations and designs MUST be left to the experts. If you need a CCNP Wireless, then hire one, if you need a CCIE Security, hire one. Prices from one Cisco Engineer to another varies depending on individual skill sets and market experience, where that experience should not be underestimated or undervalued. Technical couriers are often hired by organisations instead of paying the market price for a CCNA Engineer in an effort to minimise the cost of technical resourcing.

Muddling along might save you a penny or two in the short-term, but if I was your client, I certainly wouldn’t be satisfied that my critical business problems are solved with inferior solutions. Clients pay a premium price to have their networks maintained and managed, subsequently only premium solutions will suffice.

Quality of Service

Cisco certifications are highly regarded by Enterprise organisations, VAR’s, MSP’s & Channel Resellers, yet lower prices too often take precedence over quality of service. Cisco hardware is the backbone of all networks in almost every Enterprise organisation, which requires the application of Cisco best practises at all times to guarantee quality and continuity of service.

Here I’ll be bold and hail Cisco Certified Engineers as the best the market has to offer, no other certification comes close. When a CCNA or CCIE Engineer is assigned to complete a specific Network task there is no other IT Expert or Technician more qualified, experienced or skilled to successfully do so: round pegs for round holes.

By allocating anything other than a Cisco Certified Engineer to tackle a Cisco Network task is prioritising price over quality of service delivered. Cisco experts may be more expensive than the cheaper in-house generalist option, but if you think experts are expensive, wait and see how much amateurs cost you.

Harnessing a productive working environment at 4CornerNetworks, experts in Cisco Support

Want Happy Customers & Staff? Join the Culture Club

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Sell more and sell more now! Do as I TELL you. Listen when I bark! – We’ve all had horrid bosses like this, imparting their aggressive nature and sell-at-all-costs attitude which manifests into a toxic culture of bullying, aggression and arrogance. Working in an environment with a poisonous culture negatively impacts productivity, staff morale and business operations. On the other hand, focus on creating a positive culture which is people-centric and your business can build a substantial competitive advantage over market rivals.

Training & Development

In the year 2015 Technology is advancing at a rapid pace, smartphones & smartwatches, bigger memories, and bigger processors, faster machinery – none of which have any importance or relevance to your company culture and therefore highlighting that your employees are your most valuable asset.

Dedication to learning is an essential element in any successful company culture. Learning needs to be a continuous company process encouraging all staff members to embark on a quest for knowledge. Gathering professional qualifications is par for the course, but the value of soft skills shouldn’t be underestimated. Communications skills, work ethic, transferable skills and leadership qualities can all be nurtured from personal development training both in-house and externally. It is necessary to create a training and development plan with formalised processes by following the diagram below:

 

Training and development plan. 1 Identify and formalise Business Skills Shortages. 2: Identify Employee Skills Shortages. 3: Select Qualifications, Training Courses and Training Plans. 4: Book, Attend and Complete Qualification or Training. 5: Gather Feedback From Employees, Then Repeat Cycle.

Flexibility & Trust

The last time I looked, all my colleagues could tie their own shoelaces, vote, earn a degree and passed the interview that got them their respective jobs – so why do some company cultures insist on babying their staff? – 2 minutes late and you’re reprimanded, wear a tie, ask for permission to make a cuppa, get in your cubicle and don’t get ideas above your station. When written down it seems ridiculous, but such antiquated cultures are commonplace. People daily dread getting up to go into their jobs, another groundhog day – if your staff think like this, then your culture needs addressing and quick!

Don’t make your staff fear for their jobs, create an environment whereby they have no fear and are free to take risks and make mistakes. Improvements can only be made by taking risks, challenging norms and pushing boundaries. Demonstrate trust in your staff, be flexible with breaks, start and finish times. If your employee perhaps has been working late, then allow them to come in late to recuperate and don’t try to squeeze every last morsel of productivity from them. Happy staff are productive staff. Grant your staff the freedom to make a cuppa as and when they please, start late or finish early occasionally, let them work from home, or check their phones for messages during company time. If your recruitment process was thorough enough and your company culture applies flexibility and trust, then you’ll successfully build a progressive culture with loyal and productive employees.

Company Values

A company with an ingrained culture is a living breathing entity, and like people, can have a unique personality. Employees and stakeholders need to be able to identify with who your company is and what you stand for. Create a vision, mission and values statement to support company values – words on a piece of paper mean nothing unless there is a clear and defined strategy to implement & follow. Once company values have been installed into your everyday working environment, your staff and stakeholders can begin to buy into the values and beliefs you promote. Creating company values which resonate with the beliefs of individual stakeholders imparts shared beliefs and shared efforts to achieve a common goal.

Competitive Advantage

Strategy guru, Michael Porter identifies 2 main types of competitive advantage, cost and differentiation. Gaining a competitive advantage through cost measures simply enters companies into an overcrowded race with competitors. Buying newer, faster machinery is easy, but you’ll always be part of that race to the bottom. Cut costs by swinging the axe, make employees work twice as hard to compensate for the axe-wielding, but humans burn out. The solution to creating a sustainable competitive advantage can only be achieved by delivering superior added value compared to your competitors.

Companies providing services rather than products can utilise their employees to help bring their services to market quicker than their competitors. Those employees can respond quicker to customer trends and demands by offering customised solutions not freely available amongst market rivals. Quality of service delivery must always be a priority over achieving the lowest price. When your company culture focuses on cheapness, cheaper costs, cheaper products then most likely your company culture is just as cheap. Implementing a superior quality of service comes from employees taking pride in their jobs, taking pride in satisfying their customers and pride in the company they work for. Try giving your staff no creative freedom, no trust, no flexibility and an obsession with cost cutting – do you think your employees are proud? If you want happy customers and stakeholders, join the culture club 🙂