Staff turn-over and training is one of the largest and riskiest issues in a mission critical organization. Having a deep understanding and filter of qualifying emergencies and properly applying pressure to your team members is incredibly important. By reducing our emergency ticket volume and by building a truly fault-tolerant infrastructure (read more about that
here for understanding the cornerstone of digital transformation and any transformation efforts), we have almost eliminated the “interruption emergency culture” that is pervasive and problematic in NOC’s today.
Our job satisfaction and hybrid NOC member models create higher-paying NOC Jobs (our average is currently 25% above the industry average for our city). Building long term members, at the most basic level of the organization, is a crucial building block for educating and creating a successful organization. These NOC members are often non traditional hybrid candidates instead of the old “Help Desk Guy” model, contributing to the TRG Difference in a large plurality of very diverse ways.
Our NOC team has become a defining feature of our organization in many ways, where the rubber hits the road for TRG.