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Managed IT Services

Intelligent remote monitoring, proactive maintenance, and behind-the-scenes remote support.

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Backup & Disaster Recovery

Ensure peace-of-mind in any situation with the most complete data backup solution available.

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Cloud Hosting Solutions

Reduce infrastructure costs, collaborate, and get more done with our unique cloud solutions.

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Your data is your business...protecting it is ours.

At Digital Seattle, we understand business. We consult. We provide solutions to solve everyday challenges. We just happen to fix computers as well.

We believe (and have proven) that if you proactively manage technology, run maintenance religiously, and monitor a business network, everyday issues and downtime will be greatly reduced.

This is what makes us different than your typical tech support company. Sure, we can fix computer issues when you have them, but our specialty is preventing them in the first place.

Are you looking for a partner you can trust your IT with? Sign up for a FREE IT Assessment to get started today.

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      • Who Are We?
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      Who Are We?

      It's Nice To Know Who You're Working With, We Get That

      Digital Seattle understands that making a decision means putting your trust in us. We encourage you to find out more about our company and read testimonials from our many satisfied customers!

      About Digital Seattle
       

      Refer A Friend To Digital Seattle!

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      What Our Clients Say

      • President
        Seattle, WA
        Building Owners and Managers Association Seattle King County

        Digital Seattle has been our computer technologies support partner since 2003 assisting us with our network setup and administration, IT support and even our upgrade purchases. Digital Seattle's support service has been prompt and reliable and they have always been able to meet our IT business needs.

      • Principal
        Seattle, WA
        Bohlin Cywinski Jackson

        We've found Digital Seattle's staff to listen carefully to our needs and to be highly responsive, knowledgeable, and innovative in their recommendations and service. We've worked with them for all of our technology needs ranging from installing infrastructure, servers… to maintenance, repair and planning. I would be delighted to recommend Digital Seattle for any of these services.

      • Office Manager
        Everett, WA
        Computer Power and Service, Inc.

        What I like most is how responsive, professional and friendly the staff is. Digital Seattle has made some technological recommendations for us that have worked incredibly well... The services that Digital Seattle provides leave us with a peace of mind with regards to frequent backups, the ability to reach an engineer in a short amount of time and their ability to solve our PC and network issues.

      • Administrative Assistant
        San Francisco, CA
        Alber Seafoods

        ... With past experiences, we were doubtful that we would be able to reach anyone for assistance. To our surpise though, regardless of the time, a tech will usually call us back within a reasonable amount of time to help us troubleshoot.. Digital Seattle is quick in responding to our IT needs. The techs are prompt and extremely patient, and have excellent team work... It makes people like me with very basic computer knowledge not feel intimidated or uncomfortable when working with them.

      • General Manager
        Seattle, WA
        Inn At The Market

        I like that the Digital Seattle team is trained in our technologies, they know our infrastructure. I can call and talk to them and get results- they are not rookies.

      Latest Blogs

      Cybersecurity Insurance Gaining Steam

      While you might think that small businesses are not commonly targeted by cybercriminals, you’d be wrong. Small businesses tend to have less security to bypass or navigate through, meaning they are a much easier target. Data breaches can cost your business hundreds of thousands of dollars, or potentially millions, if that data falls into the hands of a vicious cybercriminal. If your business was forced to pay a million dollars at this exact moment to pay for exposure of sensitive information, could you do it? What would your plan be? Hopefully your solution involves leveraging cybersecurity insurance. While having insurance won’t prevent malware, or keep hackers away, it could be the difference between closing your business’ doors, or not. 

      Types of Cybersecurity Insurance

      Businesses have two options when it comes to cybersecurity insurance:

      • First-party - First-party cybersecurity insurance works to cover the costs associated with being a victim of a data breach. 
      • Third-party - Third-party cybersecurity insurance works to cover the costs associated with being blamed for a data breach. 

      For most businesses, first-party insurance is a sufficient policy. 

      The Standard Policy

      Like most insurance policies, no two are identical. Insurers are able to conform policies to your individual business needs. However, the more coverage you opt to receive, the more you will pay in premiums. Insurers configure your business policy based on your company’s industry, data risk, your security practices, your capital position, and several other variables.

      Configuring your business policy should not be based on the cost of the premium. It should be based on the needs of your business. Assessing cybersecurity risk is becoming a common practice, and your business should self-evaluate. 

      Why Is Risk Assessment Necessary? 

      Cybercrime is becoming a huge concern for small and large businesses alike. Cybersecurity insurance protects your company from the unbelievably high cost of data breaches. Talking to our experts at Digital Seattle can determine whether your security practices are sufficient, and procure necessary solutions which will in turn lower premium cost. Give us a call at (206) 709-9556 today.

      Learn More

      Don’t Be Snagged by This Google Calendar Phishing Scam

      We’ll review how the scam works, and what can be done to protect your business from its effects. 

      How This Scam Works

      Let’s outline the scenario: a user logs into their Google account and finds an invite for a Google Calendar event. The invite is for a crucial company-wide meeting - apparently to discuss a new vision for the company, changes to policies moving forward, that kind of thing - that is scheduled to take place at the end of the day. A link is included for the complete agenda to the meeting. Clicking the link brings the user to an authentication page, where the user inputs their credentials.

      Uh oh… the user was caught up in the scam.

      This scam is unnervingly simple to enact. An invite is sent to a user for a calendar event, which is automatically added, and the user notified. In that notification, a scammer includes fraudulent links to a facsimile Google login page - which is actually just a means for a hacker to steal the user’s credentials. Sometimes, this link will just allow malware to install itself on the user’s systems.

      Some attackers have fooled personal users by claiming that they won a cash prize - informing them through the fraudulent calendar entry.

      How This Was Discovered

      This scam was actually first reported back in 2017 by researchers at an IT security firm, but no apparent steps to resolve it were taken by Google.

      One of the researchers noticed that an unfamiliar calendar event had been added to their Calendar when another user at the firm shared an upcoming flight itinerary through Gmail. However, the event was automatically added to the researcher’s calendar. Digging deeper into the implications this accident brought up, the firm realized that an email doesn’t need to be sent to add an event to someone’s calendar. Then came the thought: sure, we all know to look for phishing in our emails, but would we ever question a Calendar entry?

      As the firm’s tests indicated: apparently not.

      How to Help Stop This Scam

      While Google is still working on a fix - after finally acknowledging the issue, that is - there are a few things that your users can do to help prevent this scheme from taking advantage of your business. They need to disable any events from Gmail being added to the Calendar automatically, and they also need to disable any event invitations from being automatically added as well.

      These options can be found in Settings in the Google Calendar application. Under Event settings, deselect the option for Events from Gmail to “Automatically add events from Gmail to my calendar.” You also need to change the Automatically add invitations option to “No, only show invitations to which I have responded.”

      Hopefully, enacting this will keep you from experiencing a phishing attack from an unexpected source - your agenda. Subscribe to our blog for more information about optimizing your IT (and its security), and for more assistance, give Digital Seattle a call at (206) 709-9556.

      Learn More

      How to Keep Your Employees from Burning Out

      Some common symptoms of burnout are a lack of motivation, focus, productivity, engagement… essentially, everything you want an employee to have.

      Many managers and supervisors, however, find reasons that employee burnout just isn’t their problem. That they have no role in helping fix it.

      I once heard about someone who tried to run a business like this. Behind the scenes, employees were clearly disinterested in what they were doing. They barely glanced up as I walked by, lethargically typing away at their desks. Quite a few workstations were vacant.

      When questioned about the clear lack of engagement, the boss would wave it off. What was he supposed to do to stop burnout, if he didn’t even know if their stress was from the workplace, or was brought in from outside? It wasn’t as though the boss could control what happened outside the office.

      Besides, there could be a bunch of different reasons causing the problem. Sure, the stress could be work-related, but the job itself is stressful. Maybe they aren’t getting enough sleep, or a loved one is sick, or any one of a million other little reasons for an employee to be agitated that the boss just has no control over.

      When I heard this story, like so many others just like it, I just shook my head.

      Why?

      Well, while the boss can’t be expected to make life easier, they are more than able to make office life easier.

      What Causes Burnout?

      Burnout can develop based on many things. The stress and agita of everyday life does contribute to the development of burnout, many triggers can also be found in the workplace. These triggers are also the kinds of things that are environmental, and so exist in every corner of the office. Let’s review some of them now.

      An Environment Built on Stress

      Unfortunately, a business is inherently stressful, especially if it is in a high-pressure industry. To say otherwise would be fantasy. However, this stress is usually dispersed over time, fluctuating during busy and not-busy periods. There are probably days when the pressure is on, and it’s all-hands-on-deck to accomplish what needs to be accomplished. Likewise, there will be days between these times that employees can collect themselves before the next peak. 

      You need to make sure that your team gets a few of these recovery days in-between so they can catch their breath between projects.

      No Clarity in Responsibilities

      Imagine trying to follow a recipe, but you aren’t given any measurements for the ingredients.

      This is effectively the same situation as giving your employees a vague or undefined task. Your employee doesn’t want to fail, but if their actual objective isn’t clear to them, the likelihood of failure jumps up. The same happens when an assigned task is actually impossible for them to complete.

      As you might imagine, this kind of stimulus is exhausting and stressful for the employee… which means that the more impossible tasks they are assigned, the more frustrated the employee becomes. Before long, they are apt to burn out.

      Failure Presents Huge Risks...

      Depending on the industry, some workplaces inherently have greater consequences for failure, and as a result, the pressure is on the employee to perform. Consider child services: their employees regularly have to act with professionalism in some truly awful situations. Now consider the average grocery store clerk. Is their job important? Of course, but the stakes are rarely - if ever - as high for them as they may be for, say, a cop.

      The more stress that is associated with a given position, the higher the likelihood that an employee will eventually burn out.

      ...While Success Offers Little Reward

      Consider how you would feel if every effort you made, each and every day, was never recognized in the slightest. If you worked to do your best in every endeavor, only to have not one word was said to you in appreciation or support?

      If you’re like most people, you’d start to question why you were working so hard when it clearly isn’t appreciated. You’d gradually lose the drive to perform and likely, any positive feelings you may have had for your employer up to that point. Needless to say, your morale would likely be pretty low - or in other words, you’d be well on your way to burnout.

      Communications are Lacking

      If your business’ communications are not effective, there’s a good chance that any other problems you have will only exacerbate with time. What if an employee had an issue and only provided vague sentence fragments describing it? The situation would only become more complex, taking more valuable time to resolve. This situation can then lead to increased occurrences of demoralization, which we’ve established is a direct factor in someone experiencing burnout.

      Leadership is Lacking

      In order for a business to have the proper guidance on its way to success, there needs to be a supportive presence in its leadership, firmly directing the workforce while remaining fair. Without this kind of leadership to guide it, any business will struggle to keep their employees engaged. 

      These employees may experience feelings of unfulfillment in their work, whether they feel unrecognized, unsupported, or that their job isn’t as secure as they want it to be. These feelings can quickly sap any employee’s motivation to perform.

      Obviously, there are plenty of ways for an employee to reach the point of burnout - and identifying the cause is very important. However, before you can do that, you need to be able to identify that an employee is experiencing burnout.

      Indications of Employee Burnout

      An employee can exhibit many warning signs of imminent burnout - however, many of these signs can also be present if someone is simply having a bad day. These signs include things like: 

      • A feeling of distance and disconnection from their tasks
      • Cynicism about their tasks and their coworkers
      • Physical symptoms, like headaches, stomachaches, and gastrointestinal distress
      • Work responsibilities start to slip, with no indication of the same happening at home
      • Co-workers are kept at arm’s length and they don’t open up about anything
      • Creativity seems to have dried up
      • A demonstrated issue concentrating
      • Frequent times that they feel overwhelmed
      • A lack of energy or enthusiasm
      • Visible stress and frustration

      Again, most (if not all) of these warning signs can easily be caused by some other stimulus, or could be a very temporary thing.

      However, once these symptoms are chronic and never really seem to go away, you need to be concerned. Employees experiencing burnout appear very similar to someone with depression, and are actually at a higher risk of becoming clinically depressed later on.

      Why Burnout Matters to You

      So, what does this really matter to your business?

      There is, of course, the concept of taking care of your employees, and generally just being a decent human being.

      However, even if we were to disregard “being a decent human being” as a reason to be concerned, there are still plenty of reasons that employee burnout should be mitigated as much as possible to protect your business’ interests.

      Burned-out employees are more apt to take time off sick, and they (unsurprisingly) are much more likely to seek a job elsewhere. If they are successful in doing so, you will likely need to put up a significant investment to find a replacement for them - especially considering how challenging it may be to find such a replacement if the optics of your company aren’t good. Would you want to work somewhere notorious for draining employee morale?

      Furthermore, what impact is your business going to feel in the meantime? If these burned-out employees are typically your top performers, what is that going to do to your operations as a whole? How much of a downswing can you shrug off?

      There is also the issue of burnout being contagious… especially if a burned-out employee is in a position of authority. If a manager happens to be the one getting burned out, they can easily spread their feelings amongst the team… leading to much bigger problems with morale and productivity.

      Finally, bringing the question of being a decent human being back into the equation, burnout can have serious impacts on a human being. Sure, it can affect their personal and professional life, but it actually raises their chances of an emergency room visit ever so slightly.

      How You Can Help an Employee Deal with Burnout

      Spotting these various symptoms and warning signs is great to be able to do, because you won’t be able to help your employee otherwise. However, it is important to address the issue in addition to just spotting it.

      Even as the boss, you have a responsibility to support your employees in what will be a frustrating and difficult time for them.

      One of the best ways to start this process is to simply sit down with them and hash out the root cause.

      Discussion

      Outside of formal channels, sit down with your employee and have them level with you. Be sympathetic and supportive to them as they share what has been on their mind. As the boss, it is important to not be offended or frustrated by what they have to say, even (and especially) if it questions your judgement. Even the act of getting it off their chest could be a big step toward getting the employee back on their game - and if it is a personal issue, giving the employee some personal time to deal with it may be all it takes.

      Redistribution

      It isn’t unheard of for an employee to be overwhelmed by their workload. Maybe a bunch of projects all came in at once, or tasks piled up as the employee was waiting for a response, or they’ve fallen behind as they help to put out other fires. Whatever the reason, their schedule is now less of an organizational tool and more of a looming threat.

      Don’t be afraid to sit down and help this employee reorganize their schedule so that it is manageable for them to accomplish. Are all of their tasks a priority? If not, put them on pause for the time being or push them out. This gives the employee the time to focus on their priorities. It may also help to reassign some of these tasks to other employees with less on their plate.

      Leveraging collaboration solutions can be to your benefit in these cases. As you redistribute work and responsibilities, keep your team apprised of the project’s progress through your chosen platform. If the massive amount of emails your employees receive already is overwhelming them and impacting their productivity, the tools included in an email solution could help them out: automatically organizing messages with filters and rules, and silencing interruptions via snoozing.

      Rotation

      While it makes sense to keep employees working on the tasks that they are most well-versed in, this can also lead to employees getting bored and ultimately frustrated. Rotating them out into different responsibilities as much as possible will help them to keep their spirits up, not to mention develop their skills more comprehensively. Try incorporating your employees’ goals into your distribution of work to keep them especially engaged.

      Avoiding Burnout at All

      Of course, we simply don’t have the time to address all of the signs that an employee is approaching burnout - and it isn’t as though you want it to be a risk in the first place. Therefore, it only makes sense to do everything possible to avoid potential burnout.

      There is no limit to the methods you can use to do so. Endorsing self-care in your company culture is an effective start, bringing in external resources if necessary. This could include anything from a company yoga session to complimentary accounting services for your employees. You need to remain cognizant that your employees have lives apart from your office, and that these lives should be enjoyed to the fullest extent.

      Another way you can help to promote this is to be more flexible in where your employees do their work. While many managers are wary of remote working solutions as a way to enable employees to slack off and cheat the system, giving them the freedom to better see to their personal responsibilities and their work responsibilities can pay off through greatly improved productivity.

      Your employees all have feelings that ultimately need to be managed. Handling them properly can help improve their feelings regarding their work and workplace. Whether through improvements to the company culture or the technology they use, you should do everything you can to make work a positive experience.

      We can help you accomplish the technology aspect of it.

      Digital Seattle offers solutions to improve your business communications and productivity, ultimately making your operations more successful. To find out what we can do for you, reach out to us at (206) 709-9556.

      Learn More

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      Latest Blog Entry

      Controlling your organization’s data relies on keeping your network and computing infrastructure free from threats. Early detection allows your business to actively confront risks before they develop into major issues. However, threats are becoming more difficult to detect i...

      Latest News

      Digital Seattle Adds More Competencies To Their Preferred Partner Status!

      Digital Seattle Inc. Announces that we have become a Preferred Partner in Dell's PartnerDirect program, certified in Network Security, Servers, and Workstations.

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