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Managing the success and happiness of people is no small feat. HR departments have the task of not only finding the right talent to bring onto teams, but also ensuring that individuals feel comfortable in their roles. What makes this so challenging is that everyone has different working and communication styles. Some individuals prefer constant collaboration and communication, while others thrive in an independent setting; some want to map out every step of their role and career, whereas others prefer to take things in stride, and some individuals want to receive constant updates about their benefit options and enhancements, whereas others would prefer to only think about their benefits during open enrollment.


Luckily for HR departments, SAP SuccessFactors enables teams to keep track of each individual’s profile at the company, performance reviews, and career goals and benchmarks. For employees, programs like SuccessFactors ensure that their voices are always heard and their needs are always addressed. Today’s working force is not interested in simply showing up at 9 am and clocking out at 5 pm with very little interaction with employer. They want to feel engaged and supported every hour of the work day. For example, when choosing potential employers, some professionals want to know that an organizations will be willing to offer flexible working environments to support the demands of their family life, or others may want to know that there are programs in place to encourage them to achieve their fitness goals. In addition to standard benefits like health insurance, 401K packages, and life insurance, employees also want the added benefit of career support and development. Regardless of the specific benefit, employees want to know that employers have their backs every step of the way. But as many managers, company leaders, and HR practitioners can attest, it’s difficult to keep track of every employee’s career roadmap.


Career Trajectory


SuccessFactors enables organizations to store all employee data in one, centralized location. Every performance review and every position benchmark are always accessible for both employer and employee to access at any given time. For example, if an employee expresses a desire to expand a role or take on new responsibilities outside of current job requirements, that conversation is logged within SuccessFactors and viewable to both parties after the discussion. Knowing that performance reviews, requests, and goals are tracked keeps both sides accountable. If, for some reason, after a few weeks, project opportunities that were promised during a review meeting are not becoming available, the employee can revisit SuccessFactors and schedule a follow-up discussion. Employee engagement is crucial to the overall health and wellbeing of a business, yet it is often overlooked. In fact, in a recent Harvard Business Review survey, only 24% of respondents said they felt their employees were engaged. One of the first steps to enhancing company-wide engagement levels is to ensure that each employee knows they are valued by the organization, and subsequently, that the organization wants them to grow and develop. Creating a career map can help individuals understand how their current day-to-day tasks may evolve into bigger opportunities down the line. Putting these steps down on paper can mitigate any frustrations individuals may feel with their current roles as it shows them the bigger picture. Furthermore, open communication between management and employee about big picture growth and development may also encourage employees to stick it out even if they are not completely satisfied with their role as is.


Performance Related Goals


Maintaining quarterly performance reviews and check-ins gives both managers and employees benchmarks to reference. Managers can take these benchmarks a step further by incorporating performance related goals and incentives. For example, if a corporation offers performance-based bonuses at year-end, both employer and employee will be able to reference the achievements and reviews of the past year. Logging all of this information ensures that there are no surprises or potential conflicts from miscommunication. By tying in bonuses or potential promotions into SuccessFactors, organizations give employees tangible goals and steps to work toward.
Across industries, talent retention is an ongoing issue businesses are facing. Many established organizations are losing talented to individuals to startups that offer more flexibility or greater career growth. While no company will ever be able to offer every employee every benefit they could ever want, every organization does have the option of giving employees transparency, communication, and career support.

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