Building a stellar squad can be tough, but enhancing their work to a point of global recognition can be even tougher. With factors such as turnover and retention plaguing companies across industries, it’s difficult to set aside time (and budget) to cultivate talent and individual progress. However, the process doesn’t nearly have to be as painful as you’d imagine. And with SuccessFactors, acquiring a globally acknowledged team ofrock stars in their respective practices can be a breeze. Here’s how:
Focus on Quality, Not Quantity
One of the most important factors in gaining recognition on a global scale is compiling a quality team around you. While a lot of businesses might think that the amount of employees they have is going to be what makes them appear as though they’re growing tremendously, that’s not always the case. In fact, if you’re looking to make your team one that’s noteworthy across the board, then bringing on quality people that have the skillsets and work ethics to elevate your brand up is vital. However, quality talent is hard to come by—especially today.
According to a study conducted by Glassdoor, 72% of CEOs are worried about the availability of job skills in the market. Or, in other words, it’s getting harder to find top-tier candidates. While there are numerous factors that can contribute to this, utilizing SuccessFactors recruiting tools will help not only hone in on the search for the perfect candidate but one that’s willing to stick around for awhile.
Help Them Grow
It’s no secret that employee retention is an essential ingredient to success—and should be an organizational focal point. According to a study conducted by the Society for Human Resource Management, millennials expect more raises and promotions than previous generations. Some folks might chalk this up to this generation’s entitlement reputation, but when you factor in inflation, as well as how often young people job hop, it makes sense that they’d be willing to jump ship if they’re not getting paid adequately. And for your firm to succeed in the long run, it’s important to continue working with individuals even after they’ve signed employment contracts.
With SuccessFactors talent management software, you can keep track of training and onboarding programs from the first day forward. The platform ensures that no individual flies under the radar and misses important developmental lessons. Additionally, the software also enables management teams to work with new employees to set benchmarks and goals. As an employer, this attention to ongoing communication and progress monitorization is critical to ensure that each individual progresses at a rate that is beneficial to both the company, and their personal, long-term career goals. Plus, documenting goals creates open communication between employee and employer in terms of expectations and career growth opportunities.
When you look at some of the world’s most recognized companies, one key attribute they all share are renowned reputations as incredible places to work. Quite simply, these companies take care of their employees and are known to provide ongoing opportunities that help each and every one achieve success. While it might be the harder path to take, building your staff up will not only help build your reputation, but will also save you the headache of dealing with consistent turnover.
Keep Them Around For A Bit
According to a study by Tower Watson, over 70% of high-retention risk employees say they need to leave their organization in order to find advancement in their careers. And according to the Bureau of Labor Statistics, there were over 3.2 million people who quit their job in May, alone. When it comes to retaining top-tier talent, turnover is no joke, which means if you’re looking to build your workforce into a globally recognized group, then you need to keep the best of the best around.
As stated above, a big portion of this is initiating a system, SuccessFactors, to hold every individual accountable of their own growth. However, growth management platforms are just one piece of the puzzle; the other is building a positive and productive workplace culture. Additionally, it’s imperative to consider career trajectory as well, including having those honest conversations with yourself if you think an employee will stick around for awhile. Take the time to work with SuccessFactors to determine what the best course of action is for your organization.