Every entrepreneur dreams of having their name in the Forbes 100 or maybe even Forbes global 50 companies. It’s one of the biggest honors you could have, with the recognition of practically being a household name. However, getting to that point is no easy feat and one that requires a lot of hard work, determination and most importantly, surrounding yourself with the best and brightest.
While the process of forming an incredible team might take some trial and error, that’s exactly what SAP can help you do. Here’s how:
Getting Down The Foundation
Perhaps one of the most important things that SAP can help you accomplish is setting up a foundation that provides comprehensive and sound hiring processes. This can include compiling a solid list of criteria for your talent pool, as well as gauging accuracy in terms of a candidate’s potential competency. And for most companies, this can be one of the toughest challenges of building a team that’s going to take you global.
One of the best aspects of SAP is its ability to compile talent and organize them based on skill set. This means you don’t have to worry as much about covering your bases, as the software can do the work for you. Additionally, SAP can bring you a plethora of options to work with in analyzing how well they’re able to onboard. Which for most employers, bringing on quality talent and keeping them is a big challenge in itself.
Forming Your Team
After you’ve assessed your pool of candidates and have made a decision on whom to hire, it’s time to start brainstorming how you’re going to be able to bring them up to speed, as well as keep them around. According to a survey by Urban Bound, 20% of turnover occurs within the first 45 days, which makes sense for a few reasons. While we can all admit that sometimes an employee just isn’t the right fit, but at times the blame can be put on ourselves for improper training, or even rewarding their ability to start contributing to the company early on. However, with SAP, these practices can become much more streamlined and easier.
What SAP allows that’s unique is a process of onboarding that sets benchmarks for progress, as well as can quantify how much a new employee is bringing to the table. For example, if you’ve recently hired a content marketing specialist, then you can not only bring them up to speed on the types of work that they should be writing about but additionally the number of articles or pieces of content that they’re producing. Overall, the biggest takeaway here is that if you want to grow a global company, you’re going to have to not only bring on quality talent but let them grow to become rock stars. And with SAP, your primary goal should be to use as a tool for long-term retention.
Letting It Grow
While there’s no secret easy, quick way to having your company go global overnight, it can happen. In fact, if you look at the company’s that have elevated themselves to becoming dominant forces all over the world, the commonality comes down to forming an amazing team and sticking with them through the highs and lows. This is about believing in a phenomenal product, from something that could change the food industry to a firm looking to help nonprofits with fundraising. But before you can build something like this, you have to take a glance at what makes you exceptional, and why your employees should believe in that vision.
According to a survey by the Society for Human Resources, 86% of hiring agents believe that a new hires decision to stay long-term are decided within the first six months. The reason this is the case is not that these people can’t keep up, but rather they just aren’t invested in the vision of the company. This can be a tough task to persuade for anyone, but believe it or not, with SAP, there’s a formulaic process you can follow.
One of the biggest reasons people don’t believe in a company is because they don’t feel as though they’re a part of the bigger picture. Quite simply, it’s a notion that they’re working without any sense of reward or compensation. However, as we mentioned above, with SAP you can set benchmarks that are agreeable to both you and them by either giving them a raise or bonuses. While building a global team can be tough, the biggest questions this boils down to is: Who do you want on your team? How do you want to see them grow? And what impact do you think your firm will be making?