Often wondered project managers like us have been struggling to keep that valuable resource hooked on the project. Here’ what something you can get from this article from best practices in SAP for employee retention. I have found this article very useful and have been able to make some positive changes in the team’s approach towards project. I am sure this will help the readers

SAP TSO Retention

“How to keep good employees”

Keeping the best employees and contractors in an SAP Technical Support Organization has less to do with them as it does with their management team. For SAP projects, this includes the overall project management team, SAP TSO team leads, and other technical and business leads – I generically refer to all of these positions as “managers”. In my experience, the fundamentals for retention of the “best of the best” on an SAP project include:

Communication:

• Effectively relate company/project goals and direction to SAP TSO staff.

• Ensure that proper job, timeline, task, and other project plan expectations are set with everyone.

• Continuously and effectively assess an employee’s performance and provide positive feedback and constructive criticism when appropriate.

• Schedule regularly effective meetings to ensure the SAP TSO is properly directed and informed.

• Schedule jobs/tasks with as much notice as possible, at minimum on a weekly basis. That is, last minute changes to the project plan should be avoided, and when unavoidable should be crashed with incremental people rather than hours alone.

• Present regular and timely reports on the attainment of performance metrics, goals, or milestones as it relates to the project’s objectives.

• Ensure adherence to company policies/procedures.

• Assist SAP TSO team members in becoming familiar with technical and business resources that are available, and when to engage them.

Some must have SAP Resources CLICK HERE

Career Planning:

For company employees, the SAP Project Manager and employee’s company manager (and appropriate Team Lead, if applicable) will TOGETHER develop a 12 month career path with each member of the SAP TSO. This career path will be based on the following variables:
• Personal goals

• The SAP TSO’s needs

• The needs of the larger company post Go-Live

To be successful, the PM/Manager need to understand each SAP TSO’s personality type (New Project or S/M). The career path to be developed should include self-study, funded vendor training, and direction towards positions that will be required post Go-Live. Written objectives, one or more goals/milestones, and target dates to accomplish or complete each milestone should be agreed upon at a high level, and published.

Pages: 1 2