How To Provide World Class Talent Experience

How To Provide World Class Talent Experience
Emiliano Ballesteros

It’s no secret that companies venturing on software development projects struggle with team productivity and even retention. Many get the unpleasant surprise of seeing their best expert leave when the project needs them the most. Why is it so difficult to achieve team stability, productivity, and satisfaction? It all comes down to talent experience.

What is talent experience and why is it so important?

Talent experience is the level of engagement, satisfaction, and professional benefits an employee has within a company. If a team member feels that they have room to grow their skills at the workplace, are reaching their career goals, and the company culture and management suits them, we can say that they are having a good talent experience. 

On the other hand, if a team member feels stuck at their workplace, as if they’re not making any progress on their career, or doesn’t have a good communication with the client or other team members and their issues are left unaddressed, they are having a bad talent experience. 

Can I automate talent experience with digital employee experience software?

If you manage a remote team, you may see digital employee experience software as an option. However, there are a few risks you must keep in mind. First, because every professional is different, more often than not a deep human connection will be the only key to knowing what they need to keep being productive and feeling satisfied with their work and position. 

At BEON, we can speak from experience when we say that employee satisfaction is a complicated topic, as we are dedicated to managing it day by day, and it’s something that, unfortunately, cannot be automatized. Every successful team we’ve created for our clients required our full attention and expertise to make each side, the developers and the company, happy

How to give the best talent experience

We understand that most companies don’t have the time, resources, or the background to manage talent experience effectively, but they do acknowledge the need to address it. Because of this, here at BEON, we take this off our client’s plate and use our expertise to provide the best talent experience for each of the developers we deliver.

To achieve the best talent experience, we created the Talent Experience Manager TM (TEM) role. TEMs handle the professional development of every dev within the company.

With these talent experience specialists, BEONers feel closely supported and heard. When TEMs start working for a client, we make sure that both the engineers and the company know perfectly how they work and what their processes and principles are. This adds a lot of value, as the client typically has little time for these topics.

Vertical and horizontal communication is the key for BEONers to feel comfortable and part of a community. From day one, the TEM gives and schedules an agenda for the first six months, including:

  • Onboarding Support: The TEM makes it easy for the professional to quickly join the team and start delivering value. Among other things, this includes setting up environments, teamwork methodology, introduction to stakeholders, peers, and leaders, task load, work-life balance, and the type of responsibilities the dev has.
  • The closing of the onboarding: The TEM, engineer, and client meet to discuss the first stage of the relationship and get feedback. Once the BEONer delivers quality deliverables and integrates into the team and its processes, the onboarding process is complete.
  • Feedback Loop: Though the client’s highest priority is software development, the TEM focuses on monitoring the BEONer’s results, their motivation, and involvement with the initiative, as well as looking for areas of improvement in both directions, leading talent.
  • Semester Reviews: These are six-monthly performance review sessions, led by the TEM, during which the BEONer’s technical and soft skills are evaluated by the TEM, engineer, and client. The TEM collates feedback and conclusions from all perspectives, sets new objectives for the next six months, and monitors compliance with these objectives in future reviews. If the engineer meets the objectives, their rate may be increased. The objectives are aligned with the career plan that each BEONer wants to follow.

If a dev wants to change position or role, the benefits of said relationships shine through. For example, a BEONer who until now had been working on Frontend development can try a change and dedicate himself to the Backend. At BEON, we’ll keep supporting them in their decisions and career development.

The early detection of negative triggers by the TEM is extremely important for retention. Through feedback sessions with both BEONers and clients, we are able to identify and address negative triggers.

Get expert help now

At BEON, we have been dedicated not only to provide staff augmentation and dedicated teams to our clients, but also to provide the best talent experience of each of those professionals. So both parties feel they’re receiving as much as they’re giving in terms of efforts and resources.

If you want to know more about our services, drop us a line, we’ll be happy to hear from you.