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.
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.
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.
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:
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.
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.