Metrics to follow for a staffing that engages
Agathe Placet
Content manager
March 22, 2023
3 min
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The success of your business depends, in large part, on the commitment of your employees.
Analyzing the metrics that correspond to their motivation and commitment will allow you to quickly correct the situation if you feel a drop in results or a relaxation. You will thus be in a position to take informed and effective decisions.
Discover the metrics to follow recommended by Napta for staffing that engages your employees.
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From your Staffing software, see how much time your consultants spend on projects or courses that drive them and that make sense for them. This allows you to create a poise In the life occupational of your teams, between Obligations related to their profession of consultants and the meaning they find in their work. In addition, it is also the way to transform intercontract periods into real opportunity.
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For example:
‍Grant Thornton uses Napta in a logic of internal mobility mercato and offers internships and projects in other entities to facilitate the discovery of new jobs within the group and bridges between entities. As a result, in 1 month, 30 missions were proposed.
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This metric allows you to visualize The gap enters The quantity of applications for projects submitted by your employees and the quantity accepted. Staffing also according to the interests of your teams for certain projects is a great way to engage them in your business and with your customer. But be careful: this requires a great transparency on business opportunities and upcoming projects, a Staffing tool offers you a 360 vision.
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For example:
At Capgemini Invent, making employees actors in their staffing was at the heart of the Napta project. Since the implementation of the tool, employees have total visibility on future missions and can freely express their wishes for positioning on these missions.
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When employees are Alone or stay too long on a mission, it is not uncommon for them to no longer have as much The feeling of belonging to your business and as a result, Disengage. But when faced with a customer, it is not always easy to justify the Turn-over on a mission. A question then arises:
It seems that the first option is much better. However, this is not always the strategy adopted by consulting structures. The fear of offering a rotation to a client sometimes leads to the departure of consultants and harms the firm globally.
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For example:
At Artefact, their desire is to have consultants rotate on missions every 3 to 6 months. This is a risk to be taken with respect to the customer, but it reduces the phenomenon of employee fatigue. The fear of offering a rotation to a client sometimes leads to the departure of consultants and harms the firm globally.
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This indicator represents the gaps between the skills available internally and your future needs to meet the planned opportunities. Si The gap Is too much tall, your project teams will meet again in trouble during their mission and attention to the loss of motivation! To close this gap when it is too large, several solutions:
These differences should be anticipated in the long term in order to no longer refuse missions for lack of skills.
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You don't want to see your employees lose their motivation, disengage little by little, or even resign. So, do not hesitate to give pride of place to employee commitment, to do so, pay attention to their wishes for development and their aspirations.
Remember: retention is always cheaper than recruiting new talent and using a Staffing software allows you to anticipate these movements.
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Do you want to go deeper into the subject? We have lots of resources at your disposal to help you go further.
In addition to this subject, find our White paper “What metrics should you follow to properly manage your staffing and improve your decision-making?” , as well as the replay of webinar “The metrics to follow to properly manage your staffing in 2023".
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Also discover our guides, templates and checklists in the Resources tab.
See you soon at Napta!
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