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Tag: employee retention

How to Increase Staff Retention in Your ServiceNow Organisation

Posted on by Thmida Miah

How to Increase Staff Retention in Your ServiceNow Organisation Linking Humans

As we navigate the evolving landscape of work, your employee retention strategy must be stronger than ever.

Hiring for replacement team members is not something any ServiceNow organisation wants to be doing right now, so an excellent employee retention strategy is essential.

The following 8 strategies will help.

  • Discover Who You’re Overlooking

To ensure you are providing excellent leadership for your entire team and making them feel valued, first, you must find out if you are overlooking anyone in your team.

ServiceNow teams will naturally include individuals with all manner of skills, experience and personality types.

But in most ServiceNow teams, there will also be team members who shine brighter than others – extroverts tend to get noticed more than introverts, some team members are more likely to speak up if they have a problem whereas others will try to work through challenges on their own.

As a leader, it is essential that everyone is getting the right amount of support that they need and that you are not overlooking anyone.

ServiceNow leaders will naturally look to middle managers and other higher-profile employees, but to be a great leader, you must ensure the highest level of employee retention – remember that every team member must feel valued and supported.

  • Create Unlimited Opportunities for Growth

According to a recent LinkedIn Workforce Learning Report, 93% of employees would stay longer with their employer if they invested more in developing their careers.

Many ServiceNow employers will get to the point where they have a great team in place and think that their job is ‘done’. 

However continual training and development is a key part of every employee retention strategy, and we find that talented candidates who look for new ServiceNow roles often cite a desire to develop themselves and their career further as a reason for leaving.

No one wants to be stuck in a role where they feel as though progression is an unlikely possibility.

So invest in training and development for your team – it can be anything from personal development training to allowing them time to learn new ServiceNow skills.

  • Demonstrate Excellent Values and Ethics

The most desirable ServiceNow employees are looking for employers with impressive values and ethics.

We are all thinking much more about what is really important to us, and working for a company they believe in is high on every ServiceNow employee’s list of priorities.  

ServiceNow employees are more empowered than ever, with social media and online review culture creating an environment where the need to be honest and transparent is more crucial than ever.

How active is your company at demonstrating your values and ethics? Do you champion diversity and inclusion? Are you financially transparent?

Fail to demonstrate excellent values, and you risk losing your employees to a more ethical company.

  • Give Employees a Purpose

It is not enough to give employees a fair remuneration package – employees are increasingly looking for a greater sense of purpose in their work. 

The best way to find out if your employees feel a sense of meaning and purpose in their work is to talk to them.

Ask them what is important to them in their roles, and make any alterations you can to help them feel a greater sense of purpose. This could involve introducing tools to make their jobs easier, and thus, more valued, or working together to improve your products or services to give greater customer satisfaction. 

And create a mission statement which helps employees to understand how their work positively impacts the world. 

  • Enhance Your Employer Brand 

Your employer brand is the thread that links employees to the organisation – all employees want to work for a company with which they feel aligned.

Look closely at what your competitors are doing – if you slip in terms of promoting and maintaining an excellent employer brand, this allows employees to look elsewhere and be tempted to leave to work for a brand with a better reputation and culture.

Your digital footprint is key to creating a strong employer brand which your employees will feel proud to be a part of.

Think about what you post and how often. ServiceNow employees like to see that their employer is actively engaged in current ServiceNow topics, is invested in the wellbeing of the team and is a transparent and communicative employer.

Get your employees involved in team-strengthening events, and use your social media to champion your current employees – celebrate birthdays, life events and little wins within the organisation. 

And finally, let’s look at how a great recruitment strategy is always essential when it comes to employee retention.  

  • Get Your Recruitment Strategy Right 

Employee retention all starts with your recruitment process.

When you start your ServiceNow employees off on the right foot with an excellent recruitment and onboarding process, this sets the tone for a mutually beneficial employer-employee relationship.

Onboarding is part of the recruitment process, and yet many ServiceNow employers believe that recruitment stops the moment the candidate accepts the job offer. 

Invest in your recruitment and onboarding process, and you will start to see a higher rate of employee retention. 

Finally

A certain amount of staff turnover is unavoidable.

But follow the steps in this guide to improve unnecessary employee turnover in your ServiceNow organisation. 

It’s never easy to lose a great employee, but when you work with a specialist ServiceNow recruiter, they can help you create the right recruitment and onboarding process to ensure your retention rates remain high, increasing employee engagement and lowering your overall costs of recruitment. 

 

To find out how we can help you find your next ServiceNow talent, get in touch with us at +44 (0) 2381 542542 or email us here.

Here at Linking Humans, we have been helping companies deliver permanent and freelance technology experts to ServiceNow partners and End Users across the UK, Europe, and North America. We take pride in providing the best possible people to take your business forward. 

If you would like to speak to us, then use the “Request Call back’’ at the top of this page or find more ways to contact us here.

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The Complete Guide to ServiceNow Onboarding

Posted on by Thmida Miah

The Complete Guide to ServiceNow Onboarding Linking Humans

The Complete Guide to ServiceNow Onboarding


A successful onboarding strategy could be the key to providing your new team member with all the support, guidance, and insights they need to thrive in your company. 

The ServiceNow landscape has changed drastically in the last couple of years. Job opportunities are becoming more flexible with the rise of remote or hybrid work and the four-day work week.

Even the way companies find and assess new candidates for roles has evolved, with an increasing number of virtual and video interviews. 

On top of all these changes, hiring managers and employers are also facing new challenges in employee retention, with the “Great Resignation” now causing significant talent turnover. 

In a skills-short ServiceNow environment, it’s important to ensure you’re taking every precaution to not only find the right new employee but also prepare them for long-term success. 

Here are the onboarding strategies you can use to empower your ServiceNow hires.

1. Start with Preboarding

Employee “preboarding” is essentially an introductory step before the more intensive onboarding process begins. Today, as the competition for ServiceNow talent continues to grow, talented candidates are increasingly looking to work with employers who make them feel valued. 

Just as your new team member will be working hard to prove you made the right choice by bringing them on board, you want to demonstrate they’ve made a good choice by deciding to work for you. An introduction email as soon as your candidate accepts your job offer can set you off on the right track. You can even use this email to give your new employee some useful information. 

Start by welcoming your candidate onto the team, and let them know the names of some of the people they will be working with. Next, include valuable information your employee might need, such as videos showcasing information about your brand identity. 

2. Adjust the Onboarding Process for Different Roles

Certain parts of the ServiceNow onboarding process will be the same for all employees. You’ll need to introduce every new team member to the company culture in your business and the kind of values you expect them to adhere to. However, this doesn’t mean an onboarding process should be entirely one-size-fits-all. 

Adjust the steps you take in the onboarding process based on your new employee’s needs. For instance, ask yourself what kind of software and tools the team member will be using from day one, and provide them with video guidance on setting up new accounts. 

Think about the specific members of staff your new employee is going to be working with, and arrange for a video or group meeting where you can all get to know each other in an informal and friendly setting. 

Creating a streamlined and personalised process for each employee will ensure your new candidates aren’t overwhelmed by information that may not be pertinent to them when starting their new role. 

3. Focus on Inclusion

The needs of today’s ServiceNow employees are beginning to change. While all team members want access to great development opportunities, a good salary, and fair benefits, they’re also looking for an immersive company culture and a sense of inclusion within their teams. 

Today, 64% of employees say diversity and inclusion is a crucial consideration in their decision to take a job offer. As soon as a new candidate agrees to join your team, start focusing on how you include them. 

Ask new hires about their preferred pronouns and names, and introduce them immediately to the people they will be working with. Allow your employees to sit in on video meetings even before their role officially starts if you’re not going to be sharing sensitive information, and add them to your group messaging boards.

Make sure every team member feels like a crucial part of the team, regardless of whether they’re working in the office, remotely, or on a hybrid schedule.

4. Build a Plan for Development

Great onboarding isn’t just about welcoming a new ServiceNow employee into your team and ensuring they have all the information they need about your business. You should also be looking for ways to build a foundation for a long professional relationship between your company and your hires.

Around 93% of employees say they would happily stay with a company for longer if they felt their managers were investing in their careers with training and development. During the onboarding process, you can begin helping your employee see a future with your brand by working on a professional development plan together.

Set up a one-on-one meeting where you discuss what the future might look like for your new team member and what kind of goals they’d like to achieve. Discuss how you can help your employee reach new heights in their career and what your training opportunities look like.

5. Collect Feedback Regularly

Finally, the only way to ensure your onboarding process is having the right impact on your ServiceNow employees is to ask them about it. Collecting feedback is an excellent way to determine whether you’re giving your new team members all the support and guidance they need. 

Ask your new hires what they feel you did well in the onboarding process and what they would like to change if given a chance. Pay attention to productivity levels after your employees start their new role, and look at how they might change when you add further steps to the onboarding process. 

The feedback you get should guide your future onboarding strategies, helping you build a more comprehensive experience for every new hire. 

Great Onboarding Starts with the Right Hire

Remember, a great onboarding process can be a powerful tool, capable of improving new hire retention by around 82%. However, excellent onboarding processes will always start with the right hiring decisions. Improve your chances of bringing the right people on board by working with a specialist ServiceNow recruitment team like Linking Humans. 

Here at Linking Humans, we have been helping companies deliver permanent and freelance technology experts to ServiceNow partners and End Users across the UK, Europe, and North America. We take pride in providing the best possible people to take your business forward. 

If you would like to speak to us, then use the “Request Call back’’ at the top of this page or find more ways to contact us here.

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