Posts Tagged 'Redundancies'

What Are You Doing To Keep Your Staff?

We’re coming out the other side of a recession but the 1st question I like to ask every employer is what are you doing to keep your staff?

During the recession the Oracle job market turned from a candidate driven market to a job led market, this gave the employer power and inadvertently  a lot of employers took their eye of the ball in an effort to reduce costs and stay competitive they handed out redundancies, froze pay, withdrew bonuses, increased hours, took away benefits which has now left a feeling of discontent among employees who have not forgotten what has happened in the past 18 months and now have their eye on the job market.

37% of IT professionals have admitted that once the recession is over they will be seeking a move, so what are current employers doing to make sure that when the recession is over that they will be able to keep hold of their staff?

Key employee retention is critical to the long term health and success of every business. Organisations know that by retaining their best employees ensures customer satisfaction, increased sales, increased morale, knowledge retention and effective succession planning. However why do employers historically put attracting new staff ahead of retaining their best staff?

By retaining your employees you cut costs via less time invested in training new staff, save money in recruitment costs in attracting replacements and save money via unquantifiable costs such as the knowledge gap left behind and the low morale left when close colleagues leave an organisation.

Also if your company has a reputation that they do not look after their best staff, word will spread quickly in the market place which will make finding a replacement altogether more difficult.

I have personally recruited for companies who have had a bad reputation of not looking after their staff or being (un)professionally rigid when dealing with employee issues that arise. The result is people talk and the word spreads to the point where everyone has heard a story about that company’s culture and then potential employees are no longer interested in working for them. To tell you recruiting for companies like them are a nightmare and to be honest why would I want to offer a candidate an opportunity in a company I know treats their staff poorly?

Top 3 Reasons why Employees leave

  1. 53% seek a better salary and benefits package (Money)
  2. 35% are unsatisfied with the opportunities for Career Progression
  3. 32% are seeking a new experience (Challenge)

So are you going to do to keep them?

Companies have to think long-term when it comes to retaining their employers and this has to be embedded in their organisational culture.

Employer Brand – Building and maintaining your corporate brand  what does your company look like from the outside? This makes sure you are hiring the right staff the first place.

Offering Competitive Salary Packages – Do not wait for an employee to get disgruntled and leave them with no option but to go to the job market before giving them their worth via a counter-offer. By this stage its usually  too late, the relationship has already been strained.

Communicate Goals –  Keep your staff informed and avoid a situation of circles within circles. Internal communication is paramount to a happy workforce.

Corporate Identity –  Have a company ethos and celebrate its unique culture and identity. This is one of the areas which makes your company different, so why be like the rest?

Fun –  Is working for your organisation fun? We all know it’s about bottom line at the end of the day but how you get there is the difference, a happy worker is a more productive and more enthusiastic worker. What is the average working day culture like in your organisation?

Involve in Decisions – Are your employees involved in the decision making process at your company or they simply told what is happening? By involving employees in the decision making process that can affect their jobs or the overall direction of the company gives your staff a sense of empowerment and belonging.

Respect – Don’t treat your staff like kids unless you want them to behave like kids. Respect should be mutual and makes for a professional working environment.

Balance Work and Life – We’re in the teenies, the invention of the internet gives us all the opportunity to work from home and/or benefit from flexible hours if your business model allows it. Give staff the option to work remotely this also shows your employees that you trust them to work at home and along with responsibility is an attribute that makes employees more loyal.

Recognise Performance –  If you don’t reward excellent performance, then excellent performers will go to an organisation to where they are recognised.

Clear Progression – Offer opportunities for career and education development, packages such as study days, compensation, advice. Also offer the chance for cross training into other areas of the business. People like to know that they have room for career movement.

Bonus potential – Lucrative bonus structures calculated by combining individual targets, department targets and corporate profits and make it limitless within company parameters.

Manage time –  It’s necessary to work long hours sometimes to reach important deadlines however make sure long hours are not embedded in your organisation culture. Sometimes an employee can feel emotionally forced to work long hours because everyone else is.

So what are you doing to keep your best staff, because if you’re not doing it your competitors will be!!

Advertisements

Oracle Mergers and Re-Positioning Creates Lay-offs & Redundancies

As a niche sector Recruitment Company that specialises in recruiting Oracle Professionals globally anything that happens with Oracle can dramatically affect the fortunes of our own company. When Oracle does well inadvertently we will do well and vice versa. So the news that Oracle may be planning another round of redundancies is not something we enjoy reading.

So apparently last weekend the guys at ZDNet got whiff that Oracle could be passing through another round of redundancies which could be amount to as much as 20% or 3000 staff from its consulting arm. There’s a wide array of speculation as to how many people will be or could be made redundant but the truth is nobody knows and when the guys at ZDNet tried to get some answers they got a nice “no comment” from the guys at Oracle.

What I would say is at Origin Forward we speak to Oracle Consultants around world all day every day because that’s what Oracle recruitment specialists do speak to Oracle Delivery Managers, Project Managers, Engagement Directors, Subject Matter Experts to Internal Recruiters etc. and a few of the Oracle guys we speak to have been letting off murmurings that Oracle as well as downsizing their consulting practice may be moving out of the Primary Systems Integration field all together and instead will now only work as a Secondary Contingency Integrator and parachute consultants in when the Primary Integrators cannot find the consultants in the said areas to implement.

This rumour and it is a rumour or speculation coincides with another point the guys at ZDNet mentioned which is about the pressure or the influence Wall Street has over Oracle. The repercussions of this is that Oracle are keeping a close eye on their P&L account and also a strategy which is primary concerned with maximising and maintaining margin. It’s not unusual to hear Oracle charging over £1,000 a day for some of their consultants and in todays market this probably is not sustainable especially as end-clients are getting clued up and the internet and changes in global communication makes finding alternative integrators that much easier.

Taking a snippet from Dennis Howlett from ZDNet, he says “…You can’t keep chasing margin at the expense of the two most important communities (customers and implementation consultants) and expect the business will go on producing stellar results forever and a day. It’s neither logical nor possible without something blowing up along the way.

While this layoff may be significant, it is too early to tell how customers will be impacted. My guess is there will be short term disruption that Oracle will paper over by parachuting Oracle Aces in where needed…”

Couldn’t have put it better and when you combine these issues with the fact that Oracle have recently had one of the most aggressive acquisition strategies ever seen in the IT market it is easy to see how there could be duplication of roles and skills throughout the organisation and redundancies and layoffs are a fact of life and were always going to happen.

It will be interesting to see what happens in the future and how the post recession Systems Integration delivery market will look. In the Oracle Retail market in particular there has already been some notable casualties and also a number of new delivery organisations arising from the ashes.

The bottom line is the market will look remarkably different post recession and if the market becomes more fragmented which it looks like it will do, the need for specialist recruitment intermediaries will be greater in the future.

David Howlett ZD Net Article: http://blogs.zdnet.com/Howlett/?p=1527

Other articles and blogs on the same subject:

http://www.reuters.com/article/technologyNews/idUSTRE5615EX20090702

http://layoffblog.com/2008/12/18/rumor-oracle-major-layoffs-are-to-come-in-january-2009/

http://fscavo.blogspot.com/search?q=oracle+layoffs


The Blog Navigatior

About Us

Origin Forward Solutions is leading Oracle recruitment company. We resource Oracle ERP and Oracle Business Intelligence professionals for projects across the world. This blog is to give an insight into the recruitment world, the oracle market and any other factor that impacts the prior. Enjoy reading the blog and don't be shy to leave comments

Origin Forward on Twitter

  • Oracle Eloqua’s Marketing Platform Wins "Best Marketing Automation Solution" Award: Oracle Press Release ... bit.ly/17937Lh 5 years ago
  • Oracle Grants Compatibility Testing Scholarship to the Eclipse Foundation: Oracle Press Release Ora... bit.ly/15N6W9a 5 years ago
  • Oracle Powers Mobile Application Innovation in the Enterprise with Latest Release of Oracle Application Develo... bit.ly/18yZ2ML 5 years ago
  • Auto Finance Companies Speed Time to Market for New Products, Reduce Risk, and Drive Down Operational Costs wi... bit.ly/152pSAo 5 years ago
  • Oracle Invests in Proteus Digital Health and its FDA-Approved Ingestible Sensor Platform: Oracle Press Rele... bit.ly/14UnNX2 5 years ago
  • Land O’ Lakes Improves its Data Analysis and Sales with Oracle Endeca Information Discovery, Wins Gartner BI a... bit.ly/12SsqN3 5 years ago
  • Oracle Announces New Release of Oracle Hyperion Enterprise Performance Management System: Oracle Press Rele... bit.ly/12SjB65 5 years ago
  • Oracle Business Accelerators Enable Growing Companies Around the World to Adopt Modern Business Applications Q... bit.ly/ZPGBUx 5 years ago
Advertisements