With over 15 years of operational experience, SOFTSWISS is a beacon of technological expertise and deep industry knowledge. This unparalleled environment is fertile ground for nurturing talent and fostering innovation, perfectly poised for ambitious professionals. Companies can’t lead in the IT sector without the right talent. Strategic, flexible talent management is the only way to unlock that potential. It’s about enriching team members’ knowledge and enhancing their skills to boost individual performance and drive company growth. In this article, Katsiaryna Verzhbalovich, Head of Talent Development & Culture at SOFTSWISS, will discuss how IT companies effectively manage talent, using SOFTSWISS as an example.
Investing in Development
Training and development programs are crucial as they enable employees to acquire new skills and adapt to technological changes. These investments in development help to empower talent.
Employees who feel valued, including financially, and who see opportunities for growth within the organisation are less likely to seek employment elsewhere. They are more engaged in the company’s life and help foster a positive company culture. Studies show that aligning organisational culture with employee expectations can reduce turnover by 32%. Communicating the company’s values, mission, and benefits effectively is vital, as is creating supportive conditions and finding ways to motivate employees to develop and grow.
We are committed to creating a stimulating and supportive environment where employees can thrive, work productively, and develop. This commitment helps us grow our talent, retain top talent, and remain competitive in the labour market.
What Is Talent Management And Why Is It Important?
Mastering Talent Management in IT | SOFTSWISS CareersConsider project management as an example; one manager might lead projects with initial solid planning, risk management, and a structured communication protocol. Another might prefer a more flexible approach, delegating parts of the project to other experts, focusing on opportunities, setting up continuous feedback, and adjusting the plan based on this feedback. Both methods can successfully implement a project, albeit in different ways. A key task of effective talent management is to recognise an individual’s potential to solve problems and to provide them with the freedom to choose their methods of solving these problems.
Talent management encompasses several processes designed to optimise workplace outcomes: setting goals, exchanging feedback, assessing performance, and facilitating development and training.
What is Meant by Talent Management at SOFTSWISS?
Our strategy is now shifting towards emphasising development needs more strongly. While the primary focus on achieving business results remains unchanged, we increasingly integrate development goals into our annual planning. This shift recognises that employees must continuously evolve and enhance their professional skills for business results to excel.
Mastering Talent Management in IT | SOFTSWISS CareersI am particularly pleased with the management’s increased dedication to regular talent engagement. Activities such as check-ups, feedback collection, and development meetings are now more frequent. There is also heightened attention on a crucial issue; finding effective ways to motivate employees to achieve business goals while aligning these with their interests.
Benefits That Influence a Comfortable Environment for Team Development
Training resources may be the most important thing a company can provide for employee development (besides goals and feedback). Here, I’m talking about expensive external training and the whole system that forms the learning environment. SOFTSWISS has a number of initiatives designed to support the continuous development of employees. Firstly, these internal courses provide a unified approach to soft skills and leadership. Their advantage is that internal trainers know the specifics of working in a company and can create a very accurate and applied course that helps transfer new skills into work. Secondly, these are large programs aimed at key skills for the company. For us, such programs include English training and a psychological health program (individual consultations and webinars), available to all employees. Thirdly, the company funds external training aligned with its development goals. This includes online and offline training, conferences, literature purchasing, coaching, and more.
We are launching several targeted projects this year, including a centre for managerial expertise to support and develop our managers and form a strong community. Automating the performance management process will enable us to manage all talent management processes more efficiently and collect valuable data about these processes. Additionally, we are expanding our training offerings beyond soft-skills training to also include a school for internal coaching that will incorporate technical skills.
Training at SOFTSWISS
The main principle guiding our training approach is business necessity. If an employee, in collaboration with their manager, identifies a development goal linked to specific business tasks, the company provides the necessary resources for optimal skill enhancement. Employees can independently explore courses and products that interest them and request the company purchases specific training. Alternatively, they can seek recommendations from the Talent Development team, and we will assist in selecting the appropriate training solution.
There is a high demand for online courses from popular platforms such as Udemy and Coursera, as well as targeted professional courses, which are also primarily online. Additionally, a significant number of our employees participate in internal training. The most sought-after topics include goal setting, leadership skills, stress management, and communication.
Mastering Talent Management in IT | SOFTSWISS CareersHow Does This Strategic Approach Affect SOFTSWISS Employees?
Most people need the opportunity to develop and enhance competence, which they often fulfil through work. Consequently, a robust talent management strategy benefits everyone involved; the company gains more focused, well-trained, and competent employees who can handle complex tasks. Employees increase their professional value and satisfy their competence, autonomy, and recognition needs.
Well-defined goals provide clear direction for the work of the individual and the team. Development objectives supply the resources needed for growth, while feedback offers recognition and new incentives for development. In teams that promptly establish clear, realistic goals, I often observe employees becoming more motivated and engaged, growing at an impressive rate because they clearly understand what’s expected of them.
This strategic approach enhances our employees’ professional lives and positions SOFTSWISS as a leader in nurturing and leveraging talent effectively. If you’re looking for a workplace that commits to your growth and values your contributions, consider joining the SOFTSWISS team. Let’s grow and succeed together.