When is a walk down the hallway or a quick phone call not enough?
Matching talent to opportunity and promoting strong internal networks was uncomplicated when the firm was small. Most employees were in direct contact with one another and could get in touch easily.
In 2018, after years of strong growth, both the complexity of opportunities and the diversity of skills and expertise on the team had expanded beyond the level where personal networks could support the right connections at the right time.
On top of this, the firm’s culture became diluted and employees started to feel increasingly disconnected from the organization as a whole. In fact, staff turnover reached an unsettling 35%.
We reduced turnover by 50% in the first year with Structural because our teams no longer feel disconnected from each other and the business.
If I know my client is looking for a business analyst, for example, I can search that title in Structural and quickly see in their bookings who is “on the bench” and then refer the right person to the client.
The data pulled into the platform mirrors the expertise of the firm’s talented employees. It includes current and past project assignments, client experience, technical skills, certifications, current and future capacity, development goals and interests, and more, on each and every person. All of this is organized in robust, searchable, employee profiles.
With Structural’s advanced search capabilities, the firm’s employees can easily find exactly who they need internally, in real-time, simply by entering in keywords (see image to right) or adding a quick search filter. To increase connection and engagement, the firm makes great use out of the optional Structural Connect module as well. This has been especially impactful during the COVID-19 pandemic as the team has become more distributed and remote.
This has been a game-changer for us. Creating an environment where all generations want to work is key here, and our Millennials love Structural.
