Your MSP company needs to design a career path for employees which gives them something to live for. They need to be able to hope in future benefits from your company. Positions greater than entry-level should be attainable through hard work and perseverance. If you don’t make such forward progress easily attainable for your workers, don’t be surprised if they represent low or negative ROI over time.
The following are three considerations which demonstrate just how necessary it is to develop your employees continuously within your MSP:
An employee within your MSP company, who is developed in terms of skill, ability, and operational impact, is more likely to have a positive effect on your overall operation over time. What you need to do is foster their strengths and strengthen their weaknesses. It’s essential to have a good onboarding team who has worked with diverse new hires and can help in these areas of improvement.
Developed employees are more likely to stay with your company in the long run. They become loyal, they build relationships internally, and their stake in your operation continues to expand. If you don’t develop employees, they’re not going to have much of a reason to stick with you. A low-ceiling is fodder for increased turnover.
Fallout of Neglect
Employees who aren’t developed but stay with your company will become lazy and apathetic. They’ll be much more likely to cut corners, underserve clients, deceive you, and generally reduce the overall quality of the products or services your MSP provides. In fact, they could ultimately end up producing negative ROI, if you’re not careful. Neglecting new employees is a great way to undermine your entire enterprise.
An MSP company which carefully develops new hires until they are essential components of their operational model will see better ROI in the long run. Additionally, retention will expand in conjunction with positive impact. Perhaps consider current onboarding processes, increasing new hire developmental protocols as possible.