How to avoid the #1 unplanned for expense when implementing AEM

Look, implementing any new enterprise software into your business is a huge decision and no matter how good you budget, project and anticipate expenses there are always going to be issues that you didn’t account for. In the 5 years that I’ve been recruiting for Adobe Experience Manager professionals there is one issue that I’ve seen crop up more times than I can count and I’ve never met a manager that has anticipated it. I’d actually go as far as to call it the #1 unplanned for expense when implementing AEM or any Niche software product and that is, not having a retention plan for your current team.

Now, when you read the above statement you probably have no idea what I’m talking about. You’d probably say, “Dave I’ve been working with my team for years, they’re not going anywhere” or maybe you’d talk about the amazing environment or culture you’ve fostered or how you treat your team so well but that’s not what I’m talking about. The fact of the matter, is that skills in a niche technology are in extremely high demand and once your people, who don’t have this skill at the beginning of an implementation, acquire those skills they’re much more valuable both to you and the market place.

For example, a textbook implementation of AEM is supposed to go as follows.

Step 1: Customer selects AEM as their new content management system

Step 2: Adobe either goes in themselves to implement the software, or they refer their customer to a partner to execute the implementation.

Step 3: Partner/Adobe goes in and implements the software this typically takes place alongside an existing or newly formed internal team that are acquiring the knowledge and technical skills around the product. From start to finish takes 6 months to a year on average (I have seen much longer implementations).

Step 4: Upon completion a final knowledge transfer takes place at which point the client becomes self- sufficient in all areas they desire to be around the product and the partner takes a hike, unless they are needed for support or there are certain areas that they have agreed to manage for the client externally.

Upon completion of these steps that internal team, mentioned from step 3, has now spent several months learning how to work in an AEM environment and now has the skills necessary to earn much more money than they previously were. Now, you may be thinking this is only an issue if they know they’re more valuable but all it takes is Person A putting that skill on their Linkedin profile and all of the sudden they’re getting 7 or more inmails a week with job offers. It won’t take long before this same person begins to think, “maybe I could make more money elsewhere” and thus the exodus begins.

Ok, so now that we understand the problem the question becomes what can you do about it? Well, the fact that you are reading this article already puts you light years ahead of your competition but I won’t leave you there below are my top 3 tips for avoiding this mistake and making sure you’re not caught off guard.

Tip #1: Pay your people when they learn the Niche Skill: Be proactive about this, don't wait for them to come to you but rather show them that you realize they're more valuable now and reward them according. If you don’t show them you value what they’re worth someone else will and it’s a small price to pay to keep people in your team feeling valued.

Tip #2: Know the market: If you don’t know the market, you’ll never be able to effectively implement Tip #1 as there’s no point in guessing what you’re people are worth. Let’s be real here, if you have a team of people working for you on AEM, you’re going to have to hire people at some point so not knowing the market is a huge problem. However, we have you covered on this as Computer Futures publishes the only comprehensive quarterly report on the AEM talent market and you can get a copy absolutely free by reaching out to me or one of my team.

Tip #3: Be prepared to lose some people. Realize that even if you follow tips 1 and 2 you will lose people. As mentioned above the average person with AEM on their Linkedin profile receives an average of 1 job solicitation per day and some of your best people will and are entertaining some of these opportunities right now. You need to understand this reality and be prepared for it. By implementing tips 1 and 2 immediately you will minimize your casualties but you can't save them all!

Tip #4: Have a tight recruiting plan. As mentioned above you will lose some and the best way to minimize the impact of these loses is to have a plan to get right back on your feet. In a fast moving market like AEM you need a tight recruiting plan that is quick, thorough and efficient so that you minimize loss of production, and get someone on par with who you lost back in the seat ASAP.

For more advice on how to minimize your talent loss risk on AEM or any other niche software, or how to maximize your recruitment strategy call our offices at 646-557-7191.