Pros
SAP hires bright talented employees; I have never worked with so many smart people. POSITIVE: in HR cloud business, better structure around sales content/learning is an improvement in aligning market messaging - this has long been missing. Innovation- anticipating and investing in breakthrough product devt - like Bus Beyond Bias - very cool, and forward leaning. Breaking out from the pack. Very good - keep anticipating and building for the future, not the past. We need better INTENTIONALITY around the "anticipating" - not enough resources out there tracking HR trends/working closely with HR and Business leaders to help drive the innovation, and be there. Bus beyond Bias happened but what's next - many areas are perfect for us to take on. This would be a great investment.
Cons
Too many bully tactics used by leadership. Leaders who yell at, use high-pressure communication, can't be acceptable. Beating the drum harding may get the result- but kill the engagement, and impact customers directly. Still way too little diversity - and that goes for style as well as race/gender. Need to make "autocratic command and control" tactics unacceptable instead of rewarding with promotions. We need "leaders of the future" - why are our most motivational leaders leaving, or being shown the door? people will follow and go above and beyond for leaders who empower them and provide a real vision based on a true knowledge and passion for the field. Recent changes in leadership in HR Cloud business is right out of the "old SAP model" - quickly dissipating energy and motivation of very talented people. Everyone has their head down to stay out of the way. NOT the culture we want. - Career options: I cannot tell you how many "Fast Track" employees have applied for jobs internally, and never even gotten a response. We totally should be handling internal applicants differently- any time a "Fast Track/High Performing Employee" applies for a job internally - the golden glove should come out. Why are they looking to move? is there an issue? this is data that should trigger a response by management - not just recruiting. It should include a coaching session to understand what they are looking to do, the full context, and then actively look for a role for them. YES - a high-performing employee should have an advantage, AND research says they cost less, and add more value. Why aren't we leveraging this? In the last 2 years, way too many talented people I know left because there was "nothing" here for them. They couldn't find a job internally - and we make it way too hard to make a lateral move without sacrificing compensation. This is a real opportunity for us to figure this out because this is the way of the future workforce.