5 strategies to keep your to Microsoft Dynamics and NetSuite talent
🎯 Your Top Dynamics 365 & NetSuite Talent is Being Recruited. Here’s How to Keep Them.
I’ve spent 25+ years placing elite ERP talent, and here’s what I’ve learned:
The companies that retain their best people aren’t offering ping pong tables or pizza Fridays.
They’re doing these five things differently:
1. Career Architecture, Not Job Descriptions Your Senior Functional Consultant wants to see a path to Solution Architect, Practice Director, or specialized technical leadership. Map it out explicitly. I’ve seen consultants leave $20K raises on the table to join firms with clear advancement frameworks.
2. Certification Investment as Non-Negotiable The best talent treats Microsoft certifications and NetSuite credentials as career currency. Companies that budget for FastTrack, MB-800, or NetSuite SuiteFoundation aren’t just developing skills—they’re signaling investment in futures.
3. Project Variety Over Stability Counterintuitive, but true: your best people don’t want to do the same manufacturing implementation three times in a row. Rotate them across industries. Let your Finance specialist tackle a Supply Chain project. Boredom is a resignation letter in draft mode.
4. Equity in Decision-Making The consultants designing your clients’ business processes want a voice in how solutions are architected. When I hear “they never ask my opinion,” I know that person is six months from accepting my call.
5. Comp Transparency Around Market Rates Your team knows what they’re worth. I tell them daily. Annual reviews with “standard 3% increases” while the market moved 15% create resentment. Benchmark quarterly, adjust proactively.
The Bottom Line: Retention isn’t an HR initiative—it’s a competitive advantage if you choose to treat it that way.
The question isn’t whether your people will be recruited, trust me….They will!
It’s whether they’ll have a reason to stay.
What retention strategies have worked in your ERP practice?
I’ve spent 25+ years placing elite ERP talent, and here’s what I’ve learned:
The companies that retain their best people aren’t offering ping pong tables or pizza Fridays.
They’re doing these five things differently:
1. Career Architecture, Not Job Descriptions Your Senior Functional Consultant wants to see a path to Solution Architect, Practice Director, or specialized technical leadership. Map it out explicitly. I’ve seen consultants leave $20K raises on the table to join firms with clear advancement frameworks.
2. Certification Investment as Non-Negotiable The best talent treats Microsoft certifications and NetSuite credentials as career currency. Companies that budget for FastTrack, MB-800, or NetSuite SuiteFoundation aren’t just developing skills—they’re signaling investment in futures.
3. Project Variety Over Stability Counterintuitive, but true: your best people don’t want to do the same manufacturing implementation three times in a row. Rotate them across industries. Let your Finance specialist tackle a Supply Chain project. Boredom is a resignation letter in draft mode.
4. Equity in Decision-Making The consultants designing your clients’ business processes want a voice in how solutions are architected. When I hear “they never ask my opinion,” I know that person is six months from accepting my call.
5. Comp Transparency Around Market Rates Your team knows what they’re worth. I tell them daily. Annual reviews with “standard 3% increases” while the market moved 15% create resentment. Benchmark quarterly, adjust proactively.
The Bottom Line: Retention isn’t an HR initiative—it’s a competitive advantage if you choose to treat it that way.
The question isn’t whether your people will be recruited, trust me….They will!
It’s whether they’ll have a reason to stay.
What retention strategies have worked in your ERP practice?