Beyond the Review: Key Insights for a Successful SAP SuccessFactors Implementation

A successful HCM implementation project is essential for organizations seeking to optimize workforce management, boost employee engagement, and propel their business growth. Partnering with a reliable consulting firm can provide expertise and strategic guidance throughout the process, from planning to post-implementation support. Their experience and insights play a crucial role in aligning the project with the organization’s objectives, ensuring value delivery, and fostering long-term success.

Rizing HCM is an SAP partner with expert level competency in SAP SuccessFactors, Hybrid, and Cloud implementations. With an impressive track record, they’ve assisted over 5,000 SAP SuccessFactors customers across more than 70 countries. Additionally, they provide ongoing managed services to over 350 customers, ensuring consistent support and value delivery.

Paul Rose, Practice & Solution Center Director for EMEA at Rizing HCM, is an expert in guiding clients through their transformation journeys. Whether it’s navigating the discovery phase or mapping out a roadmap towards an organization’s desired outcomes, Paul’s client-focused mindset ensures that every step aligns with the overarching vision.

Paul shares his insights on what customers should consider when selecting an implementation partner and offers advice on ensuring a successful project.

What should customers look for when selecting a consulting partner for their project?

For a successful SuccessFactors project, the experience and certifications of the consultants are crucial considerations, particularly during the discovery phase. Rizing HCM places a significant emphasis on these professional certifications, recognizing their importance in ensuring the expertise and competence of their consultants. Thanks to SAP’s stringent verification process, Rizing HCM consultants have led multiple successful implementations, and serves as a significant green light for clients.

“The most important thing for a SuccessFactors project is to have those experienced and skilled consultants.” – Paul Rose

Paul emphasizes the importance of recognizing that each consulting partner possesses unique strengths and weaknesses. It’s crucial for clients to thoroughly evaluate the diverse skill sets of potential partners and choose the one that aligns best with their business objectives and project requirements. By gaining a comprehensive understanding of the skills, experience, and certifications of the implementation team, clients can make better informed decisions.

How can customers assess their internal team’s skills to identify gaps and determine if up-skilling is necessary for more effective projects?

By taking stock of team capabilities and understanding the various aspects of HR functionality, organization’s will be able to assess whether they have the necessary expertise internally to streamline a project effectively. Many clients encounter challenges in complex deployments, highlighting the importance of internal preparedness. Paul suggests asking pertinent questions such as, “Do you have alignment across functions and departments? Do you possess adequate change management resources?”

Every organization’s needs differ, with some possessing the confidence for change and others requiring dedicated change experts.

“Clients really need to have confidence going into this journey that they have the availability of resources with skills in process, transformation, change , data, testing and then your overall solution architect.” – Paul Rose

When a team change does occur for either the customer or the partner, what can be done on both ends to ensure a smooth transition?

Raven sees an average change in team rate of 60%. Despite projects having an exceptional team, change can be inevitable due to the prolonged duration of some projects.

To help avoid delays and project issues, Paul advises that organizations avoid having a sole dependency on certain people during a project. While expertise in various HR areas is expected, establishing an advisory council behind the scenes can ensure comprehension of key design decisions in the event of team change. 

“Mitigating against that single person dependency is probably the biggest focus for clients.” – Paul Rose

Paul also mentions that this is where documentation is important because to understand the reasoning and context to why certain decisions were made in case new members are added to the team. 

What strategies should customers keep in mind for their post-implementation support?

Customers should prioritize post-implementation support by ensuring timely involvement of HRIS administrators. Waiting until later stages can lead to a lack of understanding regarding decisions and system intricacies. This early engagement of HRIS administrators facilitates a smoother transition. 

Additionally, selecting a support partner early on is crucial for establishing strong relationships and clear processes, ensuring effective knowledge transfer. As Paul Rose emphasizes, having a supportive partner whom you trust is essential for successful post-implementation support.

“You’re going to need a support partner that you have a really great relationship with and that you can trust.” – Paul Rose

Rapid Fire:  Red / Yellow / Green Light Scenarios 🚦

You’re preparing for an SAP SuccessFactors full suite implementation. The partner you’re recommended by your salesperson has a well-known name and so in order to expedite the selection process, you get a quote from them and move forward.

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This scenario raises concerns about the thoroughness of the selection process. Rushing into a decision based solely on the partner’s reputation is not advisable, as it may overlook critical factors. 

Paul suggests that proceeding without proper due diligence warrants a cautionary “yellow light” rather than a green one. However, if the customer has conducted thorough research, including obtaining strong references, engaging in a positive and extensive discovery process with the partner, and read favorable reviews on Raven Intelligence, then the decision may lean towards a more favorable “green light.”

Rapid Implementation with a 120 day go-live. You can do the clean up later.

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The prospect of a rapid implementation with a 120-day go-live timeframe can present significant challenges. Paul expresses reservations about such rapid implementations, emphasizing the importance of readiness and understanding business outcomes. 

While rapid implementations can be viable under very specific conditions—such as demonstrated readiness and a commitment to standardization—proceeding without a clear understanding of business objectives would warrant a “red light.” This caution underscores the necessity of aligning implementation timelines with comprehensive planning and business goals. 

You are given a strict budget and the quotes from the SIs you’re looking at are 100k beyond your budget. To save money you cut the change management effort in half.

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In the scenario where quotes from potential service integrators exceed the allocated budget by $100k, Paul suggests taking a cautious approach. While emphasizing the importance of change management, Paul notes that creative cost-saving measures can be implemented without compromising the effectiveness of the process. The key lies in the partner’s support and utilization of SAP’s extensive documentation to ensure successful project outcomes within budget constraints. Paul sees a potential for a more favorable outcome, indicated by a “yellow light” with the potential to turn “green.” 

You feel good about a partner who has been very thorough in the discovery process and who has provided you with a solid view of the team that will be assigned. They’re 20% higher in cost than the others you’re looking at.

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In this scenario, where a partner has conducted a thorough discovery process and provided a transparent view of the assigned team, despite being 20% higher in cost compared to other options, Paul Rose offers a cautiously optimistic assessment. He suggests a “yellow” with a potential for a “green” light, given the level of confidence instilled during the discovery phase. At Rizing, the discovery process is regarded as a meticulous endeavor, fostering trust and confidence between partners while ensuring comprehensive project management understanding. While acknowledging the higher cost, Paul emphasizes the adage that “you get what you pay for,” and if there are positive reviews and references on Raven Intelligence, the scale could be tipped towards a more favorable “green” light.

You’re down several team members on your HR staff who will be going out on leave, yet you have a new project that is slated. You start the project anyway.

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Proceeding with this project under these circumstances is deemed a “red flag,” by Paul. He emphasizes the importance of readiness and having key decision-makers and team members available. Without the necessary resources in place, there’s a risk of lacking trust and confidence in the project’s success. 

Given the substantial changes and transformations involved in such projects, rushing without long-term confidence could result in extensive rework. Paul advises holding the project until the required resources are available again, ensuring a more favorable environment for project success.

A fundamental commitment to readiness, coupled with collaboration with an agile partner boasting the right pedigree and positive Raven reviews, forms the cornerstone of project success. While no program is flawless, prioritizing readiness sets the stage for a positive outcome.

About Rizing HCM

With the most SAP SuccessFactors professionally certified consultants in the world, Rizing HCM offers end-to-end solutions that span from business guidance and implementation projects to full managed services post go-live. They enable customizations through innovative extensions built on the SAP Cloud Platform and support customers from pre-project planning, project execution, and SAP SuccessFactors implementations to full HR cloud management. Rizing HCM’s in-depth knowledge extends to the total workforce with SAP Fieldglass.

Learn more about Rizing HCM on their Raven profile.

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